talent bites - attracting & retaining women: suzy levy
TRANSCRIPT
Inclusion & Diversity Trends Shaping Gender Recruiting, Progression & Retention
Prepared for Havas PeopleBy Suzy Levy @ The Red Plate October 5, 2015
Make extraordinary ambitions possible.
@SusannahLevy
3 Shifts Shaping How Companies Approach I&D
The ‘right thing to do’
Commercially-relevant market, customer and product differentiator
‘In’ ‘Out’-- in behaviour, culture, style and thought process
Inclusion & diversity, changing the system &engaging the majority
Diversity& minority
programmes
Shift 1
The ‘right thing to do’
Commercially-relevant market, customer and product differentiator
CSR
3.4M, 4.1M #empowering59M, 37.9M
#LikeAGirl
66M#realbeauty
‘Landmark six figure deal’
Finances Top of Mind for LGBT Americans, New Wells Fargo Survey Reveals
#MadeOfMore ‘Inspired’
Shift 2
Diversity& minority
programmes
Inclusion & diversity, changing the system &engaging the majority
Network groups emerge to support ‘like’ individuals. White women’s programmes lead the diversity agenda
LGBT captivates major media through legal battles around the world & allies programmes emerge to engage the majority
Organisations begin to paint the future image of a modern workplace – which is exciting and relevant for all
What’s in it for me? This is why feminism is good for men.
LGBT, Race, Culture, Age, Ability gain momentum and in some cases overtake in terms of progress
Shift 3
‘In’ ‘Out’-- in behaviour, culture, style and thought process
Minority groups assimilate to be accepted. E.g. Women who rise to the top show traditional masculine traits
LGBT learnings - Out is not one moment, but a continuous decision to be yourself
Recruiting, performance and promotion & even values systems are expanded and adapted rather than the individual
Out begins to be applied to Race, Disability, Working Patterns. Slowly at first, but with growing pace.
How the hijab – and H&M – are reshaping mainstream British culture
7.8M #closetheloop
3 reasons why these shifts matter in achieving balanced gender recruiting, progression and retention.
Women are often more socially conscious in
choosing an employer – their judgement goes
beyond role, salary, title & gender
Organisations making system adjustments are
more likely to see balanced results in promotions, and in senior leadership
Women have more options in terms of
acceptable career paths and lifestyles and will
choose to exercise those options
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