Equality, Diversity & Inclusion

Re:Gender’s work on behalf of women and girls is based on the principle that equality must take into account diversity and inclusion to bring about a society that is more just for all. Diversity includes, but is not limited to, gender, race, ethnicity, nationality, religion, social class, sexual orientation, age, ability and political perspective. Explore the resources listed below, including Related Categories links, or use the Keyword Search for more information. For a review of Regender's Diversity & Inclusion Program click here

Engaging Coaches and Athletes in Fostering Gender Equity Findings from the Parivartan Program in Mumbai, India

Parivartan, which means transformation, engaged cricket coaches and mentors in schools and the community to teach boys lessons about controlling aggression, preventing violence, and promoting respect. Based on the US-based program, Coaching Boys into Men developed by Futures Without Violence, the program engages coaches as positive role models and trains them to deliver messages to their male athletes about the importance of respecting women and understanding violence never equals strength. ICRW along with Futures Without Violence partnered with the Mumbai Schools Sports Association and the non-governmental organization Apnalaya to implement Parivartan in the formal school system and the slum community of Shivaji Nagar, respectively. This report describes the three-year program and summarizes key findings from the evaluation conducted by ICRW.

Madhumita Das, Sancheeta Ghosh, Elizabeth Miller, Brian O'Connor, Ravi Verma
2012

URL: 
http://www.icrw.org/publications/engaging-coaches-and-athletes-fostering-gender-equity

Promising Practices for Personal and Social Responsibility: Findings from a National Research Collaborative

Drawing on meetings of a distinguished group of educational researchers, this report highlights select national/multi-institutional data and major themes along five dimensions of personal and social responsibility.

By Nancy O'Neill

URL: 
http://www.aacu.org/core_commitments/documents/promising_practices_rc2012.pdf

Women and Men in Canadian Capital Markets: An Action Plan for Gender Diversity

Despite more than a decade of concerted advocacy and good intentions by the industry, women continue to struggle to break through the senior leadership ranks in Canadian Capital Markets- and into the industry. According to Women and Men in Canadian Capital Markets: An Action Plan for Gender Diversity, released at a Women in Capital Markets luncheon, Catalyst found the informality of male-dominated networks, the fact that poor managerial skills are too easily overlooked and the persistent stigma around work-life balance continue to impact women's advancement.

URL: 
http://www.wcm.ca/default.aspx?tabid=10000029
Member Organization: 

Gender diversity on Boards: the Appointment process and the role of executive search firms.

The appointment of women to FTSE 350-listed non-executive director roles is being held back by selection processes which ultimately favour candidates with similar characteristics to existing male-dominated board members, according to a new report released today by the Equality and Human Rights Commission.

The report, produced by Cranfield School of Management for the Equality and Human Rights Commission, is the first in-depth study into the appointment process to corporate boards and the role of executive search firms. It follows the recent Davies Review which called upon executive search firms to take on a more active role in increasing gender diversity on FTSE boards.

URL: 
http://www.equalityhumanrights.com/uploaded_files/research/rr85_final.pdf
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