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Diversity News
HRKatha
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Image Credit: HRKatha
Good Glamm Group delays salaries and settlements amid financial crisis
- The Good Glamm Group, a beauty and content platform, is facing financial distress, leading to delayed salaries for April and unsettled payments for employees laid off.
- Employee salaries for April are postponed and will be paid alongside May salaries by June, raising uncertainty, especially for former employees awaiting settlements.
- The company's cash flow crisis has already caused delays in salary payments in previous months, and recent layoffs have affected 15% of the workforce as part of efforts to achieve profitability by FY25.
- Leadership changes with co-founder and CFO stepping down, new leaders stepping in, and plans to restructure operations and raise funds of Rs 250-500 crore, including a potential sale of key brands to cover liabilities.
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HRKatha
3w
21
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How IKEA India builds gender balance into its business model
- IKEA India has successfully integrated gender balance into its business model, with approximately 45% female co-workers overall and 60% women in senior leadership positions.
- The company's approach involves systemic integration of gender equality throughout the organization, making it foundational rather than aspirational.
- Recruitment at IKEA focuses on reimagining traditionally gender-segregated roles in India and ensuring authentic representation through co-created materials.
- The company promotes gender equality by redesigning work environments to be inherently equitable, instead of relying on rigid quotas.
- IKEA conducts regular pay audits, offers transparent salary structures, and raises awareness about equal pay to address gendered work value perceptions.
- The predictable five-day workweek and flexible shift-swapping policies at IKEA help employees balance professional and personal responsibilities effectively.
- IKEA's gender-neutral parental leave and on-site childcare facilities signal shared caregiving responsibilities, supporting women's career advancement.
- The company's comprehensive integration of gender equality principles throughout the employee lifecycle, from recruitment to career advancement, drives success.
- IKEA's approach includes unconscious bias training, succession planning for gender representation, and development opportunities for high-potential female employees.
- By treating gender balance as a fundamental operating principle rather than a separate initiative, IKEA has created a model that delivers measurable results.
- In a business environment where diversity initiatives often lack structural reforms, IKEA's approach offers a compelling alternative focused on consistent and effective practices.
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Blackenterprise
3w
283
Image Credit: Blackenterprise
Goldman Sachs Drops ‘Black’ From Diversity Pledge, Rebrands ‘Black In Business’ As Profit Initiative
- Goldman Sachs has dropped 'Black' from its diversity pledge and rebranded 'Black In Business' as a profit initiative.
- Goldman Sachs made these changes apparently to minimize exposure amid scrutiny of diversity, equity, and inclusion efforts.
- Changes in terminology by Goldman Sachs do not avoid scrutiny as photos and reports still feature Black women.
- Goldman Sachs' One Million Black Women initiative has been revised to encompass low- and moderate-income populations and has faced criticism for changes impacting Black nonprofits.
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Dev
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171
Image Credit: Dev
Why Aren’t There More Women in Tech?
- Gender bias remains a significant barrier for women in tech.
- Societal norms and prejudices hinder men from pursuing careers in roles predominantly held by women like nannies and cleaners.
- Lack of male representation in traditionally female-dominated professions contributes to the disinterest and stigma.
- The absence of role models and societal biases prevent men from considering alternative job options.
- Women in tech face similar struggles of invisibility, stereotypes, and heightened scrutiny.
- Representation and visibility are crucial in breaking down barriers for both genders in their respective fields.
- Misunderstanding and ignorance about technology perpetuate stereotypes and hinder diversity in tech.
- Factors like impostor syndrome and lack of knowledge further alienate underrepresented groups in tech.
- Diversity in tech is essential for innovation, creativity, and building inclusive products.
- Inclusion of diverse perspectives leads to better decision-making and wider-reaching technological advancements.
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Medium
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66
Image Credit: Medium
From Basement Dwellers to Billion-Dollar Industry: The Rise and Fall of the “Mainstream” Gamer
- Gaming industry saw a rise in popularity with more mainstream appeal, but lost touch with its core audience who craved depth and challenge.
- Developers shifted towards casual-friendly games, focusing on instant gratification and monetization strategies like battle passes.
- However, in the pursuit of mass appeal and injecting politics, they alienated the original audience that valued gaming as an art form and a means of escapism.
- The disconnect between developers and core gamers led to a scenario where developers blamed the audience for not appreciating their games, failing to understand the market's desire for depth and respect for the gaming art.
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Globalleadership
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407
Image Credit: Globalleadership
Ep 171: Stephanie Chung on Leading People Who Are Not Like You
- Stephanie Chung, the first African-American and second female president of a major private aviation company, shares her leadership journey and insights on how to be an ally to individuals on your team.
- Stephanie started in the aviation industry as a baggage handler and eventually became a top sales executive, generating $1B in revenue annually.
- Her book, 'Ally Leadership: How to Lead People Who Are Not Like You' focuses on leading diverse teams and meeting people where they are.
- It's important for leaders to recognize the changing demographics in the workforce and lead effectively by getting different people to the table.
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Medium
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292
Image Credit: Medium
Are the Culture Wars Victimless? Not Really.
- The culture wars are not victimless, as they involve social engineering and messaging that devalues marginalized groups.
- Issues like the 'Type 1/Type 2' controversy may seem silly, but they cannot be ignored in the current environment shaped by the culture wars.
- Outrage in the culture wars often targets LGBTQ+, POC, women, and disabled characters in media, labeling them as 'woke' or part of an agenda.
- Teaching that diversity is a hurdle for a game to overcome or that certain demographics have to prove themselves for acceptance is deemed dangerous and problematic.
- The anti-woke movement is increasingly vitriolic, leading to real-life harm through harassment campaigns and threats directed at marginalized groups and creators.
- Issues like race, gender, and sexual orientation shouldn't be grounds for outrage in nerdy discourse, while healthy debate is encouraged.
- The culture wars have escalated to the point where right-wing extremism has taken hold, impacting legislation on trans rights, DEI initiatives, and LGBTQ+ rights.
- Media literacy and messaging play a crucial role in shaping public opinion and societal norms, highlighting the importance of responsible discourse.
- The fight against devaluing marginalized groups and promoting societal tolerance and decency is a key aspect of combating the negative impacts of the culture wars.
- The goal is to progress towards a more inclusive society where diverse characters in media are accepted without causing unnecessary backlash and outrage.
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HRKatha
4w
93
Image Credit: HRKatha
How RPG Group is transforming workplace inclusion for women
- The RPG Group stands out in corporate India for its substantive approach towards workplace inclusion for women, going beyond mere lip service in annual reports.
- With a focus on gender diversity, the conglomerate implements practical policies related to family planning, maternity support, and IVF treatments, crucial in traditionally male-dominated sectors.
- RPG's support for women extends beyond statutory requirements, offering benefits like menstrual leave, sabbatical options, and flexible return-to-work programs to address life's critical transitions.
- The Group's commitment to inclusion is reinforced through manager sensitization, leadership-driven workshops, and an anonymous helpline, RSHIELD, available in multiple languages.
- RPG eases the return-to-work journey by providing on-site facilities like crèches, lactation rooms, and postpartum counseling services to new mothers.
- Noteworthy measures include exemptions from night shifts for pregnant women in manufacturing units and extended sabbatical options for up to three months post-maternity.
- The Group ensures fair performance assessments for returning mothers, evaluating their contributions based on active working months to prevent penalization for maternity leave.
- RPG's proactive approach extends to considering caregiver-reimbursement programs for single parents and primary caregivers, showcasing a forward-looking stance on evolving family dynamics.
- The DEI journey at RPG emphasizes the impact of everyday actions over grand gestures, fostering a workplace where women feel supported to balance professional aspirations and personal fulfillment.
- In conclusion, RPG's commitment to inclusion goes beyond mere checkbox initiatives, fundamentally reshaping workplace culture to empower women in their professional and personal lives.
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HRM Asia
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361
Japanese banks reshape job structures for gender equality
- Japan’s largest financial institutions are reshaping job structures to promote gender equality.
- Nippon Life Insurance and MUFG Bank have eliminated the clerical job category, which was historically filled by women and offered limited career advancement.
- The move aims to create senior-level opportunities for women and address gender inequality in the country's corporate landscape.
- Other Japanese organizations in the financial sector, such as Dai-ichi Life, Mizuho, and Sumitomo Mitsui, have also consolidated job categories.
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Roadsonline
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309
Image Credit: Roadsonline
A look back at the 2024 Woman of the Year winner
- The 2024 Women in Industry Awards recognized female leaders across various industrial sectors.
- Derelle Mitchell from Health Focus Manufacturing (HFM) was named the 2024 Woman of the Year and was also recognized for Excellence in Manufacturing.
- Mitchell's dedication and hard work led to the growth of HFM over the past decade, creating job opportunities for over 40 staff members.
- Other notable winners included Kathleen Kelly for Safety Advocacy, Kate Leone for Rising Star, and Allyson Woodford for Excellence in Engineering.
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UX Design
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Image Credit: UX Design
The oppressive foundation of minimalist design
- Minimalism in design is often praised for its elegance and efficiency, but it raises questions about whose values and aesthetics are being prioritized.
- Minimalist design, with its emphasis on clarity and hierarchy, reflects historical and cultural ideals rooted in dominance and control.
- The simplicity of minimalism can be seen as a form of subtle oppression, excluding those whose cultures prioritize ornamentation and symbolism.
- Neutral design is a myth as minimalism can feel sterile or alienating to cultures valuing complexity and narrative.
- Symbols in minimalist design create a private language that may exclude those unfamiliar with the cues.
- Brutalist design challenges minimalism by embracing asymmetry and visual noise, reflecting the complexity of real life.
- Typography choices in design, like the preference for sans-serif fonts, carry cultural connotations and influence perceptions.
- Minimalism reflects a desire for control and order, potentially silencing emotional and chaotic elements of design.
- Language choices in minimalist design, like sparse microcopy, reflect cultural values and can impact user experience.
- To achieve inclusive design, designers must question the universal application of minimalism and embrace pluralistic design approaches.
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Gritdaily
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Image Credit: Gritdaily
Trinidad and Tobago Launches Caribbean’s First Women, Peace, and Security National Action Plan
- Trinidad and Tobago becomes the first Caribbean nation to launch a National Action Plan (NAP) on Women, Peace, and Security, demonstrating a significant commitment to inclusive peacebuilding efforts.
- A two-day technical workshop prior to the launch gathered government officials, civil society representatives, and international partners to finalize the operational framework for the WPS NAP implementation.
- The WPS NAP focuses on addressing organized crime, violence, harmful norms, gender-based violence, institutional strengthening, climate resilience, and data-based policy-making to reflect the realities of all citizens.
- Trinidad and Tobago's NAP acknowledges high rates of gun and gang-related violence, emphasizing a unique focus on 'non-peace' conditions as a model for similar security challenges globally.
- Collaborative efforts between various stakeholders drove the development of gender-responsive strategies within the WPS NAP.
- The NAP aims to enhance safety by preventing gun and gang violence, promoting gender-responsive prevention strategies, and increasing women's leadership in security efforts.
- The integration of a gender perspective into peace and security aspects is key to achieving just, equitable, and sustainable peace, as highlighted at the NAP launch event.
- Trinidad and Tobago's leadership has influenced regional discussions, encouraging collaboration and sharing of ideas toward advancing similar initiatives in the Caribbean.
- The NAP sets a positive precedent by offering prevention-focused solutions to gun and gang violence, emphasizing gender-transformative strategies and public health perspectives.
- Overall, Trinidad and Tobago's WPS NAP pioneers inclusive peacebuilding efforts in the Caribbean, highlighting the importance of women's involvement in security discussions for sustainable peace.
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Solarwinds
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Image Credit: Solarwinds
Over-Emphasis on Degrees Is Harming the Tech Industry
- Job postings in the tech industry often prioritize university degrees, creating a barrier to entry for skilled individuals without formal credentials.
- The over-emphasis on degrees in hiring harms diversity within organizations and limits the range of voices and experiences.
- The lack of diversity in the tech industry excludes low-income earners, single parents, and other marginalized groups, hindering innovation and market response.
- To improve the situation, organizations should revise job descriptions, focus on relevant skills and practical experience, offer diversified training programs, and promote a culture of inclusion.
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Gritdaily
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Image Credit: Gritdaily
I Still Love the Military, That’s Why I’m Holding It to a Higher Standard
- America needs to confront the ongoing crisis of sexual assault in the military.
- Legislation called 'Hear It, See It, Say It' seeks to require military personnel to report sexual misconduct.
- The current sexual assault prevention training in the military needs to be overhauled.
- Sexual assault in the military is vastly underreported, indicating a failure in leadership.
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HRM Asia
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Beyond soft skills: Why human connection is the future of work
- "There’s nothing soft about resolving conflicts, leading difficult conversations, or ensuring alignment across a global team. These are power skills—the ones that determine whether an organisation thrives or just survives."
- Communication is often neglected as a 'soft skill' despite its critical role in the modern workplace. Dr Damini Chawla advocates for a rebranding of communication as 'power skills' that have a direct impact on an organization's success.
- HR leaders can promote courageous conversations to drive diversity, equity, and inclusion (DE&I) by normalizing learning over punishment, repositioning leadership as dialogue facilitators, and proactively creating spaces for meaningful dialogues.
- In the future of work, the focus should be on human connection and amplifying what makes us uniquely human, such as empathy, creativity, and connection. HR leaders can create more human-centric workplaces by prioritizing real conversations, rethinking productivity, and auditing meetings.
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