McKinsey & Company has posted its latest paper on the outcomes arising from efforts to reduce racial inequality and why there’s a long way to go. #equality https://www.mckinsey.com/featured-insights/diversity-and-inclusion/its-time-for-a-new-approach-to-racial-equity?cid=other-eml-alt-mip-mck&hdpid=b032cc6b-4d4d-482c-a086-3b6c9688cd83&hctky=12321651&hlkid=aa334ec483a74885ac74f780164a5752#
There’s an increase in understanding of what #microaggressions are. This article talks about how they can impact individuals and why its not about ‘toughening up’. NYTimes.com #inclusiveleadership https://www.nytimes.com/2020/03/03/smarter-living/how-to-respond-to-microaggressions.html
There’s a couple of interesting case studies in this report from UNiDAYS on what #diversity means for #GenZ spending habits with examples from cosmetic co’s Misel Ahom Anne Comolli #inclusionmatters https://lnkd.in/dJGbhY7
Further findings on the link between flexible working, greater output and importantly, closing the gender pay gap. See Alison Martin, CEO of Zurich interviewed by Sky News. https://lnkd.in/dBAJ7jf
This article from #HBR is fascinating. It shows how certain questions highlight how employees seek out answers from people similar to them, putting women on the side-lines. It certainly explains how unconscious bias excludes specific groups.https://hbr.org/2017/07/to-understand-whether-your-company-is-inclusive-map-how-your-employees-interact
