Why is the labor-participation rate for women at a 27-year low? U.S. companies face a triple problem in keeping women employed – lack of good maternity policies, continued wage gap, and the valid perception that women aren’t making it to the top.
As Nielsen reports Asian American purchasing power grew faster than for any other racial demographic, highlighting opportunities and challenges for businesses.
Asheesh Saksena is strategically preparing Cox Communications for new growth opportunities while meeting the needs of a diverse consumer base and amplifying diverse voices within the company, including millennials.
EY is doing something about the shortage of young Black, Latino, Asian and Native American accountants. The firm is investing more than $1.5 million in a master’s program to develop and hold on to this talent.
Labor-force participation is at an all-time low. Where are all the skilled Millennials? Research shows many are not getting the right education for today’s employer needs.
Most Fortune 500 companies still have gaps of women in senior management. Here are case studies of four companies – Novartis Pharmaceuticals Corporation, EY, Wells Fargo and MassMutual Financial Group – all of whom have had significant progress with senior women.
Anise Wiley-Little left corporate America after a long career because she wanted to have a wider impact. Today, as head of HR and diversity at the Kellogg School of Management, she’s reaching many potential corporate leaders.
Accenture named Julie Spellman Sweet to head its U.S. operations. As of next month, four of the six major consulting firms will have women leaders.
How accurately is your company determining who should be a high potential? The old nine-box matrix is increasingly coming under fire as new ways of including talented employees — and factoring in diversity — take hold.
Renowned disability advocate Kathy Martinez brings her experience to Wells Fargo, heading an effort to improve recruitment, customer service and supplier diversity for people with disabilities.
Corporate codes of conduct and values statements are increasingly important to recruiting millennials, as well as engaging a global workforce.
The companies with the best data for women in management and senior roles use three best practices most frequently – mentoring, employee-resource groups, and flexible workplaces.
In this Web Seminar, KPMG’s Tori Farmer and Baxter International’s Irina Konstantinovsky share successful strategies, including mentoring and identification of high potentials, to increase diversity in the top levels.
“My main goal is to inspire our men and women and be very inclusive. I want everybody to know that diversity and inclusion are priorities for me.”
A new study by PricewaterhouseCoopers, released for International Women’s Day, finds that female Millennials value diversity and inclusion, and make career mobility and flexibility their top workplace demands.