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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 22, 2015

We gather and summarize articles on diversity, inclusion, and workforce and talent strategy so you can quickly stay up-to-speed on the latest news.

Please tell us what content you most want in our Diversity & Inclusion Flash Briefing. We invite you to share these articles via e-mail, LinkedIn, Twitter and Facebook.

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Diversity & Inclusion
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PwC’s 2015 Annual Corporate Directors Survey looked specifically at board diversity. The vast majority of directors agree at least “somewhat” that board diversity positively impacts the board and company.
  • 63% of women directors see gender diversity as very important compared to 35% of male directors.
  • 46% of the women and 27% of the men view racial diversity as very important.
  • More than two-thirds of the directors of the largest companies prioritize diversity compared to less than one-third of micro-cap companies. 
Fortune:  Three Steps to Attract - and Retain - Introverted Employees

A panel discussion at a recent Fortune’s Most Powerful Women summit centered on why businesses are better with a mix of introverts and extroverts, and offered advice on how to do that. "The more diverse the perspective, the more innovative (a group or company) is going to be," says Beth Comstock, vice chair of General Electric. Take steps to ensure that introverts express their contributions to the discussion. Looking at a leadership team, question whether it is lopsided in favor of extroverts, thus limiting perspectives contributing to innovation
Focus on Gender
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Los Angeles Times: California Now Has One of the Toughest Equal Pay Laws in the Country

California has passed the toughest equal pay law in the country, broadening existing protections for equal pay for the same job to equal pay for "substantially similar" work. Other states may use California's as model legislation. 
 
LeanIn and McKinsey & Company: Women in the Workplace 2015
 
Analyzing the status of women in the workplace, the study finds that women are still underrepresented, especially in senior leadership. Reasons include women not holding “line” roles that are on the path to the C-suite and because, even if they do, they have lower odds of reaching the top spot. The study also finds that women, including those in leadership positions, are less likely to leave their organizations.

 
Wall Street Journal: What’s Holding Women Back in the Workplace?

Dr. Shelley Correll, director of Stanford’s Clayman Institute for Gender Research, discusses barriers to women's advancement. The story looks broadly at the survey itself and at what companies are doing to improve gender equity.
  • Dr. Correll says that women in the middle of organizations where gender diversity is a priority of the CEO do not see their direct managers thinking the same way.
  • Commenting on the LeanIn and McKinsey & Company study about women in the workplace , Dr. Correll says that a key to achieving diversity is, “... getting managers to see that some of their actions are creating barriers to women in ways that they don’t intend.”

     
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