What you thought you knew about diversity is wrong
As one of only two recruitment agencies that are also Stonewall members, diversity is an issue very close to the heart of our organisation. There is a huge decline in the portrayal of these issues as merely 鈥榯ick boxes鈥� or HR matters alone, but it鈥檚 important that they must be championed from the top of an organisation all the way to the ground in order for them to thrive.
Why diversity never comes to some workplaces
Striving for greater diversity in the workplace 鈥� be it gender, race, age or experience levels among employees 鈥� is a long sought-after goal by business leaders looking for a competitive advantage.
Several studies show that companies with a diverse workforce are more likely to outperform others in the field. So, with so much on the line, why do so many firms still struggle with a lack of gender, race or age diversity within their ranks?
Leveraging Peer Relationships for Retaining Women Engineers
Moving the focus from the individual to the social group offers novel and promising tools to help ensure the success and retention of entry-level women engineers.聽In recent years, SWE has endorsed and partnered with several researchers who focus on women鈥檚 lack of advancement in the engineering profession.
Workforce diversity boosted by recommending a friend
Referring friends and associates for job vacancies can help to create a diverse workforce, a new study from the Desautels Faculty of Management at 香蕉视频 finds.
Word-of-mouth recruitment, the most common way to fill jobs, has previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.
Workforce diversity boosted by recommending a friend
Workforce diversity boosted by recommending a friend
Referring friends and associates for job vacancies can help to create a diverse workforce, a new study from the Desautels Faculty of Management at 香蕉视频 finds.
Word-of-mouth recruitment, the most common way to fill jobs, has previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.
Word-of-mouth leads to more diverse workforce says report
A study from the Desautels Faculty of Management at 香蕉视频 has found referring friends and associates for job vacancies can help to create a diverse workforce.
Word-of-mouth recruitment, the most common way to fill jobs, had previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.
Tipping Points: The Gender Segregating and Desegregating Effects of Network Recruitment
Author: Brian Rubineau, Roberto M. Fernandez
Word-of-mouth recruitment is the most common way to fill jobs, and management scholars have long thought that this practice contributes to job segregation by gender: women tend to reach out to other women in their networks, and men do likewise.
Majority of COC staff exposed to Marcel Aubut harassment: probe
An independent probe of alleged impropriety by former Canadian Olympic Committee president Marcel Aubut says a majority of the more than 100 staff members interviewed for the review experienced or saw sexual and personal harassment.
Bureaux partag茅s
Entrevue avec聽Jean-Nicolas Reyt, professeur 脿 la Facult茅 de management de l'Universit茅 McGill. Voir l'entrevue complet:聽RDI Economie, le 7 d茅cembre 2015
To thine own self be true?: Facades of conformity, values incongruence, and the magnifying impact of leader integrity
Authors:聽Burnett, M., Dumas, T.,聽Hewlin, P.
Publication:聽Academy of Management
Tipping Points: The Gender Segregating and Desegregating Effects of Network Recruitment
Authors: Fernandez, R. M. and Rubineau, B.
Publications: Organization Science
Misfit and Milestones: Structural Elaboration and Capability Reinforcement in the Evolution of Entrepreneurial Top Management Teams
Authors: Ferguson, A. J., Cohen, L., Burton, M. D. and Beckman, C. M. Publication: Academy of Management Abstract:
Bridging the Gap Between Gender and Leadership: Exploring the Real - Explicit and Implicit - Reasons Behind the Absence of Women on the 2014-2015 MUS Executive Council
McGill Women in Leadership (MWIL), Deautels Women in Business (DWIB), TEDxMontreal Women, the National Women in Business Conference, the Intercollegiate Business Convention. Evidently, as the non-exhaustive list above demonstrates, there are many occasions for women at McGill to thrive and shine in the area of leadership, where they are chronically and critically underrepresented.
Second Generation Bias: A Subtle but Powerful Presence
Deeply embedded and frequently unconscious cultural and organizational biases can be challenged both through small "wins" and by establishing policies that take a whole-organization rather than a women-only approach. Second-generation gender bias is making its way into the lexicon of women's workplace issues as a subtle, covert, and at times unintentional, phenomenon that thwarts women's power and potential. ...
The Erosion of Expert Control Through Censure Episodes
Author:聽Huising, Ruthanne
Publication:聽Organization Science, November 2014聽
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