Diversity & Inclusion in the Workplace!
Achieving gender equity using Design Thinking in D&I and Practical Strategies!
Language : english
Note: 0.0 (New) / 5.0
THE CASE FOR organizational diversity has never been more convincing. Diversity within firms has been shown to drive innovation and increase productivity. Gender diversity, in particular at the leadership level, has even been linked to boosts in profitability. It’s no wonder, then, that 34 percent of CEOs recently ranked diversity and other societal impact indicators as a key measure of success when evaluating firm performance.
Most corporate leaders now understand that in today’s business environment, companies must achieve diversity if they want to acquire and retain talent, build employee engagement, and improve business performance. To improve, companies need to invest in back-to-basics measures that all respondents agree as effective. These include setting antidiscrimination policies, providing formal training to mitigate biases and increase cultural competency, and removing bias from evaluation and promotion decisions.
In this course we will look at:
a)What is Diversity & Inclusion (D&I)
b)How to Design Equality using design thinking to tackle gender bias in the workplace
c)D&I in Tech
1)Paving diverse paths to technology leadership
2)Closing the tech conference gender gap
d)Achieving gender equity in financial services leadership
By fostering diversity, building a culture of opportunity and fairness, and focusing their attention on the broken rung, companies can close their gender gaps—and make progress on the road to equality. Done right, efforts to hire and promote more diverse candidates and create a strong culture reinforce each other. A more diverse workforce will naturally lead to a more inclusive culture. And when a company’s culture feels fair and inclusive, women and underrepresented groups are happier and more likely to thrive.
* To make this course relevant I have included the latest reading & research reports from Deloitte, BCG & McKinsey