The French multinational telecommunications corporation Orange is making progress towards its goal to have at least 35% of women on all levels of the organisation by 2015. Also L’Oréal reported at an International conference in Paris in October 2014 that they have almost reached their goal to have 50% of women in management (across all levels). Orange posted a 5% increase in female leaders between 2011 and 2013 alone.
Christin Munsch, professor of sociology at Furman University in San Francisco, has recently conducted a study on flexible work arrangements. Her spectacular results suggest that it is men rather than women who can take advantage out of such arrangements, while women might experience disadvantages. How is that possible and what does it mean for work/life-balance programmes and Gender Diversity in the workplace? A closer look provides some of the answers.
If you thought, a traditional, family-owned company could, at best, take small steps towards a modern, Diversity-oriented image, look at a the German Brandt brand, a National leader in bakery goods. Their latest commercial campaign builds upon the conservative look to which they add contemporary themes from society to relate more closely to their consumers.
How much progress can be expected within a space of four years? The European Commission has published their first evaluation of the implementation of the UN Convention on the Rights of Persons with Disabilities which they had ratified in December 2010. It comes as no surprise that different stakeholders present different interpretations of what success looks like.
As Italy currently hold the EU Presidency, it is worth looking at a success model which was developed there over year. DiversitaLavoro offers several innovative features in the large landscape of diversity recruitment fairs. That the events focuses on foreign nationals, disabled and transgendered people is just of the unusual aspects.
A recent survey investigated senior business leaders’ concerns about people-related M&A issues. It shows that these issues are perceived as ever more important while uncertainty about some aspects persists. Fortunately, Diversity Management can help addressing the challenges related to the most widespread concerns.
D&I is on the move from a social context (previously) to a more business-focused stakeholder positioning. This key finding is based on the analysis of all Annual Reports, CSR Reports and Websites of Europe’s 50 largest corporations as listed in the STOXX ® 50 Europe index. The research carried out by EMEA’s D&I pioneer research & consulting firm, EuropeanDiversity (Cologne), shows for the first time more frequent Diversity content in Annual Reports (92%) than in CSR Reports (82%).
As a new milestone in the history of the Business Case for Diversity, this 3rd edition of the unique global research report summarises 195 carefully selected studies (60 more than the previous 2012 edition) substantiating the value-added from Diversity & Inclusion. Continue reading
Can you imagine life and work reality of a trans-gendered person? Are you aware of some of the basic challenges they encounter, from hostile reactions to the lack of legal recognition? The documentary ‘Irish Lives: My Transgender Journey’, aired by TV3, explores three personal biographies and shows some of the facets transgendered people may encounter.
What has snow removal, ambulance transport or school performance got to do with Gender Equality? More than it appears atfirst glance, as a short movie named “Sustainable Gender Equality – a film about gender mainstreaming in practice” shows.
Mehr als 10 Prozent der Deutschen hat eine Behinderung bzw. eine chronische Erkrankung, davon gilt der größte Teil sogar als schwerbehindert. Noch immer sind die Hürden für die Aufnahme eines Studiums sehr groß. Dem möchte die Broschüre „Geht nicht – gibt es nicht“ Abhilfe leisten. Continue reading