Research from Built In actually reports
To truly combat this harmful corporate ethos and generate a more inclusive culture, it is imperative to re-examine how professionalism as a structure (and not just an employee ask), functions, but also to create space for POC to feel comfortable about speaking out, and to validate their feelings and experiences when they do. Embracing DEI&B: Catalysts for a Progressive Workplace The consequences of This lack of diversity go far beyond just a nee for representation.that “Executive teams with high ethnic diversity are found to be 33 percent more likely to perform above EBIT margins as of 2017.” If you didn’t know, EBIT margins are a measure of a company's operating profit as aCambodia Phone Number Data percentage of its revenue. Although this is an amazing development, Harvard Law School’s Forum on Corporate Governance reveale some other striking statistics about DEI&B in C-Suite spaces: 88% of CEO roles are held by white leaders 56% of women in the C-Suite said men find it easier to get promotions, regardless of capability and performance There is only 9% of Asian leadership representation in C-Suite roles There is severe underrepresentation of Hispanic/Latino C-Suite execs (40% of S&P100 C-suites have no representation at all) These jarring numbers speak loudly.
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They also echo why there nees to be more of an intentional, aggressive assessment of the linkages between employee representation and success at the corporate level. By embracing DEI&B practices and employee authenticity, companies can not only create a more inclusive workplace but also acquire a competitive ege by trusting the wealth of ideas and perspectives that diverse individuals bring to the table. Rethinking Traditional Measures of “Professionalism” As the nee for a more inclusive culture in professional Corporate America becomes increasingly recognize, the focus is shifting towards how companies can effectively do so.
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