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A collection of articles on diversity, inclusion, and workforce and talent strategy brought to you by Exponential Talent LLC.
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October 8, 2015

To advance our knowledge of diversity, inclusion, and workforce and talent strategy, we gather and share relevant articles on a regular basis. For this edition, we have identified the following articles of interest. 

Please tell us what content you most want to see in our Article of Interest Roundup. We invite you to share these articles via e-mail, LinkedIn, Twitter and Facebook.

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Diversity & Inclusion
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The Washington Post quotes Exponential Talent founder Molly Anderson on Deloitte UK’s decision to use a college-blind hiring process.
  • "This is not a commonplace practice but a bunch of companies are interested and trying to figure it out." 
  • "It's really indicative of how powerful it is having that resume in front of us, coloring our perceptions of people’s capabilities.”
Talent Management: Sprint Sees the Importance of Supporting Employees with Disabilities

Sprint Corp. received the top score in the American Association of People with Disabilities’ and U.S. Business Leadership Network’s Disability Equality Index. Mike Ellis, national director of Sprint Relay, talks about the company’s efforts to ensure that people with disabilities are included within the workplace, customer base, supply chain practices and the telecommunications industry as a whole.

Highlights of Sprint’s best practices:
  • Listening to its employee resource group, the REAL DEAL — Resourceful, Empowering, Awareness, Limitless for Disabled Employees Accessing Life
  • Having strong recruitment, training and opportunities for advancement for people with disabilities
  • Engaging with advocacy organizations from different segments of the disability spectrum
Focus on Gender
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Wall Street Journal: Gender Bias at Work Turns Up in Feedback

Exponential Talent Co-Leader Dr. Caroline Simard describes the results of a Stanford Clayman Institute study which involved analyzing language used in hundreds of performance reviews from technical and professional services firms. Simard notes, "The magnitude of some of the differences and how consistent they were across the different samples was shocking."
  • Women received 2.5 times the amount of feedback men did about aggressive communication styles, and twice as many references to team, rather than individual, accomplishments. 
  • Men’s reviews contained twice as many words related to assertiveness, independence and self-confidence; men also received 3 times more references to business outcomes and twice as many references to technical expertise. 

A McKinsey study finds that if every country matched the progress toward gender parity of its fastest-improving neighbor, global gross domestic product (GDP) could increase by up to $12 trillion in 2025. That number could rise to $28 trillion if women played an identical role in global labor markets. McKinsey asserts that the private sector playing a more active role in gender equality benefits companies directly and indirectly.
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