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September 1, 2013 By Constance Hall Leave a Comment

Does diversity management measure up to the talk?

Many organisations talk about the benefits of diversity management in terms of better working conditions, improved productivity and increased profits – but few have actually collected data to prove the point.

Swiss multinational banking giant Credit Suisse has tried to measure the impact of diversity on profits by examining the mix of employees, working conditions and financial performance of large businesses.

“Leading companies across the world today devote considerable resources to promoting gender diversity and better working conditions. Conventional wisdom suggests that improved diversity and working environment have an impact on profitability,” said Christine Schmid, head of banks and financial services research and Juliette Lim-Fat, head of thematic and derivatives research at Credit Suisse, writing in the Gulf News.

A key measure was how many women participated in senior levels of decision making.

Credit Suisse reviewed data gleaned from the most recent annual reports from the largest listed companies in Scandinavia, Germany, Italy, France and Switzerland.

The Nordic countries rated high on the number of women in senior management, with some countries insisting large companies have boards comprising at least 20% women.

German DAX 30 companies have established a voluntary quota for senior women managers this year and will publish the quotas for different management levels.

The bank also scrutinised the performance of companies that scored high for diversity from 2008 to the end of March, 2011.

Scandinavian countries again topped the lists for companies with women making up at least 10% of senior management and 20% of the total workforce.

A specific result of including more women at senior decision making levels was identified as the effect on the Scandinavian banking sector during the downturn.

Overall, Scandinavian countries had less economic problems than most – although Credit Suisse noted this could also be due to less exposure to US markets and a more ‘defensive’ financial outlook.

This article  is filed under: Discrimination, Diversity, Women, Leadership
What is diversity?  See http://www.diversityleaders.org/our-services/what-is-diversity
Do you want more than what Equality Training or Diversity Training Courses can deliver? See Diversity at Work in the workplace http://www.diversityleaders.org/our-services/training-a-events
For more content Diversity Leaders Magazine http://paper.li/diversitylead/1308375628 Key topics : Leadership, Discrimination, Diversity

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September 1, 2013 By Constance Hall Leave a Comment

The Art of Communication is the Key to Managing Diversity Effectively

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Make your mark…Be your revolution.

Have you ever heard that saying?  If so, how do you really put it into practice?

Have you ever wondered why others understand what you are saying straightaway and why you need to explain
the same thing to colleagues and maybe customers  two and three times over?
Well if you want to know how to get your message across in a way that is readily understood, then learning how to
recognise and choose appropriate thinking patterns is the key to your success.
Learning about thinking patterns is part of the skill package you require to work with people from different cultures
with whom you come into contact.

Communicating effectively is the art of working with people who may  have visible or non visible learning difficulties,
for example, dyslexia or hearing difficulties.
Most of the teams you work with in your career are likely to be multicultural.   Their performance will be affected by the way you communicate with them.
Even if team members originate from the same country (including the UK), each person still has their own style, their personal culture.
NLP skills and techniques gives you the ability not only to immediate relate to other peoples thinking patterns but also understand your own.
Do you know what your thinking pattern is?  Think about your closest colleague, a customer  or  a family member.  Do you know what their thinking pattern is?
When you being to understand NLP you being to communicate on a completely different level .
You become more self-aware of  how you communicate and how to build rapport with people immediately.
Here’s a quick exercise for you


Let’s explore some differences in thinking patterns.
Think of ‘coffee’.  What comes to mind?
A picture?  May be you imagined coffee cups, coffee beans or a coffee maker?
Or maybe you heard the hiss of the coffee machine.  Or the noise of the coffee being poured into the cup?

Or did you experience a feeling?  The warmth of the coffee cup in your hands or the smell or taste of coffee?
Understanding how  representational system  work  guaranteed to make you a  better communicator, negotiator and influencer at work.
Understanding how  representational system  work  guaranteed to make you a  better communicator, negotiator and influencer at work.
Maybe it was a combination of all three?

These different ways of thinking are called ‘accessing representational systems’.

Understanding how  representational system  work  guaranteed to make you a  better communicator, negotiator and influencer at work.

Being an effective communicator,negotiator and influencer is the prerequisite to being a Diversity Leader.

 

 

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September 1, 2013 By Constance Hall Leave a Comment

Women executives are going by the board

It’s more than two years since Lord Davies of Abersoch published his damning research ‘Women on Boards’ that showed just how poorly are represented in the corridors of power.

The problem with suggesting quotas to fill for appointing women to the boards of major companies is fine – if you have a queue of suitably qualified and experienced candidates to choose from.

More research in to the subject – this time by consultancy firm Deloitte – reckons around one in three appointments to senior management among Britain’s biggest companies are now women.

However, there are appointments and appointments.

Lord Davies wants more women to make the decisions that matter in business, but few are getting the chance.

Trying to shoehorn women on to the board is only part of the answer. Training and development has to start much earlier so women can gain senior management experience.

One of the main reasons men have historically got their jobs comes down to time-serving and the old boy network.

Women fall short in both because they miss that crucial time that allows men learn the ropes of management.

What’s needed is more women in at lower management levels so more flow through the pipeline with the skills and knowledge needed for promotion.

This requires a cultural shift by women as well as men.

Women have to look at the hurdles they have to clear to reach higher management.

Both sides should consider the gender issues.

Women cannot pass the act of having a child to men – the issues has been with us since time began and will still be there in time to come.

Having children need not be a dead-end for women – they can still contribute to an organisation and can consider gaining more qualifications through training.

At the same time, employers have got to be willing to give women taking time for their families more support and encouragement to take an active part in the organisation.

Changing the workplace and the boardroom takes time and effort – just setting quotas for women on boards may tick some equality and diversity boxes isn’t the answer.

Fancy being a Board member ? Share with me you area of expertise and how you would like to get involved?

http://www.diversityleaders.org/our-services/board-members-register

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Then join our Board Registry..Explore how you can leverage the experience and expertise you have accumulated over the years to help businesses and individuals become successful.

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March 1, 2012 By Constance Hall Leave a Comment

The Value in Good Customer Service

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March 1, 2012 By Constance Hall Leave a Comment

The Importance of Teamwork for Growth

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March 1, 2012 By Constance Hall Leave a Comment

Learn More About our Internet Company

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