Too many diversity initiatives fail because they’re based on a punitive, ‘shame on you’ posture. What we need is a strategic, hope-filled approach emphasizing what we all gain from more diverse and inclusive workplaces and communities.
Diversity of thought, work style, function and age are all important forms of difference. But not all diversity is equal. The two types of diversity that matter most are visible diversity and under-representation.
Being culturally intelligent doesn't mean you need to be a cultural chameleon. In fact retaining our differences can actually make us stronger, and trying to adapt to another culture is sometimes inauthentic or even insulting.
Hiding fundamental truths about yourself at work – such as your sexual orientation – also affects the basic mental, physical and interpersonal skills you need to do your job, new research suggests.
The numbers of women and people from racial minorities serving on America's corporate boards may have increased over the past decade, but the influential elite holding multiple board positions remains a white, male closed-shop. New research explores why.
Diversity is a fact of life in the American workplace. Half of American workers now come into contact with people from different cultural and religious backgrounds when they are at work, and with this increased rate of interaction comes an increased risk of religious conflict.
Cultural diversity creates one of the best opportunities for innovation but it can also be one of the biggest roadblocks if it isn't handled with cultural intelligence. For example, in meetings the whole idea of 'speaking up' is interpreted differently depending upon your cultural background.
A 10-year study of British companies has found that you are about four times as likely to be appointed as a director if you are a member of the same golf club as a serving member of the board.
The globalized world offers a sea of opportunities and challenges. But trying to do 'business as usual' when working across borders is a recipe for failure – which is why cross-cultural training is a strategic imperative, not a 'nice-to-have'.
Difference and diversity can be seen as a threat in organisations and teams but here are three important things you can do to discover the magic of difference.
Unless they involve men in their gender equality efforts, organisations will never reap the full benefits of having workplaces that are truly diverse.
US census data revealing that white Americans will be in the minority by 2050 also has some pretty big implications for the workplace.
I'm tired of the usual conversations about diversity which never go beyond statistics, ticking boxes and categories of race, gender or age. The essence of real diversity is difference - and that means embracing different ways of behaving, thinking and seeing the world.
British businesses are sceptical about the benefits of a multi-cultural workforce and have little interest in employing people from ethnic minorities, a new report has found.
Managers may talk a good talk about diversity but the majority are still white males, with a fifth of Americans saying they know someone who has been denied a job, raise or promotion because of their race or gender.
American workers are increasingly demanding the right to bring their faith into the workplace, a trend that poses challenges – and opportunities – for U.S employers
A new white paper, 'Tapping into the Older Worker Talent Pool' has been published to highlight the opportunity for companies in the UK to address the looming skills crisis by recruiting older workers.
What is it that motivates a worker to leave a job, or accept or decline a new position – and do age, gender or ethnicity have any bearing on these? A new report seeks to provide some answers.
Older workers are often unable to keep pace with new technology and are viewed increasingly negatively in many other areas. But according to a U.S. survey, they more than make up for this in other ways.
British leadership organisations are launching a drive to get more people from black and ethnic minority communities into the boardroom.
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