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.

Top Women Tip the Scales

Evidence of a link between the bottom line and women at the top is growing, with McKinsey research showing better-than-average financial performance by European companies with the highest performance of women in influential leadership roles. The report, launched at the Women’s Forum for the Economy & Society in Deauville, France, finds these companies do better than their sector in terms of return on equity, operating result, and shared price growth.
 

URL: 
http://www.mckinsey.com/locations/paris/home/womenmatter/pdfs/Press_Clipping_Women.pdf

Women Matter: Gender Diversity, a Corporate Performance Driver

A study that shows with a higher proportion of women in top management, a company may perform better.
 

URL: 
http://www.mckinsey.com/locations/swiss/news_publications/pdf/women_matter_english.pdf

Gender Equality as Smart Economics: A World Bank Group Gender Action Plan, Fiscal Years 2007-2010

This Action Plan seeks to advance women’s economic empowerment in the World Bank Group’s client countries in order to promote shared growth and accelerate the implementation of Millennium Development Goal 3 (MDG3- promoting gender equality and women’s empowerment). The Plan would commit the World Bank to intensify and scale up gender mainstreaming in the economic sectors over four years, in partnership with client countries, donors, and other development agencies. The Bank group and its partners would increase resources devoted to gender issues in operations and technical assistance, in Results-Based Initiatives (RBIs), and in policy-relevant research and statistics. An assessment at the end of the four-year period would determine whether to extend the Action Plan’s timeframe.
 

URL: 
http://siteresources.worldbank.org/INTGENDER/Resources/GAPNov2.pdf

2007 Michigan Women’s Leadership Index

The Michigan Women’s Leadership Index (WLI) is a data-based instrument used to measure the presence of women executives in the highest leadership positions of the top 100 publicly-held companies headquartered in Michigan (Index 100). Research shows that women directors’ and women executives’ presence and advancement are independent of one another, and that there is more hope for increasing the number of women executives than increasing the number of women board members.
 

Hidden Brain Drain Task Force

Recent events capture not only the impact of prejudice, but also the need to look closely at what is going on in the labor force and talent pool, where lack of opportunity is felt by non-whites and women from the very bottom on up to the very top rungs of power: white men are 95 percent of the CEOs of Fortune 500 Companies, 92 percent of the top earners. In 2006, only one Fortune 500 CEO is a minority woman.
 

URL: 
http://worklifepolicy.org/pdfs/initiatives-taskforce.pdf

Women as Change Agents

The increased representation by women among corporate boards continues a trend that has been present for several years; however, women still lag far behind their male counterparts. Both established women directors and those seeking board seats for the first time revealed in the survey that they still find themselves fighting an uphill battle for equal representation.

URL: 
http://www.heidrick.com/NR/rdonlyres/2886FCA5-62A7-4735-B4A6-F0C0C0627D5A/0/HS_WCD_WomenChangeAgents.pdf

So Many Corporate Companies, So Few Women Directors

Despite a professed demand from corporate boards, women directors remain in short supply.

URL: 
http://www.heidrick.com/NR/rdonlyres/0527A798-B67A-4FE1-8ABE-03D9B0B73D56/0/HS_WomenDirectors.pdf

Critical Mass on Corporate Boards: Why Three or More Women Enhance Governance

Does it matter to corporate governance whether women serve on a board? If so, does it make a difference how many women serve? Is there a critical mass that can bring significant change to the boardroom and improve corporate governance?

URL: 
http://www.wcwonline.org/pdf/CriticalMassExecSummary.pdf
Member Organization: 

Womenomics: Japan’s Hidden Asset

Don’t underestimate the power of the purse.
Higher female participation in the workforce can help mitigate
some of Japan’s demographic pressures and raise the long-term
trend growth rate. Womenomics is likely to become a secular
investment theme, and we identify potential beneficiaries.

URL: 
http://www2.goldmansachs.com/ideas/demographic-change/womenomics1-pdf.pdf

The Status of Women in the States & Women’s Economic Status in the States

The consistent correlation between women executives and high profitability.

URL: 
http://www.miller-mccune.com/business-economics/profit-thy-name-is-woman-3920/
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