This report analyses women’s participation in corporate governance in the largest European companies that are listed in the STOXX 600 Europe index or, in some countries, national stock exchange indexes. Which countries do the best practice leaders come from? How to explain it? Read the report and watch our 2022 Gender Diversity Awards to discover EWOBs 2021 Gender Diversity Index!
Read MoreMore than half of employees who left their job in the past six months did not feel valued by their organization (54 percent) or manager (52 percent), or they lacked a sense of belonging (51 percent). Additionally, 46 percent cited the desire to work with people who trust and care for each other as another reason to quit. Employees want stronger relationships, a sense of connection, and to be seen.
Read MoreTaking bold action to increase female representation and leadership in business is needed more than ever, and public support for gender equality from the business community is stronger than it has ever been: over 8000 business leaders have signed the CEO Statement of Support for the Women’s Empowerment Principles, and when asked, 85% of CEOs agree than “Women’s participation and leadership in business is a critical driver of company performance”.
Read MoreThe Closing the Gender Gap Accelerators aim to create global and national public-private collaboration platforms to address current gender gaps and reshape gender parity for the future. The accelerator model drives systems change, highlighting the need for collaborative action across different scales – not just institutional structures and policies but also norms, attitudes and through individual business commitments.
Read MoreThe Partnership for Global LGBTI Equality (PGLE) is a coalition of organizations committed to leveraging their individual and collective advocacy to accelerate LGBTI equality and inclusion in the workplace and in the broader communities in which they operate. The Partnership is supported by the Office of the United Nations High Commissioner for Human Rights and is operated in collaboration with the World Economic Forum.
Read MoreCompanies analyze the impact of the shifting labour market in their organizations and identify their top emerging job roles that are strategic for their future growth. They commit to reach 50-50 gender parity in the hiring pipeline for these new roles and develop inclusive internal rewards that support equal pay and opportunities.
Read MoreOne aspect of ESG that may require additional attention this year is diversity and inclusion, particularly as the ongoing global pandemic has hit women in the workforce especially hard.
According to a report from the United Nations, women are overrepresented in many of the industries that have suffered the most from the pandemic, including food service, retail and entertainment. The overall job and income losses have resulted in 47 million women and girls being pushed into extreme poverty, further widening the gender poverty gap.
Read MoreDiversity wins is the third report in a McKinsey series investigating the business case for diversity, following Why diversity matters (2015) and Delivering through diversity (2018). Our latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time.
Read MoreMost of us know that our “tough guy” views (and yes, sadly, they are highly masculine) of “leadership,” “bravery,” and “courage”—the very ones Fred Keller repeatedly refused to embody — are outdated, sub-optimal, and sometimes downright dangerous for the organizations where most types of work get done today. Unfortunately, that doesn’t mean we aren’t still driven by more intuitive, comic-book-hero notions.
Read MoreBelonging is clearly desirable — but what has led to its elevated importance today? The answer begins with engagement. Organizations with employees who feel a sense of belonging in the workplace enjoy consistently higher levels of engagement, and we are desperate for greater engagement.
Read MoreOrganizational efforts to foster belonging have historically and primarily focused on making every individual feel respected and treated fairly in an inclusive work environment. While this remains foundational, leading organizations are forging a stronger link between belonging and organizational performance by strengthening workers’ connections with their teams and fostering their sense of contribution to meaningful shared goals.
Read MoreTo impose the changes needed to achieve promises of racial justice, equity, and inclusion, organizations require all hands on deck — at levels of the company. But widespread support on any effort can be difficult to garner, especially when it comes to DE&I work. An essential part of this is to create a culture where every employee, regardless of their background, feels they belong.
Read MoreIn 2021, many companies made public pledges to improve diversity, equity, and inclusion within their organizations. Now it’s time to deliver on the promise. Advancement towards a more equitable company requires intentionality at each stage of the employee lifecycle--how you attract, retain, and include employees all factor into this.
Read MoreDiversity, equity, and inclusion (DEI) has become a top priority for organizational leaders across the globe. The murder of George Floyd sparked a racial revolution that pushed social justice to the forefront. Despite the fact that billions of dollars are spent on diversity education, many companies have failed to cultivate an environment that attracts and retains employees from underrepresented backgrounds.
Read MoreThe Gender-Equality Index (GEI) is a modified market capitalization-weighted index that aims to track the performance of public companies committed to transparency in gender-data reporting.
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