latest insights on D & I | curated from across the globe
Investing in Gender Equality
PWC, Care, Storebrand
The report “Investing in gender equality”, prepared by PwC Norway and commissioned by Care and Storebrand, looks at the connection between gender diversity and corporate performance. At first, the report examines relevant literature concerning how gender diversity affects the macro and micro perspectives in a market. Next, the report introduces an analysis of the connection between gender equality and corporate performance in the Nordics, looking at gender diversity on the board, in the top management and the total workforce, and fair remuneration policies. T
Equal Pay Day 2019: Meet the women who took on unequal pay in their workplace
As Samira Ahmed’s equal pay battle with the BBC rages on, Sophie Gallagher talks to women about how they dealt with inequality at work – and what happened. Unequal pay between men and women doing the same or broadly similar work has been illegal in the UK for 40 years since the passing of the Equal Pay Act (1970). But it still happens. In June 2018 the BBC’s former China editor Carrie Gracie won her unequal pay claim after it emerged she was being paid around £100,000 less than a male comparator. Presenter Samira Ahmed who also works for the national broadcaster is currently in the process of suing for unequal pay.
India’s Adoption Policy Discriminative Against LQBTQIA+, 20 Million Kids Remain Without Family
Prashasti Awasthi & Anne-Sophie Schmidt
Mandira and her husband could at least apply for adoption, in contrast to homosexual or unmarried couples. Same-sex marriages are not legal in India, therefore homosexual couples are not allowed to adopt a child together. The law debars the LGBTQIA+ community from adopting children together – demonstrating that homosexual couples still aren’t equal before the law.
Artificial Intelligence, Gender Bias, and the Responsibility of Tech Companies
A renewed impetus in the gender debate – propelled by Fourth-Wave Feminism and most notably by the #metoo movement – is leading us to re-evaluate accepted practices of the past and rectify problematic practices that have spilled over into the present (see also the previous article on #metoo and Corporate Investment). But what about the future?
How ‘Allies’ Can Help Close the Inclusion Gap at Work
Terri Cooper and Eliza Horn
Inclusion in the workplace has come a long way. Respondents in the Deloitte 2019 State of Inclusion survey overwhelmingly give their organizations high marks for efforts to welcome and value each person’s unique background, identity, and experiences. While the will appears to be there, however, the way remains elusive.
AMIT J CHAURADIA, CHANDRASEKHAR SRIPADA & GLORY GEORGE
Why is India leaving its women behind? Do Indian women self-select themselves into unfavourable career choices as adults, given their primary responsibility of caring for children and running the household? Is it that women who focus on pursuing professional careers cannot maintain a work-family balance as costs of child care increase and there are few alternative part-time employment options? Do women opt out of formal employment?
Current research reveals four primary factors that help explain India’s low—and potentially declining—FLFP rate:1) the pervasiveness of entrenched patriarchal social norms that hinder women’s agency, mobility and freedom to work;2) rising household incomes that create a disincentive for labour market participation among women mainly informed by the same norms in 3) the disproportionate burden of unpaid work and unpaid care work on women; and 4) the lack of quality jobs for women reinforced by gendered occupational segregation and a significant gender wage gap.
French minister: gender equality must be at the heart of everything
Everyone has to take responsibility, from nation states to you and me... According to the World Economic Forum we will achieve equality between men and women in the economic sphere in the year . . . 2234! Wonderful news for my great-great-etc-granddaughters, assuming that a climate catastrophe has not destroyed the planet by then.
Why Gender matters to your portfolio and what you can do about it...There is growing evidence and collective understanding that gender equity is good for investment, good for businesses, good for society. However, this understanding has nottranslated into widespread action in the investment world.
The future of diversity and inclusion in tech. Where the industry needs to go from here
Megan Rose Dickey
While the diversity and inclusion movement has made some gains in the last few years, it has still suffered severe setbacks. On one hand, tech employees are recognizing their immense power when they speak up and organize. On the other hand, those accused of sexual harassment and misconduct are too often facing too few consequences. Meanwhile, people of color and women still receive too little venture funding, and tech companies are inching along at a glacial pace toward diverse representation and inclusion.
In an effort to understand unconscious gender bias in the engineering workplace in India, SWE undertook a study based upon the real-world experiences of working engineers.. As mentioned earlier, the most surprising finding was the level of workplace bias experienced by both men and women engineers in India (Figure 1). The Prove-It-Again, Tightrope, and Maternal Wall bias patterns were experienced by a large percentage of both men and women engineers. Over 75 percent of engineers also reported bias in promotion, sponsorship and mentoring programs, and compensation decisions, while 67 percent of engineers reported bias in performance evaluations. More than half of respondents reported feeling excluded by their colleagues and not feeling a strong sense of belonging in their organizations.
The pay gap between female and male employees not only exists but also increases as they advance in their careers. What can be done to reverse the trend?....Managers often assume that a new mother will not be able to give priority to work and think they are doing her a favour by lightening her workload, whereas they are only reinforcing a gender stereotype. For new mothers, the bias is a lot more deep seated. Managers often assume they will not be able to give priority to work and think they are doing her a favour by lightening her workload.
EQUAL PAY DAY 2019: WHAT IS THE GENDER PAY GAP AND HOW IS IT DIFFERENT FROM EQUAL PAY?
14 November is Equal Pay Day in the UK, a day that marks the time of the year from which women are effectively working for free due to the gender pay gap. In April, thousands of British companies published their latest gender pay gap figures, revealing the percentage difference between the average hourly earnings for men and women. The data revealed that men are typically paid significantly more than women in most UK businesses.
1. More executive apologies. In 2018, Starbucks, Papa John’s, H&M, Victoria’s Secret and Macy’s all experienced backlash and criticism based on advertisements, actions or statements of employees and executives of the company. In 2019, we are likely to see similar missteps, as companies figure out how to build an environment that is inclusive and equitable for both employees and customers.
Why Female Board Representation Does (And Does Not) Matter
A growing body of behavioral research is illustrating how the old adage, “pride goeth before a fall,” applies to top corporate leadership. Overconfidence is the key factor that drives CEOs — predominantly male CEOs — to underestimate risks and make rash decisions with negative bottom line consequences.
53% of top Indian firms have male to female employee ratio of 10:1 - Study
Around 53 per cent of top Indian companies have a male to female employee ratio of 10:1 or worse and 70 per cent of the top firms have less than one per cent of employees with disability, a study by a think-tank claimed on Thursday.
There are almost no women in power': Tokyo's female workers demand change
Japan has a 27.5% gender pay gap and ranks just 110th in the world for gender equality. after Yumi Ishikawa’s petition against being forced to wear high heels at work went viral around the world, responses ranged from solidarity – with some cheering Ishikawa and denouncing “modern footbinding” – to surprised disappointment. ... the global spotlight on the hashtag #KuToo (a pun on a word for shoes and a word for pain) may have obscured what’s really happening in Japan.
Can digital technologies contribute to gender equality?
The ubiquitous deployment of digital technologies is undoubtedly bringing tremendous efficiency and productivity gains across various domains of political, social, and economic life. But technologies are rarely neutral – they reflect existing socio-economic values and priorities, and their effects are likely to transform social relations, in ways that are both visible and invisible. Can the deployment of digital technologies contribute to gender equality or do they risk exacerbating existing forms of gender discrimination?
India’s ‘One Woman Quota’ on Board of Directors Fails to Bring About Gender Equality
India’s law mandating quotas for women on the board of directors allows scope for tokenism, doesn’t facilitate retention of women and falls short of the required “critical mass”. It has therefore failed to achieve its desired objective.
Diverse Workplaces Generate 19 Percent More Revenue Than Less Diverse Competitors
A multicultural workplace offers a wealth of opportunities, as well as plenty of traps for cultural misunderstandings. Diverse workplaces generate 19 percent more revenue than less diverse work environments. In addition to generating more revenue, multicultural teams are capable of outperforming competitors that lack in diversity by a whopping 35 percent.
The LGBTQ+ Community Has $3.7 Trillion In Purchasing Power; Here's How We Want You to Sell to Us.
Let's not let the pride marketing machine dilute the present-day gay experience. This affects entrepreneurs because brands that reach the heart of the queer community with their messaging and support are likely to see a financial ROI. But that messaging has to get it right: Merely sapping a rainbow across your logo to avoid seeming tone-deaf no longer cuts it.
The movement to improve gender equality continues to gain momentum as more companies and shareholders push for change and government mandates also legislate new requirements. From corporates to Congress, steady progress is being made. At the same time, gender pay equity and C-suite leadership roles remain elusive for most women – factors that investors are starting to pay more attention to. In this report, J.P. Morgan Research takes a look at the latest developments in the gender balance debate across the private and public sectors