McKinsey’s report examines the relationship between the level of diversity (defined as a greater share of women and a more mixed ethnic/racial composition in the leadership of large companies) and company financial performance (measured as average EBIT 2010–2013).
Nike just did it. So have a growing number of technology companies. And what they’ve done — publish employee diversity numbers — is the critical first step toward transparency and a commitment to creating a more inclusive, innovative, and high-performing business.
How can organizations change their approach to diversity in a way that effectively combats these gaps? Mercer’s study highlights the current key drivers of gender diversity, aiming to help organizations understand what drives diversity the most and help focus their approach.
When HR professionals were asked to rank two critical leader skills for leaders’ success in the next three years, and how much their organization’s current development programs focuses on them, the level of focus of most skills corresponded to how critical the skills were perceived to be for the future.