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.

Gender and Corporate Social Responsibility: It’s A Matter of Sustainability

The benefits of gender-diverse leadership extend beyond short-term financial performance. Companies with both women and men leaders in the boardroom and at the executive table are poised to achieve sustainable big wins for the company and society. New data from Catalyst and researchers from Harvard Business School suggest that gender-inclusive leadership and corporate social responsibility (CSR), examined through the lens of corporate philanthropy, are linked.
URL: 
http://catalyst.org/publication/507/42/gender-and-corporate-social-responsibility-its-a-matter-of-sustainability

Canadian Board Diversity Council's Annual Report Card 2011

Some disconcerting findings on the lack of diversity in the boardrooms of Canada's largest corporations were released today in the Canadian Board Diversity Council's Second Annual Report Card.
 
While 73 per cent of corporate board members feel their boards are diverse, the reality is that women are significantly less likely than men to serve on corporate boards. In fact, most board members oppose the development and adoption of a formal diversity policy.
 
Pamela Jeffery, Founder of the Canadian Board Diversity Council (CBDC), says it is time for Canada's board directors to speed up the pace of change. "Directors whose boards have re-defined diversity believe they make better board decisions as a result of this diversity," Jeffery explains. "That's because important, diverse perspectives on customers, international markets and stakeholders that were once missing are now being represented.
URL: 
http://www.wxnetwork.com/content/files/final-cbdc_report2011_eng_14-2.pdf

Is the Recovery Starting for Women? Slow Job Growth in October for Both Women and Men

Job growth slowed in October with 80,000 jobs added to nonfarm payrolls. This is down from 104,000 new jobs in August and 158,000 in September. (September’s gains included more than 40,000 Verizon workers returning after a strike. August and September’s totals were revised by the Bureau of Labor Statistics in November). Women’s employment now appears to be rising. In October women gained 66,000 jobs, but men gained only 14,000. The revised numbers for August and September show 136,000 new jobs for women compared with 126,000 for men.

URL: 
http://www.iwpr.org/publications/pubs/is-the-recovery-starting-for-women-slow-job-growth-in-october-for-both-women-and-men/at_download/file

Report of the Sixth Annual National Survey on Retention and Promotion of Women in Law Firms

The National Association of Women Lawyers (NAWL(R)) and The NAWL Foundation(R) released the results of their sixth annual Survey on Retention and Promotion of Women in Law Firms. The Survey is the only national study of the nation's 200 largest law firms which annually tracks the progress of women lawyers at all levels of private practice, including the most senior positions, and collects data on firms as a whole rather than from a subset of individual lawyers.
 
For the first time since the Survey began in 2006, there was a noted decline in the number of women entering big-firm practice.
 
"Women lawyers already leave big-firm practice at a greater pace than their male counterparts, and this narrowing of the pipeline at the entry level, however slight, only further decreases the pool of women available for promotion," said NAWL President Heather Giordanella, Counsel at Drinker Biddle & Reath LLP.
URL: 
http://nawl.timberlakepublishing.com/files/NAWL%202011%20Annual%20Survey%20Report%20FINAL%20Publication-ready%2011-9-11(2).pdf
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