Recruitment and Retention
Recruitment and retention is an integrated strategy for successfully recruiting, developing, retaining, and advancing employees to improve business performance. It includes performance management, succession planning, competency management, career development, systems integration, and leadership development. Effective recruitment and retention practices produce and sustain a gender-diverse workforce.
Results
IBM Corporation – Developing High-Potential Women with the Blue Talent Program (Practices)
IBM’s Blue Talent program provides development opportunities for women in mid-level positions. Its goal is to strengthen the company’s pipeline and reduce attrition rates, while developing women’s business and technical […]
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 […]
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, […]
National Bank Financial Group – The Women in Financial Markets Scholarship Program: Building Experience and Mentoring for Success (Practices)
After a call to action by the Executive Vice President of Financial Markets at National Bank of Canada, the “Women in Financial Markets Scholarship Program” was developed to increase […]
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.
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 […]
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, […]
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.
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 […]
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.
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 […]
Aditya Birla Group (ABG) – Talent Management and Leadership Development (Practices)
ABG launched formal, company-wide talent management processes in November 2003 to introduce a set of uniform practices across all its companies. The objective was threefold: to institutionalize a set of […]
Building Trust Between Managers & Diverse Women Direct Reports: Recommendations for HR, Managers, and Individuals (Tool)
This tool can help you leverage diverse working relationships within your organization.
Visiting Nurse Service of New York – Diversity and Inclusion in Community-Based Healthcare (Practices)
Because Visiting Nurse Service of New York (VNSNY) has a highly diverse clientele, the organization understands that promoting cultural awareness, developing and retaining a diverse workforce, and creating an inclusive […]
Building Trust Between Managers and Diverse Women Direct Reports (Report)
Trust between managers and direct reports is essential to forming productive workplace relationships.
Time Warner Inc. – Creating a Unified Culture: Investing in Our Women Leaders (Practices)
After a highly publicized merger with AOL in 2000, Time Warner Inc. leaders committed to rebuilding and unifying the company by increasing low employee morale and regaining trust. These actions […]