What factors explain the gender pay gap?
- The report was conducted by the investment firm Arjuna Capital, which has been publishing the Gender Pay Scorecard for the past three years.
- Only three companies — Starbucks, Mastercard and Citigroup — received an "A", as defined by the report's methodology.
- It's likely that discrimination explains part of the gender pay gap, but it's a complex issue that often gets oversimplified.
More rules is not what's going to stop sexual harassment at work, says Johnny C. Taylor, Jr. Change the culture.
- "Too many organizations have tolerated the brilliant jerk. Too many organizations have tolerated the highly profitable sexual harasser or bully," says Johnny C. Taylor, Jr., CEO of the Society for Human Resource Management. At this point in time, more rules is not the answer. The workplace culture must reject harassers.
- When organizations do nothing to stop harassers and have one set of rules for the powerful and one for the powerless, productivity, workplace culture, and morale are affected in ways we can measure, and in insidious, destructive ways that we cannot.
- "Think about it, says Taylor. "Your star performer is known to flirt the line, if not cross the line, with respect to inappropriate workplace behavior. Are you prepared to fire that person, even if it means you may lose a major contract? That's when employees will judge who you are and what this company is really about. They're going to judge you on what you do, not what you say."
Participants were also more likely to see God as old than young, and male rather than female.
When you picture God, who do you see: a young black woman, or an old white man? Chances are it's the latter — and a new study in the Journal of Personality and Social Psychology suggests that that image has its consequences.
What good is diversity without inclusion?
- Striving for more diversity (in all its forms) is good, but it's what you do with and for those new voices that can change the landscape of a company. Why does diversity matter and how does it factor into the competitive environment?
- Johnny C. Taylor, Jr., President and Chief Executive Officer of the Society for Human Resource Management (SHRM), says that inclusion is the "real holy grail" in terms of making the most of diversity.
- Diversity strategies have evolved over time to focus more on commonality. Taylor says that by starting with what people have in common, we can learn to respect each other's differences.
It's possible to seek equality without seeking sameness.
- Males and females as a population, on average, are different. Beyond obvious differences in reproductive systems, research has shown measurable differences between the sexes in areas such as linguistic capabilities.
- Evolutionary biologist Heather Heying argues that while males and females should be equal under the law, that does not mean that their differences should be ignored. "We should seek equality without seeking sameness."
- People should be given the freedom to make choices, not forced to engage in activities in the name of equality.