Diversity and inclusion initiatives have gained a lot of traction throughout Ireland’s corporate landscape. But do they add tangible value for organisations? EY’s Olivia McEvoy reports. Although accountants might not be able to bring themselves to agree, it can seem as though there are countless quotations pertaining to, and definitions of, ‘diversity’. Malcolm Forbes describes… Read More Diversity…is it good for business, really?
By Claire Scobie A satirical website that rents out “minority” speakers to enhance the appearance of corporate diversity has been a hit – with some mistaking it for a genuine business. Is the exec team the opposite of your multiethnic workforce? Or perhaps you’re organising a diversity dinner and you realise to your horror your… Read More Minority report
By Trevor Wilson Leaders who act inappropriately or contemptuously toward staff can put their organizations at risk of attrition and litigation. Less than a decade ago, one of the largest employers in Canada was dragged, kicking and screaming, into the world of diversity.
By Sydney Loney Is your team culturally diverse and inclusive? Here’s why it should be. Many organizations cite diversity as one of their core values and gloss over issues of inclusiveness as someone else’s problem, but just pop by their offices around lunchtime and what you see might tell a different story. “In day-to-day interactions, people… Read More Embracing the cultural mosaic
Beth Brooke-Marciniak tells Raymond Doherty about her drive to increase diversity, promote inclusivity and defeat hypocrisy – including her own. Beth Brooke-Marciniak was scared. The global vice chair of public policy for EY was 52 years old and about to go on stage and announce, in front of a few thousand people at an industry… Read More Open and out: an interview with Beth Brooke-Marciniak
In recent years, governments, regulators and corporate governance groups around the world have been taking initiatives to increase representation of women on boards. Debate continues about the effectiveness of measures to address this and other board diversity issues. However, rather than simply reacting, what should boards themselves be doing?