At the DiversityInc 2019 Top 50 Companies for Diversity event in New York City on May 7, 2019, DiversityInc CEO Carolynn Johnson led a panel discussion on how to retain women of color by engaging and…
Women in Leadership
In our second installment of White Women Who are Intentional Allies to Women of Color, Karyn Twaronite (Partner, EY Global and Americas Diversity & Inclusiveness Officer; Member of Executive Committee, Ernst & Young LLP) shared…
Sodexo top leader saw her career flourish after being tapped to head up women’s diversity effort.
Video: Sodexo’s CDO talks about the company’s gender research and why they embarked on an internal study.
How do employers help high-potential women deal with burnout and, in the process, bolster retention?
Reality Check: Unconscious bias pervades everything from salary allocations to recruiting decisions.
Companies that want to attract and retain women and minorities for technical positions need to focus on branding and unconscious bias.
The chances one woman or one minority among a pool of white male candidates will get hired aren’t good.
Sodexo proves gender balance is a boon for everything from employee engagement to the bottom line.
Women and nonwhite executives should take note. Promoting diversity and inclusion within your company could hurt your career.
At least those are the findings of a recently released study in the Academy of Management Journal titled “Does diversity-valuing behavior result in diminished performance ratings for nonwhite and female leaders?”
Today, it is more acceptable for women to say having it all is a pipe dream. In fact, you need to have that mindset if you want to climb the ladder in your career, advised Gail Mandel, president and CEO of Wyndham Exchange & Rentals.
Implementing a few key initiatives and programs can make a world of difference for mid-career women who are ready to step into management roles.