A collection of articles on diversity, inclusion, and workforce and talent strategy brought to you by Exponential Talent LLC.
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April 27, 2015

To advance our knowledge of diversity, inclusion, and workforce and talent strategy, we gather and share relevant articles on a weekly basis. This week we have identified the following articles of interest including a Washington Post article where our founder, Molly Anderson, is quoted extensively about pay equity.

We invite you to share these articles via e-mail, LinkedIn, Twitter and Facebook.

Exponential Talent in the News
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Washington Post: The worst question you could ask women in a job interview (quoting Exponential Talent founder Molly Anderson)

Exponential Talent founder Molly Anderson talks to the Washington Post about the negative and long lasting impact unequal salaries have on women.

Whether it happens because
of women not negotiating higher salaries in the first place or because of unconscious bias, unequal salaries can be self-perpetuating and "brand" women as having less value.

Smart companies realize that eliminating existing gender pay gaps should help them create a better culture, recruit more talented women and retain the kind of diverse workforce that could help the bottom line.

Columnist Jena McGregor observes, "Some companies, like Gap, Inc., are having independent firms like Exponential Talent audit their pay data."

Diversity & Inclusion
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Pew Research: The Future of World Religions: Population Growth Projections, 2010-2050

Pew Research on religions of the world find that, by 2050:
  • The number of Muslims will nearly equal the number of Christians around the world.
  • In the United States, Christians will decline from more than three-quarters of the population in 2010 to two-thirds in 2050, and Muslims will be more numerous in the U.S. than people who identify as being Jewish.
  • India will retain a Hindu majority but also will have the largest Muslim population of any country in the world, surpassing Indonesia.
  • Atheists, agnostics and other people who do not affiliate with any religion – though increasing in countries such as the United States and France – will make up a declining share of the world’s total population.
  • The global Buddhist population will be about the same size it was in 2010, while the Hindu and Jewish populations will be larger than they are today.
FastCompany: Fixing Ph.D. Diversity
Focus on Gender
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AAUW: Solving the Equation: The Variables for Women’s Success in Engineering and Computing

The report discusses the state of women in engineering and computing, where women make up only 12 percent and 26 percent of the workforce. Stereotypes, biases, and unwelcoming environments still hold women back in these fields, but increasing the representation of women in engineering and computing is good for women and good for business.
  • Studies show, even with identical resumes, employers rate men higher on competence, hirability, and mentoring.
  • Women engineers observed sexist behaviors, and were undermined by supervisors and colleagues.
  • Harvey Mudd College increased the number of women in computer science by: revising its required introductory classes to emphasize the broad applications of computer science; providing early research opportunities; and by sending women to the Grace Hopper Celebration of Women in Computing.
DiversityInc.: STEM Careers Put Latina, Black, Asian Women in ‘Double Jeopardy’
Focus on Performance Management
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HBR: Reinventing Performance Management

Deloitte found it was spending 2 million hours per year on performance management.
  • 62% of the variance in the ratings could be accounted for by individual raters’ peculiarities of perception and actual performance accounted for only 21% of the variance. (Mount, Scullen, and Goff study published in the Journal of Applied Psychology in 2000).
  • In a study of 60 high performing teams at Deloitte, the three areas that most correlate with high performance are: “My coworkers are committed to doing quality work,” “The mission of our company inspires me,” and, “I have the chance to use my strengths every day.”
  • Deloitte's new performance management process focuses on 4 key questions rather than a rating:
    • I would award this person the highest possible compensation increase;
    • I would always want him or her on my team;
    • This person is at risk for low performance; and
    • This person is ready for promotion today.
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