In 2007 Credit Suisse Switzerland launched employee networks as part of its regional Diversity & Inclusion function in order to expand its US employee networks into other regions across the globe. The areas of focus of the Swiss employee networks are based both on employee needs and current topics of interest in the region.
Read about Deutsche Bank's Accomplished Top Leaders Advancement Strategy (ATLAS) sponsorship program, launched with the goal of improving the gender balance at senior levels and increasing the pool of women eligible for the most senior positions in the firm.
Many companies working in India‘s dynamic economy struggle with the rapidly evolving talent crunch. The enables companies to become more nimble by accelerating progress toward developing and advancing their talented women, a largely untapped resource.The report is based on the responses of 56...
With competition to recruit and retain talented employees increasing daily, strong talent retention strategies are critical. That, together with its goal to develop a more diverse workforce, led HSBC India to introduce its Flexible Work Arrangements (FWA) program in 2008.
With its highly diverse clientele, Visiting Nurse Service of New York (VNSNY) understands that promoting cultural awareness, developing and retaining a diverse workforce, and creating an inclusive environment are crucial to effective service delivery. Consequently, it maintains close working relationships with professional associations and works closely with higher education organizations that reflect New York’s diversity.
Read about Kaiser Permanente’s initiative, Achieving Our Mission and Growing the Business Through the National Diversity Agenda, an organizational framework to develop an engaged, professional, and diverse workforce sensitive to the needs of patients and members.