Women in Leadership Program Implementing Inclusion
|
|
|
- Britney Merritt
- 8 years ago
- Views:
Transcription
1 Women in Leadership Program Implementing Inclusion Deb DeHaas Chief Inclusion Officer September 30, 2015
2 Agenda Deloitte s Inclusion Journey 3 The Inclusion Lifecycle 5 Focus on Innovation 7 How Deloitte Invests in Women 10 Focus on Sponsorship 11
3 Our Inclusion journey began more than 20 years ago and has evolved into a comprehensive program J. Michael Cook CEO, Jim Copeland CEO, William G. Parrett CEO, Jim Quigley CEO, Sharon Allen Chairman, Barry Salzberg CEO, Joe Echevarria CEO, Punit Renjen Chairman, Cathy Engelbert CEO, Ini0a0ve for the Reten0on and Advancement of Women WIN External Council Men and Women as Colleagues Catalyst Award Business Resource Groups (BRGs) Diversity Environmental Assessment Diverse Perspec0ves, Common Goals diversity educa0on program Task Force 2000 on reten0on and advancement issues Diversity External Advisory Council Personal Pursuits Emerging Leaders Development Program WIN Manager Advisory Council & WIN SM Advisory Council All Inclusive strategy Mass Career Customiza.on Talent Days Expanded Parental Leave Sabba0cal program N2E pilot La.na Style Company of the Year DULCI launch event Uncovering Talent CORE Program Share Your Story Task Force for the Reten0on & Advancement of Women Diversity Ini0a0ve Flexible work arrangements DeloiJe Chairman & CEO named to Catalyst s board First WIN annual report Leading Edge Ellen Gabriel Fellows First Efficacy Development Seminar First Diversity & Inclusion annual report Women as Buyers Future Leaders Appren0ce program Working Mother Hall of Fame 2 nd Catalyst Award Inclusion Framework Small Things, Big Difference Work- life crowd- sourcing 2 x 4s Intersec0onality 3 Copyright 2015 Deloitte Development LLC. All rights reserved.
4 Our sustained commitment has led to other outstanding results... #1 Deloitte is an organization of Well-known firsts: first woman chairman of the board, first minority CEO, first minority chairman, and first woman CEO of a Big Four organization. for leading the way with Inclusion: over 50% of the Fortune 100 companies have asked us to help them with their own Inclusion efforts. We have amassed awards and accolades from respected groups and publications such as Fortune, Working Mother, DiversityInc, Catalyst, and The Human Rights Campaign. 4 Copyright 2015 Deloitte Development LLC. All rights reserved.
5 This focus on inclusion has led us to advance the conversation on diversity We are grounded in a commitment to attract, retain, and advance top talent and have worked to innovate across all three areas 1 Acquisition In each of the last 5 years, we ve focused on leveraging the following: Early ID Efforts Enhanced Visibility on Campus Innovative Experienced Hire Efforts (i.e. Encore Program Pilot) 2 3 Retention We ve seen a significant increase in female and underrepresented minority representation in the past 10 years Focused pipeline review Challenging, engaging assignments for our people Advancement In FY15 and FY16, the incoming Partner/ Principal/Director class was 50% minorities and/ or women Investment in Leadership Development Programs Focus on Mentorship & Sponsorship 5 Copyright 2015 Deloitte Development LLC. All rights reserved.
6 Building an inclusive environment begins with tone, leadership, and innovation Tone at the Top Set a tone at the top that inclusion is a leadership and business imperative for your organization. Commitment to the Business Demonstrate the impact of inclusion on your business. Innovation Be innovative around offerings that meet the diverse circumstances of your people. 6 Copyright 2015 Deloitte Development LLC. All rights reserved.
7 Our Inclusion journey is not over, and we focus on innovation and thought leadership to drive paradigm shifts Inclusion means change for the business and paradigms 7 Inclusive leadership is central Integration into business and usual practices is the way forward Copyright 2015 Deloitte Development LLC. All rights reserved.
8 The changing world challenges the status quo Deloitte works to drive innovation in our thinking about talent and inclusion and have learned the following from research on corporate America 61% of employees report covering at least one dimension of their identity at work Millennials will comprise roughly 75% of the workforce by 2025 Millennials view diversity in starkly different terms than other generations Personnel expect to be valued for the multiplicity of their identities Organizations are moving beyond the traditional view of diversity, creating a new class of organizations that know how to innovate on talent, organization, and strategic business outcomes Current Table Stakes Addressing visible diversity Inclusive policies Compliance Metrics and Reporting Diversity & Inclusion Learning and Programming Moving to the Next Level Addressing invisible diversity Unveiling unconscious bias Embracing Intersectionality Enabling personnel to be their authentic selves to work Talent innovation, creativity, and flexibility Tying inclusion to business outcomes 8 Source: The Radical Transformation of Diversity and Inclusion The Millennial Copyright 2015 Deloitte Development LLC. All rights reserved. Influence Christie Smith and Stephanie Turner, 2015
9 Defining Inclusion an Evolutionary Discussion But there s a Paradigm Shift: while Inclusion was certainly a considerable challenge 20 years ago, it was also a much simpler concept to grasp compared to today and how personnel identifies themselves 20 years ago Female Black Hispanic Asian Athlete Baby Boomer Community organizer Disabled Millennial Veteran Advisory Hispanic Two or more races Bisexual Expecting Asian Digital Nomad Integrator Style Experiences Gay Woman Today Filipino Opinions Audit Married Tax Consulting MBA Introvert Adoptee Analytical Immigrant Man Expat 1 st Gen College Grad FAS Emptynester Extrovert Pioneer Creative Black Midwesterner Single dad Enabling Areas Gen X White Lesbian Cuban Transgender Irish 9 Copyright 2015 Deloitte Development LLC. All rights reserved.
10 Deloitte invests in women through a variety of efforts Providing top talent with different sponsorship and development opportunities WINing New Business A year-long leadership development program that is designed to helps develop high potential female Sr. Managers Ellen P Gabriel Fellows Offered to highly talented senior managers who reflect her qualities of intelligence, commitment, integrity, service, and leadership US Army War College Partnership Partner, Principal and Director participants from across our businesses attend the WIN-U.S. Army War College Leadership Experience Emerging Leaders Development Program A critical element of our Talent strategy to foster an environment where leaders can thrive, and has demonstrated to be effective in the retention and development of our people 10 NextGen Program DRIVE Program New program to provide a forum to discuss common interests and challenges faced by women partners in our Audit practice today and to assist the participants in developing and managing their career paths within Deloitte NextGen s high-intensity development program focuses on; professional strengths, development planning, formal learning, leadership insights/ assessments, and networks Copyright 2015 Deloitte Development LLC. All rights reserved.
11 Encouraging sponsorship can be a game-changer Women with sponsors see much greater returns for their efforts OPPORTUNITY Women with sponsors are 22% more likely to ask for stretch assignments and projects that put them on the radar of higher-ups ADVANCEMENT The sponsor effect results in increased intention and a 19% increase in career advancement RECOGNITION Women with sponsors are 27% more likely than their unsponsored female peers to ask for a raise 11 Source: The Real Benefit of Finding a Sponsor, Harvard Business Review, 2011 Copyright 2015 Deloitte Development LLC. All rights reserved.
12 Create a lasting impact through focus on efforts to foster an inclusive environment Embed Inclusion into the Talent Strategy Eliminate the bifurcation of Talent and Inclusion to create a holistic view of the workforce. Invest in Talent Create enriching talent development opportunities throughout the career lifecycle. Tap into External Advisors Look to external perspectives to help bring a clearer view of Inclusion within your organization. Amplify Commitment to Inclusion Harness your organization s collective commitment to Inclusion to amplify its value proposition and advance the conversation. 12 Copyright 2015 Deloitte Development LLC. All rights reserved.
13
Awards 2014 For the 10th consecutive year, Hyatt was named in 2014 as one of the Best Places to Work for LGBT Equality as a result of the 100 percent rating it earned on the Corporate Equality Index (CEI),
Women Accelerating Tomorrow
Lockheed Martin Women Accelerating Tomorrow 2014 Catalyst Award Winner The aerospace and defense industry has historically attracted more men than women. Because of the technical nature of the jobs, this
Deloitte/Berkeley-Haas Partnership Update. October 26, 2015
Deloitte/Berkeley-Haas Partnership Update October 26, 2015 Agenda Introductions (Jack Russi/Jim Davis) Strategic Update on Haas (Rich Lyons) Campaign for Haas Outcomes (Michelle McClellan) Center for Financial
SPECIAL ADVERTISING SECTION // DIVERSITY IN GOOD COMPANY HOW INVESTING IN WOMEN HELPS YOUR BUSINESS THRIVE BY SUSAN H. BURNELL
SPECIAL ADVERTISING SECTION // DIVERSITY IN GOOD COMPANY Produced in Partnership with HOW INVESTING IN WOMEN HELPS YOUR BUSINESS THRIVE BY SUSAN H. BURNELL Companies that hire, develop and promote women
GENDER DIVERSITY STRATEGY
GENDER DIVERSITY STRATEGY Purpose TMB s Gender Diversity Strategy acknowledges the value of a gender diverse workforce and details our commitment to ensuring that all workplace policies support and enable
Future-proofing employee engagement 5 areas of focus for 2015
Future-proofing employee engagement 5 areas of focus for 2015 Employer Branding Experience 5 th November 2014 1 By way of introduction Thanks for having me Employee engagement is for life 4 An important
Q: What type of startups is Intel Capital looking to invest in via the Diversity Fund?
The Intel Capital Diversity Fund -- Questions and Answers June 9, 2015 Background: On June 9, Intel Capital announced the Intel Capital Diversity Fund the largest venture fund of its kind to invest $125
The lack of depth of women leaders in U.S. healthcare organizations continues to
C A R E E R S Leveraging Women s Leadership Talent in Healthcare Martha C. Hauser, managing director and Southern Region healthcare practice leader, Diversified Search, Atlanta, Georgia The lack of depth
Workplaces of the Future: Creating an Elastic Workplace
Workplaces of the Future: Creating an Elastic Workplace Workplace flexibility has become table stakes for attracting and retaining employees. Now companies must align their flexibility strategy with their
A vital strategic resource Companies with diversity at the top have a clear edge over the competition
Diversity Management A vital strategic resource Companies with diversity at the top have a clear edge over the competition ANGEL V. GALLINAL Egon Zehnder International, Miami angel.gallinal@ezi.net EVELYNE
The Diversity Hiring Playbook
Talent Solutions The Diversity Hiring Playbook How to Find, Hire, and Keep Top Diverse Talent talent.linkedin.com 1 Table of contents Intro 03 03 Hire Them 09 01 Get Commitment 04 04 Retain Them 12 02
Intel Diversity in Technology. Mid-Year Report 2015 August 12, 2015
Intel Diversity in Technology Mid-Year Report 2015 August 12, 2015 CONTENTS A Letter From Our 3 Our Vision for Diversity and 5 Hire a More Diverse 8 Reach Full Representation 9 Grow the Pipeline of 10
Concurrent Sessions Round I Track A: Case Studies The New Wave of Women s Leadership
Concurrent Sessions Round I Track A: Case Studies The New Wave of Women s Leadership Moderator: Barbara Turvett, Executive Editor, Working Mother Presenters: Danit Schleman, Senior Manager, Inclusion &
Organisational Development Strategy 2012-2014. Proactively aligning our culture to our purpose
Organisational Development Strategy 2012-2014 Proactively aligning our culture to our purpose Organisational Development Strategy Foreword The higher education sector is undergoing significant changes,
DIVERSITY & INCLUSION GLOBAL FACT SHEET MARRIOTT INTERNATIONAL SPIRIT TO SERVE OUR DIVERSE WORLD
DIVERSITY & INCLUSION GLOBAL FACT SHEET MARRIOTT INTERNATIONAL SPIRIT TO SERVE OUR DIVERSE WORLD We are broadening how we think about global diversity and inclusion, reaching across cultural borders to
Gender Diversity in Corporate Pakistan
Gender Diversity in Corporate Pakistan The participation of women in professional organisations in Pakistan and the Middle East is challenges for organisations that recognise the value companies in Pakistan
Recruiting for Diversity
Recruiting for Diversity Recruiting for Diversity Why is diversity recruitment important? Not only is diversity recruitment the right thing to do, it is the smart thing to do. Where there is a University
The People Side of Strategy Why Closing the Gender Talent Gap Makes Sense for Business
ManpowerGroup Solutions Talent Based Outsourcing The People Side of Strategy Why Closing the Gender Talent Gap Makes Sense for Business a The People Side of Strategy A ManpowerGroup Solutions White Paper
GLOBAL EMPLOYER BRAND LEAD ME TO EMC
GLOBAL EMPLOYER BRAND The Challenge EMC asked us to develop a global employer brand, as groundbreaking as their interactive recruitment platform. It needed to reflect their position at the leading edge
OFFICE FOR Equity, Diversity, and Inclusion. Unit Plan 2014 17
OFFICE FOR Equity, Diversity, and Inclusion Unit Plan 2014 17 Equity, Diversity, and Inclusion Built on collaboration and innovation, UC San Diego is a preeminent student-centered, research-focused, service-oriented
Employee Engagement Drives Client Satisfaction and Employee Success in Professional Services
Employee Engagement Drives Client Satisfaction and Employee Success in In professional services, business success is achieved through employee success. Organizations that prioritize top talent gain competitive
Key Social Networking Strategies for Talent Acquisition
Key Social Networking Strategies for Talent Acquisition Key Social Networking Strategies for Talent Acquisition INTRODUCTION LinkedIn recently published a survey that stated 80 90% of talent acquisition
They are four traits critical to an employee s
Enterprise Mentoring, Meet HR Randy Emelo Talent managers can make mentoring a critical part of organizational and strategic goals by integrating it with hr. They are four traits critical to an employee
The attraction, retention and advancement of women leaders:
The attraction, retention and advancement of women leaders: Strategies for organizational sustainability BUSINESS CASE 1 Table of Contents Introduction Business Case 1 Barriers and Success Factors Overview
Room at the Top: Advancement and Equity for Women in the Business World
Room at the Top: Advancement and Equity for Women in the Business World Donna Evans According to The Double-Bind Dilemma for Women in Leadership: Damned if You Do, Doomed if You Don't, a study released
The Stats. Strategic Plan and Diversity Leadership
Corporate Center 100 N. Tryon Street Charlotte, NC 28255 Phone: (800) 900-9000 www.bankofamerica.com Locations 6,149 offices worldwide The Stats Employees: 209,718 Revenue: $119.0 billion (FYE 12/07) Contact
2015 Women in manufacturing study Exploring the gender gap Women in Manufacturing Study 1
2015 Women in manufacturing study Exploring the gender gap Women in Manufacturing Study 1 Through STEP Ahead, hundreds of women from all levels of manufacturing have been recognized for excellence and
The Leader s Edge. How Best Practices Programs Can Be Used Most Effectively to Support the Growth of Women Leaders
The Leader s Edge How Best Practices Programs Can Be Used Most Effectively to Support the Growth of Women Leaders The Leaders Edge research study completed in February, 2004 demonstrates the need for companies
Awards. Quality of Life
Awards Sodexo provides Services that contribute to individual well-being and organizational performance. In improving people s daily well-being and comfort, our award-winning Services make work and living
Call to Action to shatter glass ceiling Role of European business schools to reach equality in Europe s boardrooms
Call to Action to shatter glass ceiling Role of European business schools to reach equality in Europe s boardrooms INTRODUCTION European Commission Vice-President Viviane Reding furthered her initiative
A guide to the University Ser vices. Diversity and Inclusion Plan
A guide to the University Ser vices Diversity and Inclusion Plan Princeton University is committed to recruiting and empowering talented employees from every sector of society, and to embracing multiple
CAREER PATHS IN HUMAN RESOURCE MANAGEMENT. Specializations within the Human Resource Management career path include but are not limited to:
Career Track Snapshot: HUMAN RESOURCE MANAGEMENT Human Resource Management (sometimes referred to as Human Capital or Organizational Development) is a critical function which is evolving, and handled in
Diversity Resource Guide
August 2014 Introduction The Financial Planning Association s Diversity Committee developed the Diversity Resource Guide for two purposes: 1) To provide members of the Financial Planning Association (FPA)
How To Set Up A Successful Women In Engineering Program
Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs Introduction Engineers Australia s Women in Engineering National and Division Committees have been approached
DIVERSITY: INSPIRING INNOVATION THROUGH INCLUSION
DIVERSITY: INSPIRING INNOVATION THROUGH INCLUSION DIVERSITY IS THE MIX; INCLUSION IS GETTING THE MIX TO WORK WELL TOGETHER. LONNY LANGFORD JACKSONVILLE, FL UNDERSTANDING AND ACCEPTING DIFFERENCES BETWEEN
Examples of Diversity Programs at the University of Washington
Examples of Diversity Programs at the University of Washington Diversity Area Strategy Examples Diversity Blueprint Goal 1: Leadership & Commitment to Diversity Demonstrate commitment Diversity in mission
Authentic Leadership Coaching
THE DIVERSITY PRACTICE Authentic Leadership Coaching A new leadership paradigm Carol Campayne, Caroline Harper Jantuah, Lori Shook Of all the personal development and leadership interventions available
Building Tomorrow s Workforce Today
Building Tomorrow s Workforce Today Center for Energy Workforce Development READ AND DELETE For best results with this template, use PowerPoint 2003 Page 1 Pacific Gas and Electric Company PG&E supports
Current Partnerships AH&LA: Under30Gateway AH&LA: Women In Lodging Association of Latino Professionals in Finance and Accounting
Current Partnerships AH&LA: Under30Gateway The American Hotel & Lodging Association s Under 30 Gateway addresses the personal and professional needs of young hospitality professionals. Benefits and resources
Korn Ferry Senior Executive Sponsor. Building a stronger organization through sponsorship.
Korn Ferry Senior Executive Sponsor Building a stronger organization through sponsorship. Is leadership development the end of the story? It s well understood that the participants of leadership development
bridging the gap between diversity & talent management
bridging the gap between diversity & talent management Audra Jenkins, SPHR, CDP Director, Compliance and Diversity Center of Expertise Randstad Sourceright In today s rapidly changing economy, understanding
Case study. Research showcasing leading practice at the Commonwealth Bank GENDER P Y EQUITY
Case study Research showcasing leading practice at the Commonwealth Bank GENDER P Y EQUITY Contents Foreword 2 Executive Summary In brief Context and history Step 1: Awareness Step 2: The business case
The Business Case for Diversity & Inclusion
The Business Case for Diversity & Inclusion Melvin Gravely, Ph.D. Institute for Entrepreneurial Thinking, Ltd. www.entrethinking.com Agenda The Community Opportunity The Business Data Supporting Inclusion
How leadership must change to meet the future*
How leadership must change to meet the future* Table of contents Situation p. 2 Globalization is rapidly redefining today s business environment. Significant strategic shifts are transforming the playing
Hitachi Consulting Growing to $1 Billion Organization Leveraging the Power of the Oracle Cloud. March 27, 2015. Better
Hitachi Consulting Growing to $1 Billion Organization Leveraging the Power of the Oracle Cloud March 27, 2015 Better Chris Buri Chris Buri is the Vice President and CIO of Hitachi Consulting and joined
Our commitment to making a positive difference in the world
2009/2010 Sustainability Review Our commitment to making a positive difference in the world Human & Workplace Rights excerpt, pages 34-39 workplace Ensuring Workplace and Human Rights Our associates are
Talent & Organization. Change Management. Driving successful change and creating a more agile organization
Talent & Organization Change Management Driving successful change and creating a more agile organization 2 Organizations in both the private and public sectors face unprecedented challenges in today s
Trust in the workplace 2010 Ethics & Workplace Survey
Trust in the workplace 2010 Ethics & Workplace Survey Regardless of the economic environment, business leaders should be mindful of the significant impact that trust in the workplace and transparent communication
Living Our Values Through Diversity & Inclusion
Home Living Our Values Through Diversity & Inclusion Capgemini North America 2013-2015 Report Leadership Letters Diversity and Inclusion as a Strategic Business Advantage Capgemini has grown to become
Network Consulting Engineer
Brochure Network Consulting Engineer February, 2012 2012 Cisco and/or its affiliates. All rights reserved. This document is Cisco Public Information. Page 1 of 7 The Cisco Support Center in Krakow To understand
9/14/2015. Creating Effective Compensation Plans. About the Speaker. Agenda. Kelli Cruz Founder & Managing Director CRUZ CONSULTING GROUP 2
Creating Effective Compensation Plans Kelli Cruz Founder & Managing Director About the Speaker Kelli Cruz brings more than 0 years of experience to her role as the founder of Cruz Consulting Group, working
Millennial Disruption
Millennial Disruption Inside 2 3 4 5 The Fundamentals of Work Have Changed Flexibility is a Priority for Millennials How to Prepare for the Millennial Management Team Fall-Winter Programs Disrupt the culture
Supporting Women in Leadership
June 2011 Supporting Women in Leadership Gender diversity at work Why be concerned with gender diversity in your workplace? Organizations that attract, retain, and advance women are: accessing talent from
Women at the wheel Recruitment, retention, and advancement of women in the automotive industry
Women at the wheel Recruitment, retention, and advancement of women in the automotive industry A collaboration between Automotive News and Deloitte Recruitment, retention, and advancement of women in the
SIMMONS.EDU/SOM/EXECED 1. Leadership development programs that have a lasting impact on women leaders and their organizations
SIMMONS.EDU/SOM/EXECED 1 Leadership development programs that have a lasting impact on women leaders and their organizations SIMMONS COLLEGE BOSTON MASSACHUSETTS SIMMONS EXECUTIVE EDUCATION 2 SIMMONS.EDU/SOM/EXECED
Plenary Session Council of Graduate Schools June 2012. Copyright 2012 Accenture All Rights Reserved. 1
Plenary Session Council of Graduate Schools June 2012 Copyright 2012 Accenture All Rights Reserved. 1 About Accenture Accenture is a global management consulting, technology services, and outsourcing company
A new era for HR. Trinity College Dublin Human Resources Strategy 2014 to 2019
A new era for HR Trinity College Dublin Human Resources Strategy 2014 to 2019 Introduction This revised HR strategy is a response from the HR function in College to the new College Strategy 2014-2019,
Removing Workplace Closet Doors
Removing Workplace Closet Doors RANGE Consulting is a program of The GLBT Community Center of Colorado a 501(c)(3) nonprofit organization committed to engaging, empowering, enriching, and advancing the
Kellogg Center for Executive Women
Kellogg Center for Executive Women Kellogg Center for Executive Women THE CORPORATE LANDSCAPE THE CORPORATE LANDSCAPE NORTHWESTERN UNIVERSITY Women represent only percent of top earning corporate officers.*
Strategic Plan FY 2015 - FY 2019. July 10, 2014
Strategic Plan FY 2015 - FY 2019 July 10, 2014 Michigan Department of Technology, Management and Budget A great strategy meeting is a meeting of minds. Max McKeown Page 2 Strategic Plan FY 2015-2019 A
IN GOOD COMPANY HOW WOMEN ACHIEVERS DRIVE BUSINESS SUCCESS PROMOTION // DIVERSITY
PROMOTION // DIVERSITY IN GOOD COMPANY HOW WOMEN ACHIEVERS DRIVE BUSINESS SUCCESS BY SUSAN H. BURNELL omen represent a powerhouse of talent, qualified and ready to take on the highest leadership roles.
of various obstacles that will get in their way, like the organizational culture or their own work-life priorities
Some would believe that it s simply not possible to be successful because of various obstacles that will get in their way, like the organizational culture or their own work-life priorities The fact that
Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers
Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage
UNITED STATES COAST GUARD. Commanding Officer s Diversity Management Guide Leadership Tips for a Mission Effective Workforce
UNITED STATES COAST GUARD Commanding Officer s Diversity Management Guide Leadership Tips for a Mission Effective Workforce 2 Contents What is Diversity?... 4 What is Diversity Management?... 4 Diversity
Division of Human Resources. Strategic Plan For a Culture of Excellence
Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC
Wynn Pennsylvania 2012 Diversity Plan
Wynn Pennsylvania 2012 Diversity Plan 1 2 Table of Contents Introduction... 4 Wynn Pennsylvania... 4 Diversity Statement... 5 In-House Groups...5 Human Rights Campaign (HRC) Corporate Equality Index...
you imagined Discover how great you can be with Accenture Management Consulting. Be greater than. NEXT
be you imagined Discover how great you can be with Accenture Management Consulting. Be greater than. Bring your talent, passion and aspiration to Accenture Management Consulting, and build an extraordinary
We Can Work It Out: Integrating Millennials Into the Workplace (CAD005)
We Can Work It Out: Integrating Millennials Into the Workplace (CAD005) Speakers: Melissa Dunn, VP and Managing Director, Helmsman Management Stephanie Conner, Senior Analyst, Risk Management, The Walt
Talent Management Leadership in Professional Services Firms
Talent Management Leadership in Professional Services Firms Published by KENNEDY KENNEDY Consulting Research Consulting Research & Advisory & Advisory Sponsored by Table of Contents Introduction.... 3
Career Management. Making It Work for Employees and Employers
Career Management Making It Work for Employees and Employers Stuck in neutral. That s how many employees around the world would describe their career. In fact, according to the 2014 Global Workforce Study,
BEST PRACTICES FOR BUSINESS SCHOOLS TO LEAD IN EXPANDING OPPORTUNTIES FOR WOMEN IN BUSINESS AND TO ADAPT TO THE 21 ST -CENTURY WORKFORCE
BEST PRACTICES FOR BUSINESS SCHOOLS TO LEAD IN EXPANDING OPPORTUNTIES FOR WOMEN IN BUSINESS AND TO ADAPT TO THE 21 ST -CENTURY WORKFORCE In order to identify strategies and best practices to better prepare
Leadership Development in Law firms Current and future practice
Leadership Development in Law firms Current and future practice Nick Petrie Harvard Law School August, 2011 Future Trends in Leadership Development The following report examines the ways in which law firms
Embracing Diversity & Inclusion
Embracing Diversity & Inclusion Understanding the law is just the first step toward addressing legal challenges. Attorneys also need to understand their clients and the communities they serve. To make
HHRP ISSUES A SERIES OF POLICY OPTIONS
P o l I C y B R I E F # 5 J A N U A R y 2 0 0 9 HHRP ISSUES A SERIES OF POLICY OPTIONS SUSTAINING THE WORKFORCE BY EMBRACING DIVERSITY According to a 2002 study by the Canadian Nurses Association, Canada
FULL-SPECTRUM CUSTOMER ANALYTICS CLICK FOR MORE
FULL-SPECTRUM CUSTOMER ANALYTICS CLICK FOR MORE Today, the customer is in control. Due to the proliferation of channels, most customers have more choices than ever on how to buy. And, as the number of
Breaking Barriers: Promoting and Retaining Women in the Legal Profession EDITED BY LAURA SLATER
Breaking Barriers: Promoting and Retaining Women in the Legal Profession EDITED BY LAURA SLATER PUBLISHED BY IN ASSOCIATION WITH Breaking Barriers: Promoting and Retaining Women in the Legal Profession
Aetna Story: Building a healthier world
Quality health plans & benefits Call out bold Healthier living Call outwell-being light Financial Intelligent solutions Contact information, call X-XXX-XXX-XXXX or visit www.aetna.com Call to action small
Pathways for Women in Financial Advice
Pathways for Women in Financial Advice Financial OnRamps: A Detours and OnRamps Initiative The information, processes, and methodology contained in this document are proprietary to McCartan & Company and
Case Study: Leadership Development Working Across Boundaries: An Innovative Approach to Building Leadership. June 2014
Case Study: Leadership Development Working Across Boundaries: An Innovative Approach to Building Leadership June 2014 The partnership The Leadership & Organizational Development Consortium (LODC) consists
Future Work on Diversity and Equal Opportunities: Experiences from the U.S.
Future Work on Diversity and Equal Opportunities: Experiences from the U.S. Professor Robin J. Ely Harvard Business School Diversity through Equality in Public Administrations in Europe Copenhagen, Denmark
VALUING DIVERSITY & INCLUSION
VALUING DIVERSITY & INCLUSION From the Chairman and CEO Union Pacific s commitment to diversity and inclusion is based on our desire to create an environment where people can be their best, personally
XCEL ENERGY RECRUITING DIVERSITY LEADERSHIP LOCATIONS EMPLOYMENT CONTACT/EXPERIENCED HIRE CONTACT THE STATS
XCEL ENERGY 414 Nicollet Mall Minneapolis, MN 55401-1993 Phone: (612) 330-7636 Fax: (612) 330-7935 Email: recruiting@xcelenergy.com www.xcelenergy.com LOCATIONS Minneapolis, MN (HQ) Colorado Michigan Minnesota
How Insurance Companies Can Beat the Talent Crisis
Financial Services How Insurance Companies Can Beat the Talent Crisis Staying competitive through integrated talent management How Insurance Companies Can Beat the Talent Crisis Staying competitive through
Talent Management in U.S. Financial Services: Attracting and Engaging Generation Y
Financial Services Presents: Talent Management in U.S. Financial Services: Attracting and Engaging Generation Y Andrew Liakopoulos March, 2007 Agenda What is generational talent management? The scenario
Jones & Associates Consulting, Inc.
Jones & Associates Consulting, Inc. Jones & Associates Consulting, Inc. is a diversity and organizational change consulting firm based in San Diego, California. Founded in 1993, our mission is to develop
Rising Value: The CIO in the Digital Age
Rising Value: The CIO in the Digital Age A Conversation with: June 1, 2015 Art Hopkins Art.hopkins@russellreynolds.com Russell Reynolds Associates We are a technology firm 25% of Goldman Sachs employees
The Challenge for HR Professionals:
The Challenge for HR Professionals: Using workforce analytics to support business strategy and fact-based decision-making 2015 National EMSI Conference September 23, 2015 Welcome Lindsay Scott Principal,
Socially and Environmentally Responsible Practices Survey Credit Suisse Asset Management
Please note: As part of our commitment to an open and transparent government, your completed survey will be posted in its entirety in electronic format on Treasury s Web site at http://www.patreasury.org,
ST. LAWRENCE COLLEGE BUSINESS PLAN 2015-2016
ST. LAWRENCE COLLEGE BUSINESS PLAN 2015-2016 LETTER FROM THE PRESIDENT AND CEO /// The first year of our Strategic Plan, Our Future, is now complete and we are already seeing the positive impact of the
Social Media Guidelines & Sample Content
Social Media Guidelines & Sample Content Facebook, Twitter, and LinkedIn are among the most powerful platforms through which you, and the Grads of Life campaign supporters in your community, can exchange
Our Commitment to Diversity
Our Commitment to Diversity Diversity is how we see. It isn t just how we look. At Robins, Kaplan, Miller & Ciresi L.L.P. diversity is a core value. Our commitment to diversity has been constantly renewed
Working Towards Equity in Benefits and Pay: Does Race or Gender Matter More to Your Paycheck? Deborah P. Ashton, Ph.D.
Working Towards Equity in Benefits and Pay: Does Race or Gender Matter More to Your Paycheck? Deborah P. Ashton, Ph.D. About the Speaker Deborah Ashton, Ph.D. President Planet Perspective 1 Experience
Competency Management at Its Most Competent
Competency Management at Its Most Competent Competencies That Work for Business A recent survey by Human Resource Executive found that two of the top five challenges facing organizations today are aligning
Strategic Plan Approved May 2011 Updated April 2014
Strategic Plan Approved May 2011 Updated April 2014 Haub School of Business Vision The Haub School of Business will be recognized and acknowledged nationally as a leading Jesuit school of business for
Talent management in manufacturing: The need for a fresh approach
Talent management in manufacturing: The need for a fresh approach http://www.pwc.com/industrialmanufacturing Contents 3 3 4 The megatrend effect on the growing skills gap Advances in technology Shifts
The Manitoba Government. Corporate Human Resource Plan
The Manitoba Government Corporate Human Resource Plan 2012 2014 2 This information is available in alternate formats upon request. Introductory Message from the Deputy Ministers Working for the Manitoba
Affinity Networks: Building Organizations Stronger than Their Parts
Affinity Networks: Building Organizations Stronger than Their Parts Best Practices from the Network of Executive Women Consumer Products and Retail Industry THIRD IN A SERIES Affinity networks: New insights
We d like to do the same for you. Owen J. Sullivan CEO, Right Management President, Specialty Brands ManpowerGroup
Business & Talent. Aligned. Regardless of the economic environment, your industry or geography, your size or your earnings, your most valuable asset is your workforce. How you manage this asset spells
HR and Recruiting Stats That Make You Think. A Statistical Reference Guide for Talent Acquisition Professionals
50 HR and Recruiting Stats That Make You Think Introduction Employer branding, employee engagement, social recruiting, transparency and Millennials are among the most important trends and topics impacting
Rayburn House Office Building Wednesday, October 17, 2007
Testimony by Freeman A. Hrabowski, III President, University of Maryland, Baltimore County (UMBC) before the Subcommittee on Research and Science Education House Committee on Science & Technology Rayburn