Diversity & Inclusion

Recruiting and retaining a work force that is diverse in gender, race and other markers of difference provides businesses and organizations with innovative ideas and a competitive edge. Diversity provides a significant advantage in competing for clients, customers and suppliers in today’s global marketplace. NCRW is supporting diversity efforts by recommending best practices for recruiting, retaining and advancing the careers of women, particularly women of color. This research extends to examining the benefits of diversity in leadership and how women’s participation improves decision-making. NCRW is helping companies to assess their workplace environments and identify barriers to inclusion: from practices, to policies, to the informal culture of organizations. NCRW’s Corporate Circle supports companies in their efforts to strengthen and advance policies that boost diversity and inclusion.

The Challenge and the Charge: Strategies for Retaining and Advancing Women of Color

 In its recent report, Re:Gender features four exceptional women of color business leaders and explores the lessons learned by eight innovative companies that developed strategies for promoting the advancement of women of color.  The report outlines why this makes economic sense, and identifies ways diversity advocates can create more inclusive institutions that attract, support, and retain women of color in the corporate sector and beyond.

Download the report





In its recent report, Re:Gender features four exceptional women of color business leaders and explores the lessons learned by eight innovative companies that developed strategies for promoting the advancement of women of color.

Has the time come for bolder policies for diversity at the top of the corporation?



 December 10, 2010

8:00 a.m. – 12:30 p.m.
Venue: The Italian Academy
1161 Amsterdam Avenue (between 117th and 118th Streets), New York
directions and online map)

Co-hosted by:

The Athena Center for Leadership Studies at Barnard College and the Sanford C. Bernstein & Co. Center for Leadership and Ethics

Diversity drives diversity: From the boardroom to the C-suite


Incremental changes in gender diversity continued across boardrooms and C-suites at US companies in 2013.
The data reveals that these incremental changes may be transformative over time: putting women on the board and in leadership roles drives further diversification — across gender, tenure and age — in the boardroom and across the executive pipeline.




Extreme Make-Over: Corporate Board Edition

By Rosa Cho, Writer & Researcher                                                                              

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Benchmarking Women’s Leadership in the United States, 2013

Colorado Women’s College at the University of Denver recently released a groundbreaking study evaluating women in leadership positions across a range of for- and not-for-profit organizations.

Are Women More Focused on Building Rather than Breaking?

Since 1960, when women only accounted for 39 percent of the undergraduate population, women’s relative numbers in college have steadily increased. According to Goldin et al. (2006), women are the majority of U.S. college students overall and they receive the bulk of bachelor’s degrees. This trend isn’t limited to the U.S. – in fact, it’s prevalent in most rich countries.

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Why Negotiation is Only Part of the Solution

Did you know that women are more likely to face negative social consequences for negotiating?  This seems to go against the pervasive notion that women effectively negotiating for high salaries will be a magic bullet for closing the wage gap.  According to Hannah Riley Bowles, Harvard University’s John F. Kennedy School of Government, and Linda Babcock, Carnegie Mellon University, in their article How Can Women Escape the Compensation Negotiation Dilemma? Relational Accounts Are One Answer, “…women entering compensation negotiations face a dilemma: They have to weigh the benefits of negotiating against the social consequences of having negotiated.”

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Going beyond Women’s Ambition: Diversifying Corporate Leadership from All Angles

*By Áine Duggan*

In his recent  LinkedIn post, PricewaterhouseCooper’s (PwC) Bob Moritz, Chairman and Senior Partner, shares steps CEOs can take to tackle the challenge of diversifying corporate leadership and closing the gap.  Bob, one of our 2013 “Making a Difference for Women” Award recipients, highlights accountability, inclusivity, and awareness, all of which seem to be common sense. However, it is in implementation of these principles, or lack thereof, where some companies miss the mark and PwC leads.  Bob acknowledges that the solution goes beyond women’s ambition, requiring work by institutions and individuals, BOTH men and women.  We all need to work together, not just to discuss what needs to be done, but to take action.

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