Setting
ambitious and public diversity targets shows that an organisation is
seriously committed to gender diversity and equality; that it has
senior buy-in and leadership on this issue; and that it is constantly
striving to improve, rather than accept the status quo. But simply setting
targets is not enough. Despite women making up nearly 50% of the
labour market, there are still fewer and fewer women at the higher
levels of most organisations.
According to the Alliance for Board Diversity, white men
filled more than 70 percent of the seats on the boards of Fortune 500
companies between 2010 and 2012. See:
An
article published in the McKinsey Quarterly shares that “advancing
women to the top may be a journey, but how to do so is no longer a
mystery. New research points to four principles that can help just
about any company.” Read in full here
View jobs at DiversityWorking, the largest job board online, and become part of any of its prestigious member diversity companies.
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