这就是为什么你应该鼓励你公司的性别平等

卓越不区分性别。相反,它承认人才和良好的管理。这就是为什么最好的公司对多元化和平衡的工作环境开放,支持和积极促进性别平等。

Joel Peterson, Chairman of JetBlue Airways, sums up the essence of gender equality in this simple sentence: Men and women are equal, not identical. As he points out, a diversity in opinions and ways of thinking is essential to the success of a business venture. Good leaders know that and they use differences to foster growth, not to limit it.

什么是关于性别平等的最新数据?

2015年全球性别差距报告展示这一点,而女性比男性更多的女性在大学在97个国家招募大学,妇女在只有68个国家和大多数领导者中占大多数技术人员:

2014-2015 Global Competitiveness Indexpits the United States behind in gender equality, while Norway and Iceland take the lead:

一个图形,显示与性别差距和经济指数的相关性。

Similar findings in the 2013 Gender Gap Report reveal that, on average, over 96% of the gap in health outcomes, 93% of the gap in educational attainment, 60% of the gap in economic participation and 21% of the gap in political empowerment has been closed. However, no country in the world has achieved gender equality. The four highest ranked countries—Iceland, Finland, Norway and Sweden—have closed between 81% and 87% of their gender gaps, while the lowest ranked country—Yemen—has closed a little over half of its gender gap: (Source

Education levels are up so there’s plenty of talent to go around. The problem is that companies aren’t offering the right development opportunities. As education levels rise so does the gender gap.

If you really want to recruit end engage high-performing talent you should promote gender equality in your company.

Gender equality is crucial

企业只能通过成功吸引男性和妇女到劳动力。现在是具有最严重多样性的组织最重要的组织的成熟事实。这是几个原因。

It makes great business sense

Women are increasingly more highly educated than men, as shown in the Global Gender Gap Report. You can leverage your competitive advantage on the long-run by attracting and retaining the best talent, regardless of their gender.

催化剂2011年的研究发现,拥有妇女委员会董事最多的公司最不佳,最少的销售额(ROS)返回16%,并在投资资本(ROIC)返回26%。(Source

It reduces the costs of turnover

男人和女性都将留下一家不灵活的公司。灵活的工作安排,促进护理的分享导致更好的招聘和保留结果。

一家促进性别多样性的公司将支持雇员保留,并通过限制广告成本,在采访和行政任务,终止支付,新员工的船上成本等时间降低了重要的费用。

In their article on计算附着在多样性气候与保留关系中的作用那David M. Kaplan, Jack W. Wiley and Carl P. Maertz Jr. point out that decreased turnover intentions are associated with employees’ positive perceptions of an organization’s diversity climate. The study also establishes indirect links between positive perceptions of the climate and predictions of calculative attachment and satisfaction. (Source

它增加了业务表现

由于这一信用素质对性别多样性和企业绩效表明,有一系列公司绩效和性别多样性的原因如此。一个原因是,多样性汇集了不同的观点,产生了一个公司面临的问题和刺激更大的努力的问题,导致决策改善。(Source

McKinsey&Company成功表明,多样化的团队也是最高的财务表演者。在2008年至2010年期间,在2008年至2010年期间,在法国,德国,英国和美国的180家公开交易公司的兴趣和税收(eBit)的股票和税收(EBIT)的收益上的盈利返回的利润率这项研究侧重于衡量两组:妇女和外国人在高级队伍上。

结果为自己说:对于行政委员会多元化的顶级四分之一的公司,ROES平均比底部四分位数的人更高53%。最多样化的公司的EBIT利润率平均比最不定多样化的公司更高了14%。(Source

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领导力是什么?

人们自然容易发生刻板印象。性别刻板印象尤为难以破裂,因为work of Mahzarin Banajiat Harvard confirms.

作为一个人力资源管理器,您必须:

• overcome vertical and horizontal job segregation;

•克服刻板印象并构建平等环境;

•确保可持续的灵活性和与家庭和社会生活协调工作。

Here are some concrete action steps an HR manager can take to ensure gender equality:

Recruitment

– Review job advertisements encouraging both men and women to apply for the position.

- 设定量化招聘目标,以支持性别平等。

- 加宽您的招聘库。

- 在大学和大学中招募招聘活动,以吸引妇女申请人到一般用于技术工作等男性的地区。

– Review job descriptions and job requirements and make sure that they don’t favor one category over another.

——更重视软技能和能力.

- 确保专注于个别质量和容纳的透明选择程序。

- 确保申请人专门用于工作要求。

- 请求面试官,以证明其选择的基础。

专业发展

- 为入境点提供所有员工的培训。

– Invest in tailored and individualized training and development.

- 制定旨在提高自信的培训举措。

- 提供不同形式的指导,以支持妇女为领导力的发展。

- 将传统的职业结构改为非线性的。

工作环境

- 将平等纳入公司的总体指导和战略目标。

- 无论一个人的性别如何,为同一工作提供相同的奖励。

- 获取工作场所的脉冲并聆听员工的声音。

- 不断提高对这个问题的认识。

- 对性别平等进行沟通和理由

- 重新设计工作场所以排除性别部门并鼓励多样性。

- 提供灵活性,支持员工工作和个人生活的和解。例如,个性化的灵活工作时间,组灵活工作时间或灵活的时间。

– Offer a stress management and/or stress management training.

- 提供超越法律规定的父母假。

– Invest in a family maternity&paternity service.

- 为儿童保育提供有偿时间的日子。

As a CEO you probably have the biggest influence on the company’s position regarding gender equality. You have the power to influence and control the gender gap in your company.

And you’ll want to do that. An analysis of Fortune 500 companies found that companies with the greatest representation of women in management positions delivered a total return to shareholders that was 34% higher than for companies with the lowest representation. (Source

在2010年6月,在2010年6月举行促进高级企业领导,联合国妇女/联合国全球契约卫生伙伴关系推出了CEO支持妇女赋权原则的支持表。通过签署声明,首席执行官展示了对性别平等和妇女赋权的领导力,并鼓励商业领导者做同样的事。您可以签署首席执行官声明这里。

“As one of the first companies to sign onto the CEO Statement of Support for the Women’s Empowerment Principles, we remain dedicated to the advancement of women globally. Women comprise a significant portion of apparel sector workers. By investing in access to proper health care, a safe, non-discriminatory work environment and opportunities for asset building targeted to women, we’re not only investing in our workers, we’re investing in a healthy and sustainable workplace for all.”

Levi Strauss&Co. John Anderson总裁兼首席执行官

性别平等意味着员工可以访问并享受相同的奖励,资源和机会,无论是女人还是男人。目标是为妇女和男子达到平等的结果,对所有员工不完全相同的结果。

通过积极鼓励和促进性别平等来将您的业务带到顶端。

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