A collection of articles on diversity, inclusion, and workforce and talent strategy brought to you by Exponential Talent LLC.
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July 9, 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.

Diversity & Inclusion
Photo of two businesswomen
National Law Review: Banking Federal Regulators Issue Voluntary Diversity Policy
The June 9, 2015, interagency policy statement establishes voluntary diversity and inclusion standards for financial agencies having 100 or more employees. While not precluding companies adopting a broader definition, the policy statement defines diversity as referring to Black, Hispanic, Asian and Native Americans, and women. It defines inclusion as a process to create and maintain a positive work environment that values individual similarities and differences.
Policies for the regulated entities include:
  • Make diversity and inclusion considerations for both employees and in contracting (i.e., supply chain)
  • Create a strategic plan for recruiting, hiring, retention and promotion
  • Have the diversity and inclusion policy adopted by executives and boards
  • Make progress reports to executives and boards
  • Institute training and education programs
  • Identify a senior-level person to institute a proactive diversity and inclusion program
Disability Equality Index: Inaugural Disability Equality Index Results
The American Association of People with Disabilities and U.S. Business Leadership Network released the results of the first annual Disability Equality Index (DEI) survey. 80 Fortune 1000-size companies completed the survey in early 2015, and 19 of these companies received 100 out of 100. Their responses represent a broad range of workplace, supply chain and marketplace activities in four major categories: culture and leadership; enterprise-wide access; employment practices; and community engagement and support services. A total of 43 companies scored 80 or above.
Companies scoring a perfect 100 in the Disability Equality Index were:
  • Ameren Corporation
  • AT&T
  • Booz Allen Hamilton Inc.
  • Capital One Financial Corporation
  • Comcast NBCUniversal
  • Ernst & Young LLP (EY)
  • Florida Blue
  • Freddie Mac
  • Highmark Health
  • JPMorgan Chase & Co.
  • Lockheed Martin Corporation
  • Northrop Grumman Corporation
  • Pacific Gas and Electric Company (PG&E)
  • PricewaterhouseCoopers LLP (PwC)
  • Procter & Gamble
  • Qualcomm Incorporated
  • Sprint Corporation  
National Science Foundation: Women, Minorities, and Persons with Disabilities in Science and Engineering

This report, and its interactive data table version, examines the data behind the fact that women, persons with disabilities, and three racial and ethnic groups — Blacks, Hispanics, and American Indians or Alaska Natives — are considered underrepresented in science and engineering.
Categories of analysis include:
  • Undergraduate enrollment in science and engineering
  • Separately, the field of degree for: women; minorities; and a combination of women, men, and racial and ethnic groups
  • Occupation
  • Employment status
  • Academic employment  
UCLA Bunche Study2015 Hollywood Diversity Report - Flipping the Script
The Ralph J. Bunche Center for African American Studies at UCLA report examines relationships between diversity and the bottom line in Hollywood entertainment. The facts say that diverse casts make for larger box office receipts and return on investment,
and that shows written by diverse writers get higher ratings. However, minorities and women are underrepresented across the board.
Areas of minority and women underrepresentation:
  • Minorities are underrepresented as film leads, directors, writers, creators, broadcast and cable scripted leads, and in cable reality and other shows
  • Women's presence increased slightly among film directors and creators, but declined in film writing and broadcast scripted leads
  • Executive suites are occupied with 99% white and 74% male individuals 
  • Talent agencies underrepresent women and minorities on all fronts
  • Male and Black characters are overrepresented, Latinos underrepresented
Focus on Gender
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No Ceilings: Report Summary and Interactive Global Map of Gains for Women and Girls
The No Ceilings Full Participation Report on the global status of women and girls looks at progress in the 20 years since the United Nations Fourth World Conference on Women, held in Beijing. Geography, income, race and ethnicity, disability, sexual orientation and cultural norms are powerful determinants of a woman's equal rights and opportunities. No Ceilings also made an interactive map available.
Highlights of the study:
  • There are more constitutional laws protecting women's rights but those laws often go unenforced
  • Health care for women and girls has improved but progress is uneven
  • Many educational gaps have been closed but marginalized girls lag far behind
  • Girls face unique obstacles, such as gender-based sex selection in China and India
  • Awareness of violence against women has grown, but violence remains epidemic
  • Critical barriers to full economic participation remain
  • Women are underrepresented in political leadership, peace talks, and the private sector
Harvard Business Review: Companies Drain Women’s Ambition after Only 2 Years
Harvard Business Review looks at a Bain & Company study about how, after 2 years on the job, women's aspirations and confidence plummet. Based on the Center for Talent Innovation finding that two-thirds of male managers balk at counseling more-junior women, the authors conclude there is, as a result,
" ... a huge missed opportunity, because positive affirmation creates huge benefits."
Highlights of the article:
  • After 2 years in a company, women's aspirations for leadership fell 60% and their confidence in reaching top management fell by 50%
  • More experienced women said that their confidence that they "fit in" dropped 15% and their sense that their supervisors supported their career goals dropped 20%
GallupFemale Bosses are More Engaging
According to Gallup, employees who work for a female manager in the U.S. are more engaged. The study found some of the reasons why employees reporting to women are more emotionally connected to the mission and purpose of work.
Employees surveyed report that woman managers are:
  • Better at setting basic expectations for their employees
  • More inclined to give regular feedback and praise
  • Provide employees with opportunities to develop in their careers
  • Encourage a positive team environment
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