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Europe Regional Analysis 2023: Nick Bellwood's insights on leadership diversity in the life science sector shed light on a fundamental issue we all must address. In an industry that's ahead in gender diversity, it must remain committed to fostering inclusivity at all levels. Read the complete regional analysis here, featuring perspectives from #Boyden experts across the region, to gain a nuanced understanding of leadership in Europe and the executive talent landscape >> https://lnkd.in/dxCQ6ZEw #LeadershipDiversity #LifeSciences #InclusionMatters

Discover the key findings of the Green Park Business Leaders Index 2024 research released today, the most comprehensive of its kind. The report analyses the ethnocultural and gender representation within the FTSE 350. Key findings: 1. Progress is visible - for some 2. Women and ethnic minorities are often on the B road to get to the very top 3. Diversity and people-led functions are the least diverse 4. There is a huge divergence emerging amongst minority ethnocultural groups   Explore these stories further: https://lnkd.in/e55KqCGk #GreenParkBusinessLeadersIndex2024 #BusinessLeadersIndex2024 #BLI2024 #Leadership #Diversity #Inclusion #Research

Innovation often hinges not just on strategy or resources, but on perspective. How you view challenges, opportunities, and even failures can make all the difference. That is why #diversity is such a critical factor in the success of businesses. Join Matt Hawksley as he discusses The Power of Gender Diversity in the Boardroom with Bhargav Gopal, Assistant Professor at Smith School of Business at Queen's University to review his research and amazing insights on the subject. Tuesday, April 23 12:00 pm (ET) Register here: https://lnkd.in/gmUW6CSQ Embrace diversity, cultivate empathy, and never underestimate the transformative power of seeing things from a different angle. #leadership #inclusion #genderdiversity #innovation #perspective #socialimpact #socialinnovation

Today marks the launch of Green Parks Business Leaders Index 2024. The report analyses the ethnocultural and gender representation within the FTSE 350 and the results make for an insightful read. If you want to understand how this breaks down by sector and function, please reach out for a conversation. #Leadership #Diversity #Culture #FTSE

Launch of Green Park's Business Leaders Index 2024. The report analyses the ethnocultural and gender representation within the FTSE 350 and the results are an insightful read. If you want to understand how this breaks down by sector and function, please reach out for a conversation. #GreenParkBusinessLeadersIndex2024 #leadership #diversity #culture #ftse

Even in our booming East Asian and Pacific region, gender equality progress has been largely stagnant in the past year, stuck at 68.8%, which, by WEF calculations, means it will take an estimated 189 years (!) to reach 100%.   The good news is that organisations have the power make real change, and help bridge the gender equality gap, if given the right programme, tailored to their teams. So that hopefully we don’t need to wait 189 years to say '3 in 3 managers of Fortune 500 organisations are women’.

Data from our global #TalentTrends2023 survey shows that 52% of respondents believe their current leadership team is inclusive and appropriately representative in terms of gender. However, less than half believe their company sees gender equity and inclusion as a priority issue. Gender diversity is no longer a topic that employees simply agree with in principle – it's something they’re actively seeking in their leadership teams. Unlock insights for effective leadership in our report: https://lnkd.in/etGyNY69 #TalentTrendsUS #InvisibleRevolution #ConsciousLeadership

Why is progress so slow? From targeted recruitment campaigns and training to personalised development programs for women, there are more initiatives promoting gender diversity and inclusion than ever before. With so much action, it's easy to assume there must be progress. However, these measures can't guarantee real change. To bring about real change, organisations need to take a strategic, evidence-based approach. To find out more, please go to our dedicated Women in Leadership programme page: https://lnkd.in/ghFNYRHD #diversityequityinclusion #womenleadership #bias

📣Introducing The Gender Equity Collective! Founded by our very own Fiona Barron, Director at T–, our mission is simple but powerful. 🤔 We pledge to challenge the status quo 🚧 Break down barriers 🌍 Ignite change 💡And inspire ownership from the top Gender equity remains an ongoing struggle as the system reveals itself to be broken to all genders: 80% of companies still pay women less 3x as many men as women die by suicide 90% of transgender and non-binary people reported harassment or discrimination at work We're not just here to talk about gender equity; we're here to take action and drive tangible results. Rooted in years of scientific research, our programmes, events and initiatives are designed to foster innovation, education and collaboration. From empowering workshops to thought-provoking discussions, we aim to inspire every member of our collective to think bigger and act braver. Become a contributor: https://lnkd.in/eSVpyWmK #TheGenderEquityCollective #ChiefsForChange #GenderEquity

Just ask any client or colleague: the leadership of Sandra Legrand, Joanne Ferris and Jessica (McGill) Mead powerfully demonstrates that gender balance and commercial imperatives are far from mutually exclusive - in fact, they’re mutually reinforcing.    Read our whitepaper making the case that gender diversity in private markets is a commercial imperative, and that there is no such thing as ‘business’ without female leadership here: https://lnkd.in/e-4_mp9F