DiversityBlog Category Archive
Diversity Category Archive
Our diversity category archive page gives you access to all of our diversity blog posts brimming with insights on diversity recruiting, diversity talent acquisition initiatives, and diverse talent at the senior executive level by The Good Search blog author CEO Krista Bradford. Our Diversity blog post category page also serves up our posts detailing diversity best practices on ensuring equal opportunity for women executives, Black/African American executives, and Hispanic/ Latino executives, and other underrepresented professionals.
The Good Search offers deep diversity recruiting expertise at the board and senior executive level. We regularly conduct diversity engagements focused on building diversity talent pools and on initiatives focused on ways to boost inclusion. Moreover, as a woman-owned search firm, we have lived diversity.The Good Search has been named one of the Top 50 Connecticut Woman-Owned businesses on numerous occasions.
Ellevest CEO Sallie Krawcheck says that we are we finally “beginning to recognize is that demeaning and devaluing women is an insidious, expensive problem.”
2018 will be the Year of The Pay Raisers. Equal pay is my wish for the New Year. It is an aspiration inspired by Time Magazine naming The Silence Breakers as its Person of the Year 2017.
Women are largely missing from the list of speakers at far too many technology conferences.
The empowerment of women does not begin in the C-Suite. It starts in childhood in the classroom. First Lady Michelle Obama has spoken extensively on the subject, reminding us that equal opportunity begins with a girl’s right to learn.
By depending their own networks — when one’s own networks tend to be homogenous — boards of directors perpetuate the white male status quo. The utter irony is that they are perpetuating the status quo when the members of those boards are among the most politically progressive and enlightened leaders of the free world.
Some business leaders stick their heads in the sand, wishing conversations about diversity didn’t have to happen. But avoidance doesn’t work. Diversity is here to stay. So the question becomes how best to talk about diversity to ensure equal opportunity when race, ethnicity and gender are so very . . . personal.
Forbes Contributor Niall McCarthy writes, “There is still a considerable disparity in what men and women earn across the developed world. Research by the OECD has shown just how pronounced the gender pay gap really is.”
While African-Americans comprise 13% of the U.S. population, just 1% of coders at Google, Facebook, and other leading Silicon Valley tech companies are black. If it is so very hard for Silicon Valley companies to hire deserving black coders, you can draw straight line from that gap up to the lack of diversity at the senior executive level.
I’ve been chewing on it a while. I’ve had something I’ve wanted to say. Executive search firm diversity matters. I know it is impolitic to discuss issues with one’s own industry. I am fully aware it is so much safer to remain silent (and boring). But truth is the executive search firm business lacks diversity.
Still, the search firm industry claims to care about senior executive diversity. We offer services to that effect. Moreover, we serve client companies that express deep concern for executive diversity. A thoughtful discussion could lead to solutions we haven’t even imagined. That is why, years later, I think it high time we begin the conversation.
The lates Women in Tech Infographic finds that the number of women in tech are growing 238% faster than men — that according to data from the top 8 tech companies.
Smack dab in the middle of Devon’s second maternity — about the time many working mothers at the partner level feel unrelenting pressure to cut their family leave short — founder Scott Maxwell advised her to stay the course. He pointed out that she had an opportunity to “be the example” for the other women in her wake.
Actor Bradley Cooper has a way of taking a woman’s breath away. But now he’s topped himself. LennyLetter is reporting How Bradley Cooper Is Helping His Female Co-Stars Negotiate Higher Pay.
Best Buy offers us a lesson in gender diversity. The best man for a job is a woman, times three. 3 women executives have saved the day by saving Best Buy — when retail turnarounds are not for the faint of heart.
The study managed to tease out the reason why gender diversity progress has been so hard. In a nutshell, we’ve grown comfortable with the status quo. So we actually believe if we have one or two women on an executive team, we’ve got diversity covered. We can’t fix something if we don’t believe it to be a problem.
A woman CTO is said to be “overly emotional” because she “loves her job and her team”.
A women EVP “has a chip on her shoulder” because she noted all senior executives at her company are white and male.
If gender bias is an unintended consequence of job opportunity ad-targeting, it means women executives and women technologists are at a disadvantage more than previously imagined. Women make less than men, on average, in their current workplaces. But that’s not all. Their future is also shortchanged . . .
SV 150 Gender Diversity remains poor. While women have made significant progress, when you compare Silicon Valley public companies to large public companies not counted among the SV150, the difference is vast.