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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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May 11, 2016

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Diversity & Inclusion
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Harvard Business Review: If There’s Only One Woman or Minority in Your Candidate Pool, There’s Statistically No Chance They'll Be Hired

Many companies have or are considering diverse candidate slate recruiting requirements and yet most have been uncertain of their effectiveness. Researchers at University of Colorado’s Leeds School of Business showed that diverse candidate slates work when there are 2 or more women or minorities as finalists. When there is just 1 woman or minority candidate in a pool of 3 to 11 finalists, their odds of being hired were statistically zero. When 2 or more women are present, their odds of being hired is 79 times greater. When there are 2 or minorities present, their odds of being hired are 193 times greater.


Human Rights Campaign: 2016 Corporate Equality Index

A record 407 businesses achieved a 100% rating in the Human Rights Campaign Foundation's Corporate Equality Index. Highlights of this year’s campaign include:
  • 75% of Fortune 500 companies offer explicit gender identity non-discrimination protections in the US.
  • 40% of Fortune 500 companies offer healthcare plans that include transgender coverage.
  • 80% of companies participating in the index offer education about gender identity at work.

Focus on Gender
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Harvard Business Review: Research - Vague Feedback Is Holding Women Back

The leader of the Clayman Institute for Gender Research at Stanford University, Prof. Shelley Correll, and Dr. Caroline Simard, Exponential Talent’s Co-Leader and Senior Research Director at the Clayman Institute, co-authored research into how vague performance feedback negatively impacts women's progression as leaders. Correll and Simard also offer 5 “micro-sponsorship” actions that disrupt these unconscious feedback biases and provide pathways for women to advance.

League of Women in GovernmentGuest Blogger Marianne Cooper on Women Leaders and “Likability”

Dr. Marianne Cooper contests the methodology and conclusion of a study that stated, “… likeability and success actually go together remarkably well for women.” As a sociologist at the Clayman Center for Gender Research at Stanford University and lead researcher for the book, Lean In: Women, Work, and the Will to Lead by Sheryl Sandberg, Cooper asserts that social science research repeatedly finds that women face distinct social penalties for doing the very things leading to success because those traits violate gender stereotypes.

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