Three common ways the pay gap is measured, what leading companies are doing about it, and the best strategies to consider today.
Show you are serious about basics like mentoring and work-life flexibility, and energy and enthusiasm will follow, writes McKinsey’s Dominic Barton.
“We always had equal pay for equal work, but it’s more about equal opportunity for equal work,” Mr. Nadella said at a TimesTalks event hosted by The New York Times. “In tech, we do have a significant distance to cover… My job is about creating a system that allows women to participate, to feel free to ask for a raise, to expect to be recognized for their progress — I had not internalized how the system was not working.”
Sexism is increasingly less and less marketable. Some of the world’s largest companies and advertising agencies, led by the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) have launched a new initiative to banish gender stereotypes from advertising. A partnership between U.N. Women and several major global companies — including 100% Talent signatory Microsoft, Unilever, Johnson & Johnson, Procter & Gamble, Mattel, Facebook, Google and others — the Unstereotype Alliance aims to spread “realistic, non-biased portrayals of women and men” in their ads.
Female financial advisers get punished more severely than men, especially at Wells Fargo. That’s according to a new working paper that finds female employees who engage in misconduct at Wells Fargo Advisors are 27% more likely than their male counterparts to have lost their jobs.
Accenture’s Gary Heffernan delves into why the communications industry’s evolution will both create and require “the digital workforce of the future. That workforce will be a vital source of differentiation, and inclusion and diversity will be at the forefront of making it happen.”
100% Talent Signatory Deloitte is working to advance pay equity and gender equality. “At Deloitte, we view diversity and inclusion as central to our firm’s culture and our ability to tackle our clients’ most complex business problems.”
The evidence for gender diversity in management is clear. Companies with female board members have 40% higher growth income and almost 50% higher average return on equity. Hear one ‘manbassador’s take on why female leadership is needed in the U.S. and international banking industries.
Gender equality is a priority for most CEOs, but their companies fall short. Dominic Barton of McKinsey explains why that’s so and how to remedy it.