DEI Strategy
Results
Scotiabank – A Recruitment Strategy for Women, by Women (Practices)
For years, the Global Banking and Markets (GBM) division of Scotiabank has worked to help women enter the financial industry not simply to increase its statistics around women’s representation, but […]
Ford Motor Company – GLOBE: Fostering LGBT Inclusion, Valuing Diversity, and Empowering Authenticity (Practices)
Workplace diversity and including lesbian, gay, bisexual, and transgender (LGBT) employees is a key component of Ford’s business strategy and work culture. Given its importance, diversity at Ford is operationalized […]
Texas Instruments Driving Innovation and Engagement in STEM (Practices)
Success in today’s global business environment is dependent on an increased pipeline of interested students—both girls and boys. Texas Instruments (TI) recognizes that supporting education is critical to its success, […]
Google Inc. – LGBT Inclusion in India: Globally Connected, Locally Relevant (Practices)
LGBT inclusion in India, as elsewhere, was viewed as a “non-negotiable”; an imperative for Google’s approach to building truly inclusive workplaces. By the time programs for LGBT employees—affectionately referred to […]
Women and Men in Canadian Capital Markets: An Action Plan for Gender Diversity (Report)
This report finds that women continue to struggle to break through the senior leadership ranks in Canadian Capital Markets.
McKinsey & Company – Global LGBT Inclusion (Practices)
As a management consulting firm, McKinsey relies on the knowledge and skills of its employees, and prides itself on attracting the world’s top talent regardless of sexual orientation, gender identity, […]
Standard Chartered – Global Strategies for Women’s Leadership & Economic Empowerment (Practices)
Long dedicated to women and diversity across the globe, and conscious of the growing global awareness of the multiplier effect, Standard Chartered’s leadership embraced the mission of gender equality as […]
ALLETE, Inc. – Recruitment Practices and Board Culture: Prioritizing Qualifications and Fostering Inclusion to Increase Gender Balance (Practices)
At a time when women’s board representation in Fortune 500 companies is just over 16 percent, and in an industry still largely dominated by men, ALLETE, Inc.’s board stands out: […]
Commonwealth Bank of Australia – Opening the Door for Gender Diversity (Practices)
Commonwealth Bank of Australia (CBA)’s initiative, Opening the Door for Gender Diversity, seeks to increase the number of women in senior leadership positions through a variety of strategies and programs […]
Sodexo – Making Every Day Count: Driving Business Success Through the Employee Experience (Practices)
Sodexo’s initiative, Making Every Day Count: Driving Business Success Through the Employee Experience, is a systemic strategy to provide the tools, resources, and support necessary to ensure success of all […]
Navigating Organizational Cultures: A Guide for Diverse Women and Their Managers (Report)
Diversity and inclusion programs have been in place in organizations for some time, these programs have not been completely successful at eliminating bias.
IBM Corporation – Women’s Diversity Network Group (Practices)
Each Diversity Network Group (DNG) at IBM represents a grassroots effort and provides an opportunity for employees to share ideas on important issues. The mission of IBM’s Women’s DNG is […]
BSR and Levi Strauss Foundation – HERproject: Health Enables Returns Workplace Program for Women (Practices)
The Levi Strauss Foundation and BSR launched the Health Enables Returns Workplace Program for Women, or HERproject, in 2007. The program provides factory-based women’s health education to promote awareness and […]
Gender and Corporate Social Responsibility: It’s a Matter of Sustainability (Report)
When it comes to sustainability, stakeholders should look to a new benchmark to judge the long-term health of a company.
Kimberly-Clark Corporation – One WIN One Women’s Interactive Network (Practices)
In 1995, Kimberly-Clark (K-C) established its Women’s Interactive Network (WIN). Since its first year, WIN has grown from a campus-level initiative, operating in distinct locations, to a North American company-wide […]
Credit Suisse Switzerland – Employee Networks: Creating a Platform for Learning (Practices)
Credit Suisse is committed to promoting a partnership culture which attracts, retains, and develops diverse talent. Diversity & Inclusion is a global initiative closely aligned with the internal recruiting and […]
The Myth of the Ideal Worker: Does Doing All the Right Things Really Get Women Ahead? (Report)
This report includes a series of questions for the reader to reflect about why disparities in career advancement may persist.
CH2M HILL – Sponsoring Women into Critical Roles (Practices)
Bill Dehn, Executive Vice President, understands the power of sponsorship. As former head of North American Operations for engineering and construction firm CH2M HILL, he knew what it took to […]
Checking the Pulse of Women in Bioscience: What Organizations Need to Know (Report)
Most organizations in bioscience are not maximizing their talent pool.
Citi – Women Leading Citi (Practices)
Women Leading Citi is a firm-wide, targeted effort to support high-performance women participants who possess the potential to move into senior leadership at Citi. This program fosters sponsorship relationships between […]