AKA Diversity, Equity and Inclusion Matters
Why Diversity and Inclusion Matter?
Mc Kinsey update Diversity wins is a much welcomed update to Why diversity matters (2015) and Delivering through diversity (2018). Diversity Wins is a must have read. Diversity Wins : How inclusion matters analysis reaffirms the strong business case for both gender diversity and ethnic and cultural diversity in corporate leadership—and shows that this business case continues to strengthen. Mc Kinsey report that the more diverse the companies is ,is a heavy indicators how companies are likely to preform. Diversity companies are now more likely than ever to outperform less diverse peers on profitability. Mc Kinsey 2019 analysis finds that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile—up from 21 percent in 2017 and 15 percent in 2014. So it is clear that it is not just the right thing to do but there is a strong business case. Mc Kinsey found that the greater the representation, the higher the likelihood of outperformance. Companies with more than 30 percent women executives were more likely to outperform companies where this percentage ranged from 10 to 30, and in turn these companies were more likely to outperform those with even fewer women executives, or none at all. A substantial differential likelihood of outperformance—48 percent—separates the most from the least gender-diverse companies.
Gender Pay Gap Reporting
A comparative analysis : Gender parity is an economic and social imperative. Yet the disparity between men and women’s pay continues to underpin the power imbalance that defines the world’s working populations, and is hindering global efforts to grow our economies, ensure prosperous societies and achieve the UN Sustainable Development Goals. Progress to reduce the gender pay gap has been slow. In the United Kingdom, it has been 50 years since the landmark legislation that enshrined equal pay in law. However, the median gender pay gap among all employees currently stands at 17.3%, despite the encouraging fact that in recent years the gap has narrowed, particularly for the younger generations. 70% of the world’s poor are women. UN figures estimate that globally, women earn on average 77 cents for every dollar that men earn - for work of equal value. This inequality severely impacts the ability of half the world’s population to be financially independent, narrowing their access to opportunities, and putting them more at risk of violence and abuse. Moreover, the International Labour Organization suggests that it could take 202 years for this gap to close, unless urgent action is taken.
My Confidents Matters; Rethinking leadership through a gender lens New ways of working resulting from Covid-19
The Flex Paradox By Caroline Gosling, Director of Culture & Engagement, Rubica “For many, Covid-19 has normalised some aspects of ‘flexible working’, most notably working from home. It has levelled the playing field on where work is done (for office workers – not all workers) because we’ve all had to do it. And as decisions are made about new models of work, location flexibility in the form of hybrid or blended workplace models seems to be something we want to keep. But this report shows there are some significant things to watch out for if these models are not to inadvertently delay – or even erode – progress towards gender balance at work. The potential of true flexibility First, working from home is not the same as flexibility. For some, working from home has indeed resulted in increased flexibility and has allowed them to integrate life and work demands well. Many employers have been sympathetic during this time and the potential of true ‘flexibility’ (defined as being able to decide where you work, how you work and when you work as long as you deliver agreed outcomes) has been embraced.”
What is paternity leave?
Paternity leave (also called family or parental leave) is a period of time off work parents (typically fathers) are given after the birth or adoption of a child with the guarantee that they will be able to return to their job without penalty. The gender pay gap is reversed when it comes to paid parental leave, with fathers paid significantly less on average by their employers when on leave. We know from DWP research that while 70% of new mothers receive full pay between one and 38 weeks of maternity leave, just nine per cent of new fathers receive full pay for longer than two weeks when on paternity leave.
This ‘paternity pay gap’ not only creates practical financial barriers to shared parental leave, it also projects a cultural expectation that women will be the only ones taking extended periods away from the workplace, which may halt their career progression, stopping the flow of female talent within organisations.
Scandinavian countries are setting the standard for equality in parenting. Research has shown that longer paternity leave can lead to better outcomes for the family, including increased bonding, higher parental satisfaction rates and heightened engagement.
Some of the D and I Events that Founder Michelle Alexander AKA Life Coaching has attended in 2020
( To see more of the D and I Events to AKA Life Coaching Instagram )
Angela Davis X South Bank
Angela Yvonne Davis is a prominent political activist, scholar, and author. She emerged as the leader of Communist Party USA in the 1960s and had close ties to the Black Panther Party. She has advocated for the abolishment of prisons and the prison-industrial complex. She is currently Distinguished Professor Emerita at the University of California, Santa Cruz, where she taught in the History of Consciousness Department and is the former director of the Feminist Studies Department.
