We then share the the best of the best here on our blog!
Taking a Pulse on Your Company Culture Opens the Door to Inclusion
"... Employee engagement is linked to many organizational outcomes, not the least of which are profitability, productivity and retention. As the chief executive officer of a company that helps guide leaders in creating equitable organizations that drive employee engagement, I can tell you firsthand that the No. 1 thing you can do to fight employee disengagement is to take a hard look at your company’s culture. How are your employees experiencing it? Is your culture welcoming to all?
When organizations have a culture of inclusion, it creates an environment of involvement, respect and connection, where the richness of diverse ideas, backgrounds and perspectives are harnessed to create business value.
Does that sound like your culture? ..."
DEI leaders need C-suite support to achieve corporate equity goals, yet many of them are feeling ignored and exhausted
"... But how? How do we embed inclusion in every aspect of the business? This was the question that hung in the air as people reluctantly packed to go home to the “orthodoxies” that still await.
Here’s what they think will help:
- Clear accountability of C-suite for results/outcomes
- Distinct budget and resources from other talent initiatives and philanthropic contributions
- More empowerment of those in DEI roles
- The ability to influence C-suite and take bold stances from those roles
- Make DEI a business imperative, and not just a talent imperative
The only sure answer that came from the session was a surprising one: Solidarity. ..."
Gen Z and younger millennial women are outearning men in 16 cities — and the reasons why could make the pay gap less severe
"... But the newest generation of workers have a few things that set them apart — and they might just chip away at the pay gap in the long term.
"Given the differences in their current labor market position, as well as their education levels relative to men, it may be indeed a different story for this group of young women," Fry said.
Gen Z, the oldest of whom are 25, is the most racially diverse generation. According to Pew, they're set to be the most educated generation yet. Pew has found that, as of 2019, nearly 40% of adults ages 25 to 34 were unmarried, a big spike from decades past. There's also a gender gap in education: Women are now outpacing men in college enrollment, and, among adults who were ages 25 to 34 in 2021, women were much more likely to graduate college than men. That could partially explain why those younger female workers are now earning more.
But the pay gap is still here
While these earnings may buck the longstanding trend of women earning less, the pay gap is still persistent. ..."
How U.S. Soccer and Its Players Solved the Equal Pay Puzzle
"... For the first time, the women’s team, which has won the last two Women’s World Cups and four overall, will be paid at the same rate for game appearances and tournament victories as the men’s team, which has historically (and persistently) failed to even sniff that kind of success.
In addition to those new (and higher) per-game payments, the new contracts also include an unprecedented redistribution of the millions of dollars in World Cup prize money the men’s and women’s teams can earn by playing in the tournament every four years. They also contain new revenue-sharing agreements that could see the players receive millions more from their cut of U.S. Soccer’s commercial revenues each year. ..."
‘No reward or recognition’: why women should say no to ‘office housework’
"... Over years of research they found that across the public and private sectors, and a wide range of roles, female employees were shouldering the burden of “office housework” and low-value assignments, causing them to miss out on promotions and pay increases.
“We think this is a central part of why women are not advancing at similar rates to men,” says Vesterlund. From teachers to engineers, investment bankers to checkout clerks, “there is not an industry, occupation or rank that we have looked at where we didn’t see this being a problem”.
Their analysis of employee hours at a large consultancy firm found that regardless of seniority, the median woman spent about 200 more hours on non-promotable work each year than the median man – equating to approximately one month’s worth of dead-end tasks. ..."
The number of women running Fortune 500 companies reaches a record high
"... Indeed, this year's numbers depict the continuation of slow-but-steady growth for women leaders in corporate America, albeit not as eventful as last year's ranking. The 2021 Fortune 500 list featured two Black women, Walgreens Boots Alliance CEO Roz Brewer and TIAA CEO Thasunda Brown Duckett, running companies on the list for the first time. Congruently, CVS Health CEO Karen Lynch earned the distinction of spearheading the highest-ranking Fortune 500 company ever led by a female chief executive.
Changes on this year's list are admittedly less exciting—but still important. All three of these women have retained their jobs, as have most other female CEOs who ran Fortune 500 companies at this time last year. Coty chief Sue Nabi and Nasdaq CEO Adena Friedman made the list last year but don't appear this year, though they do still hold their CEO titles; their companies simply fell off the Fortune 500. The minimum annual revenue to make the list was $6.39 billion this year. ..."
As the leadership expert and global advisor to organizations seeking to change mindsets, behaviors, and cultures to be inclusive for all, Leading NOW’s team of thought leaders and global consultants are available to speak on a wide range of timely topics including DEI, Cultural Dynamics, Leadership & Talent Development, Women’s Leadership, Mentorship, and more. For information on upcoming speaking events and to see a curated sampling of our Leading NOW experts in action, click on any of the links below.
For more information on how to request a Leading NOW expert for your next conference, event, or podcast, visit our conferences & speaking engagements page.