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Inclusion & Diversity Trends Shaping Gender Recruiting, Progression & Retention
Prepared for Havas PeopleBy Suzy Levy @ The Red Plate October 5, 2015
Make extraordinary ambitions possible.
3 Shifts Shaping How Companies Approach I&D The right thing to doCommercially-relevant market, customer and product differentiator InOut-- in behaviour, culture, style and thought process Inclusion & diversity, changing the system &engaging the majority Diversity& minority programmes
Shift 1The right thing to doCommercially-relevant market, customer and product differentiator
3.4M, 4.1M #empowering59M, 37.9M#LikeAGirl
Landmark six figure dealFinances Top of Mind for LGBT Americans, New Wells Fargo Survey Reveals#MadeOfMore
Shift 2Diversity& minority programmesInclusion & diversity, changing the system &engaging the majority Network groups emerge to support like individuals. White womens programmes lead the diversity agenda
LGBT captivates major media through legal battles around the world & allies programmes emerge to engage the majorityOrganisations begin to paint the future image of a modern workplace which is exciting and relevant for all
Whats in it for me? This is why feminism is good for men. LGBT, Race, Culture, Age, Ability gain momentum and in some cases overtake in terms of progress
Shift 3InOut-- in behaviour, culture, style and thought processMinority groups assimilate to be accepted. E.g. Women who rise to the top show traditional masculine traits
LGBT learnings - Out is not one moment, but a continuous decision to be yourself
Recruiting, performance and promotion & even values systems are expanded and adapted rather than the individual
Out begins to be applied to Race, Disability, Working Patterns. Slowly at first, but with growing pace.
How the hijab and H&M are reshaping mainstream British culture
3 reasons why these shifts matter in achieving balanced gender recruiting, progression and retention.
Women are often more socially conscious in choosing an employer their judgement goes beyond role, salary, title & gender
Organisations making system adjustments are more likely to see balanced results in promotions, and in senior leadership
Women have more options in terms of acceptable career paths and lifestyles and will choose to exercise those options
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