A collection of articles on diversity, inclusion, and workforce and talent strategy brought to you by Exponential Talent LLC.
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October 11, 2016

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Diversity & Inclusion
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Canada National Post: Canadian Experts Say Asexuality Should be Recognized as a Legitimate Sexual Orientation

University of British Columbia researchers conclude that asexuality – not feeling sexually attracted to anyone – should be considered a fourth sexual orientation along with straight, gay and bisexual. Other international experts agree with the study, published in the Archives of Sexual Behaviour, and rebut arguments that stigmatize asexuality as being a result of trauma or psychopathology. The UK may add asexual to its census sexual identity options.

Focus on Gender
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AAUWThe Simple Truth about the Gender Pay Gap

The AAUW examines the gender gap in pay annually, finding that the 20% gap women experience is unchanged from 2014. Key findings from their 2016 gender pay gap study include: 
  • At the recent slow rate of progress, women will not achieve pay equity until 2152 - 136 years.
  • Hispanic and Latina women experience the highest gap, earning only 54% of what white men earn, while Asian women have the smallest gap, earning 85%.
  • In terms of academic achievement, at every level women earn less in median income and, at all educational levels, the pay gap is worse for Black and Hispanic women.
  • New York has the smallest pay gap (11%), Wyoming the highest (36%), with California coming in at 14%.
In AAUW’s full report, it recommends that companies conduct pay audits, that women learn how to better negotiate for pay raises, and that the country update the Pay Check Fairness Act, not changed since 1963. 

LeanIn.Org and McKinsey & Co.: Women in the Workplace 2016 

This year’s “Women in the Workplace: Roadmap to Gender Equality” by LeanIn.Org and McKinsey & Company found:
  • Women continue to be underrepresented at all company levels, and women of color are the most underrepresented group in the pipeline.
  • Women are promoted at lower rates than men, resulting in fewer women in the pipeline to leadership (130 men are promoted for every 100 women).
  • Women continue to face more barriers to success, including lack of access to sponsors, less frequent feedback and less opportunity in day-to-day interactions.
  • Women negotiate for promotion or raises as often as men but are 30% more likely to get feedback that they are ‘bossy,’ ‘too aggressive,’ or ‘intimidating.’
The study finds a disparity in aspirations - only 40% of women aim to become a senior executive compared to 56% of men, yet this may be the result of women making a different cost-benefit analysis faced with a steeper climb to the top and extraordinary pressure. To move forward, the report recommends that each company determine where their largest “pipeline challenges” are to appropriately prioritize their efforts.
Talent and Workforce Strategy
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Bureau of Labor Statistics: One-Third of Employees Work From Home

The 2015 BLS survey on how Americans spend time - at work, household activities and leisure - shows that more than 35% of workers in management, business, finance and professional occupations worked from home at least some of the time. Among full-time workers, men worked 8.2 hours per day compared with 7.8 hours for women. Women continue to bear the largest share of household work with 85% doing housework, cooking, lawn care or other household management compared to just 67% of men.

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