Category: Insights

Dr. Ben Waber tracked interactions between employees in 2016 and found there was no difference in performance in men and women. In a new study published in the Harvard Business Review by a team led by Waber, women only consist of 4% of Fortune 500 CEO’s, make about 80 cents on the dollar compared to a man and are less likely to achieve promotions. Waber said, “Gender inequality is due to bias, not differences in behavior.” The article goes on to suggest ways to decrease this bias, including when hiring, when multiple candidates are considered at once, rather than one at a time, gender bias seems to disappear.

Read the full article >>

Originally published by the Workplace Equity Project.

“Data speaks volumes. Outsell discovered that just 6% of the top 350 companies in our industry are run by women, and only 22% of their C-suites are composed of women, and many of these positions are in marketing or HR. In this week’s special edition interview, I asked Anthea Stratigos to sit down with me and discuss the ever lasting hot topic of diversity. I dug into the age-old questions of why and what companies can do to change these cultural dynamics. The result: an interview covering Anthea’s professional journey, how companies are successfully handling diversity, and a view into the Outsell Women’s Conference, a flagship event with an impressive panel creating a one day knowledge dump. I’m calling it an MBA in a day, with speakers such as Ann Korologos kicking the event off. Many thanks to Anthea for giving me the time, and I hope you enjoy this conversation as much as I did.”

Originally published by the Workplace Equity Project.

Publishing in the last few years has acquired a healthy appetite for collecting data that reveal the buying and reading habits of us, its customers. Yet publishers rarely collect data on themselves – and even more sparingly do they ever share it.

The independent, non-profit Workplace Equity Project (WE) explores workplace experiences, practices, and opportunities in scholarly publishing. Its first initiative is the WE Survey, underway through March 14, 2018. The 12-minute online questionnaire will discover how – and how well – publishers and related organizations are addressing equity and diversity issues, according to WE co-founder Susan Spilka.

Visit the full Article >>

Originally published by the Workplace Equity Project.

Visit the full article >>

Originally published by the Workplace Equity Project.

Originally published by the Workplace Equity Project.

An interview by Outsell For Startups with WE advisor Anthea Stratigos

“Data speaks volumes. Outsell discovered that just 6% of the top 350 companies in our industry are run by women, and only 22% of their C-suites are composed of women, and many of these positions are in marketing or HR. In this week’s special edition interview, I asked Anthea Stratigos to sit down with me and discuss the ever lasting hot topic of diversity. I dug into the age-old questions of why and what companies can do to change these cultural dynamics. The result: an interview covering Anthea’s professional journey, how companies are successfully handling diversity, and a view into the Outsell Women’s Conference, a flagship event with an impressive panel creating a one day knowledge dump. I’m calling it an MBA in a day, with speakers such as Ann Korologos kicking the event off. Many thanks to Anthea for giving me the time, and I hope you enjoy this conversation as much as I did.”

Originally published by the Workplace Equity Project.

For senior executives, the main question about gender diversity is not whether but how. How can the company identify specific initiatives that offer the greatest payoff? How should the company allocate its resources—in time, managerial focus, and capital—to generate the biggest diversity gains? Unfortunately, many companies simply don’t know the answers to these questions, so they use a trial-and-error approach, trying a lot of things and hoping to see good results.

That approach leads to wasted resources, and it may even be counterproductive. Although more than 90% of companies have some sort of gender-diversity program in place, our research findings indicate that only one in four women feel that they have personally benefited from such programs. When companies generate a lot of activity but little progress toward gender diversity, leaders begin to feel that interventions don’t work. Meanwhile, women grow frustrated, morale sinks, and company performance suffers.

Read the full article>>

Listen to Senior Partner and Managing Director Matt Krentz and Women@BCG Fellow Katie Abouzahr as they discuss how companies can get a better return on their diversity dollars: by advancing proven measures and looking out for hidden gems and by avoiding overrated initiatives that drain the budget and don’t move the needle.

Listen to the podcast>>

Originally published by Boston Consulting Group

By bringing diversity and inclusion to the forefront, even the most traditional organizations can enhance the design and implementation of social solutions. The scale and nature of the social issues humanitarians seek to address is ever-changing, making the ability to innovate a necessary core competence. Developing new ideas, including new ways of engaging with and relating to the people we aim to help, is critical to humanitarians’ ability to adapt and respond. And in today’s world, sustaining and supporting these new ways of working requires that we build an organizational culture that prioritizes diversity and inclusion—indeed, a culture that looks to diversity and inclusion as a new frontier for effective innovation.

Read the full post>>

Originally published in Stanford Social Innovation Review.

In this Scholarly Kitchen guest post, Katy Alexander (Digital Science), Becky Degler (Wiley) and Simon Holt (Elsevier) explain why the scholarly communications industry would benefit from being more inclusive in its recruitment and development of people with disabilities, highlighting the particular skills they bring to our industry. 

Let’s get right down to it. This post is about increasing disability inclusion in the publishing industry. It’s about highlighting the qualities that people with disabilities bring to the workplace. It’s about showing that employing people with disabilities gives organizations a competitive advantage, rather than just being the ‘right thing to do’. It’s about ensuring that the next time a candidate with a disability enters an interview room, the hiring manager sees the value of their skills and experience for the organization, rather than seeing only potential limitations and shortcomings.

Read the full post>>

Originally published in The Scholarly Kitchen.