Before you start to set your diversity goals, we highly recommend to take some time to define the level of diversity you would like to push / promote
Overview of different diversity dimensions:
Key Challenges:
- Challenge I: New Hires into key positions are predominately male
- 64% of hires into lowest management are men
- 70% among new hires for lower management are men, 74% for middle management, 79% for top management
- Women make up only 32% of all management hires
- Challenge II: Promotion rungs for women break early
- With 47% women and 53% men, we almost have an equal distribution for promotions into lowest management
- Challenge III: Window for career opportunities are decidedly smaller for women
- 47% of promotions go to employees between 31 and 40 years
- 40% of management hires go to the same age group
Wage:
- Salary and career inequality reinforce one another
- Challenges:
- Hierarchical or Vertical Gender segregation: Men are more likely to be in leadership/management positions
- Occupational or Horizontal segregation: Societal norms and expectations about gender roles and work-family balance shape women’s occupational and career choices
- Parenthood: Amplifies the overall income inequality between men and women
- Gender Pension Gap: Wage inequality has long-lasting effects right down to retirement
- Definition: “Differences among members’ attitudes, beliefs, and values. Information about these factors is communicated through verbal and non-verbal behaviour patterns and is only learned through extended, individualized interaction”
IPM Methodology:
Unconscious Biases:
- Unconscious biases are shortcuts generated by our brain based on personal experiences, stories told by others, education / upbringing, media, impact of institutions, cultural imprint, other external influences
- Confirmation Bias: We often interpret information in such a way that it meets our expectations.
- Mini-me Effect: We judge people who are like us more positively.
- Double Standard Bias: We perceive identical behaviour differently
Suggested Tools:
- Diversio helps companies to quantify experiences, uncover biases, identify solutions and track the process on D&I initiatives
- Allie helps companies build an inclusive culture. The Slack bot helps orgs measure and improve DEI efforts through 📊 data and metrics, 📰 tips and content and 📣 anonymized feedback.