Criminally-negligent relativism extortion being actively pushed

5 Tips for Gender Diversity

Every month, The International Diversity Champions Award would like to contribute with a different thought. Are you as an organisation doing all you can to promote diversity and equality?

Diversity and equality are by definition opposite concepts especially numerically.

Do you show full respect to Religious differences throughout your workplace?

Since religions are by nature exclusive, fully respecting their superstitious and subjective claims (especially intolerant islam) means excluding other religions.

Do you do enough to prevent victimisation? Which is the most diverse organisation on the planet right now? These are just some discussion points.  After scanning through many articles, we decided this particular 1 from ‘The Guardian’ offers some great insights.  We’d love to hear your thoughts. Enjoy January…

Five tips for gender diversity your organisation can implement now
 
1. Open up ‘female friendly’ policies to all

We talk about initiatives such as flexible working or childcare as women’s issues, when in fact the issues affect both sexes. As Melsa Ararat, director at the Sabanci University Corporate Governance Forum, points out: “Flexible working policies targeting women will not help them break through the glass ceiling … where flexible working policies are implemented social pressure is higher to divide your life between work and family. That pressure does not apply to men.”
We need to be aware of putting the burden of childcare solely back on women and suggesting to men that this shouldn’t be something they’re worrying about. As Naveen Narayanan, global head of talent at HCL technologies, says, “sometimes we skew programmes assuming only women need them, whereas men need them equally”.
Forcing employers to pay for their employees’ private child-raising choices only means raising prices and so everyone else’s salary demands in compensation.Way to engineer the extortive download of your personal choices onto society.
2. Monitor your metrics“Equality metrics are simple,” says Raxa Mehta, executive director of credit and market risk at Nomura. “Companies should measure things such as the average incomes of men and women at each grade, the percentage of men and women at each grade, the percentage of promotions in each grade for men and women and so on. From this companies can assess the successes and failures of their own policies when it comes to hiring, promoting and retention.”Translation: Only hire poor people because proven competence doesn’t matter.The panel felt that it wasn’t just enough to monitor the stats, they were also interested in whether companies were targeting managers on their team’s diversity and how this could be implemented. As Narayanan said, to make diversity an issue that managers care about it needs to address the “what’s in it for me?” question. Setting it as part of a leader’s performance metrics makes it a priority for them.i.e: “If you don’t hire only proven-incompetent poor people, then you’ll be fired!”

3. Sometimes a nudge is better than a shove

Nia Joynson-Romanzina, head of global diversity and inclusion at Swiss Reinsurance Company, recommended the work of Iris Bohnet at the Harvard Kennedy School as a great example of how nudge behaviour can be used to change attitudes to gender diversity.

I smell a Sunstein!

Some particular examples include asking recruiters to leave names off applications so hiring managers don’t know if they’re looking at the CV of a man or woman.

Why not leave off other ‘non-relevant’ criteria, such as ‘muslims’ (who “have to” take time off work, to be paid to pray five times a day?) or people with medical disabilities (who’ll also have to be paid to indulge in special-needs activities)?

Tanvi Gautnam, founder of Global People Tree, suggested setting recruitment firms the target of finding one suitable female candidate for every two male candidates and if they can’t, they need to have a suitable explanation why.

Maybe: “Because real women are too busy raising children to bother to apply!”?

4. Manage your supply chain

In an interview published earlier this week, designer and entrepreneur Tamara Mellon said that she would be reviewing all her suppliers to make sure that they had senior women within the business. Heather Smith, the lead sustainability research analyst at Pax World Funds, seconded, this suggesting that companies should set gender as one of the criteria in the selection process. If they wanted to go further they could also “urge their suppliers to adopt gender-specific policies”.

She’s allowed to choose to pay higher ‘diversity’ prices, but not force others to!

5. Make leaders face up to their biases

We all have our own internal biases that we may not even be aware of. Thousands of years of evolution have programmed us to search out and favour people similar to us, our subconcious sees it as the safer option. But if we allow this subconcious to dominate in business, we risk ending up with a company made out of one leader and a group of identikit employees.

Like your own libtarded slander-assumption that in some magical golden age, all strains of thought were represented in society by equal numbers of people?

So that when any given group is now found to be in a minority, they “must have” been genocided into that status by an intolerant, oppressive majority of others?

Ursula Wynhoven, general counsel of the United Nations Global Compact, highlighted the unconcious bias test at Harvard as one way to make leaders face up to their own internal preferences.

So there you are, five things you can implement today to try and improve your company’s gender diversity. But don’t get complacent, as Mary Waceke Thongoh-Muia, HR director at the Central Bank of Kenya, warns, “this takes more than writing and approving a policy. It requires constant action.”

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*This article is courtesy of the guardian newspaper
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About unclevladdi

Vojvoda
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