Comments for Evolved Employer http://www.evolvedemployer.com A Better Workplace Mon, 06 Feb 2012 15:40:00 +0000 hourly 1 http://wordpress.org/?v=3.2.1 Comment on Three Excuses That Keep Women Off Boards by Linda K Bolliger http://www.evolvedemployer.com/2012/01/25/three-excuses-that-keep-women-off-boards/#comment-9417 Linda K Bolliger Mon, 06 Feb 2012 15:40:00 +0000 http://www.evolvedemployer.com/?p=2773#comment-9417 I agree with my colleague Kare Christine Anderson and would add how interesting it is to note that all three reasons are also cited about ethnic males. My observation here is that it's not a really good board practice to ignore Reason #2 since there is an element of truth in it. However the greater truth is not so much ingrained in the fact that talented women of all color and ethnic men do leave the corporate status quo--it is the reason they leave. That they don't receive the treatment common to their white male counterparts is a huge driver in their exiting. So I ask, what kind of practical governance oversight is being provided in America's publicly traded companies when their practices continue to drive talent from the demographic growth segments on the nation's population? This seems highly short sighted in the extreme given CEOs just globally cited Talent (acquisition and management thereof) as their #1 challenge in this year's 14th annual global CEO survey by PwC. I agree with my colleague Kare Christine Anderson and would add how interesting it is to note that all three reasons are also cited about ethnic males. My observation here is that it’s not a really good board practice to ignore Reason #2 since there is an element of truth in it. However the greater truth is not so much ingrained in the fact that talented women of all color and ethnic men do leave the corporate status quo–it is the reason they leave. That they don’t receive the treatment common to their white male counterparts is a huge driver in their exiting. So I ask, what kind of practical governance oversight is being provided in America’s publicly traded companies when their practices continue to drive talent from the demographic growth segments on the nation’s population? This seems highly short sighted in the extreme given CEOs just globally cited Talent (acquisition and management thereof) as their #1 challenge in this year’s 14th annual global CEO survey by PwC.

]]> Comment on Three Excuses That Keep Women Off Boards by Linda http://www.evolvedemployer.com/2012/01/25/three-excuses-that-keep-women-off-boards/#comment-9416 Linda Mon, 06 Feb 2012 15:37:00 +0000 http://www.evolvedemployer.com/?p=2773#comment-9416 I agree with my colleague Kare Christine Anderson and would add how interesting it is to note that all three reasons are also cited about ethnic males. My observation here is that it's not a really good board practice to ignore Reason #2 since there is an element of truth in it. However the greater truth is not so much ingrained in the fact that talented women of all color and ethnic men do leave the corporate status quo--it is the reason they leave. That they don't receive the treatment common to their white male counterparts is a huge driver in their exiting. So I ask, what kind of practical governance oversight is being provided in America's publicly traded companies when their practices continue to drive talent from the demographic growth segments on the nation's population? This seems highly short sighted in the extreme given CEOs just globally cited Talent (acquisition and management thereof) as their #1 challenge in this year's 14th annual global CEO survey by PwC. I agree with my colleague Kare Christine Anderson and would add how interesting it is to note that all three reasons are also cited about ethnic males. My observation here is that it’s not a really good board practice to ignore Reason #2 since there is an element of truth in it. However the greater truth is not so much ingrained in the fact that talented women of all color and ethnic men do leave the corporate status quo–it is the reason they leave. That they don’t receive the treatment common to their white male counterparts is a huge driver in their exiting. So I ask, what kind of practical governance oversight is being provided in America’s publicly traded companies when their practices continue to drive talent from the demographic growth segments on the nation’s population? This seems highly short sighted in the extreme given CEOs just globally cited Talent (acquisition and management thereof) as their #1 challenge in this year’s 14th annual global CEO survey by PwC.

]]> Comment on New Federal Rule Proposed to Boost Employment of Individuals with Disabilities by SarahCarmany http://www.evolvedemployer.com/2012/01/26/new-federal-rule-proposed-to-boost-employment-of-individuals-with-disabilities/#comment-9415 SarahCarmany Sat, 04 Feb 2012 03:43:00 +0000 http://www.evolvedemployer.com/?p=2780#comment-9415 I agree with this proposal. I think that employers should hire someone with a disability who thinks outside the box. I mean just because a person has a disability doesn't mean that that person can't think outside the box. I know that everyone is at different levels, but that is no excuse, no excuse at all. I mean yes it's true some people aren't as skilled as others, that's true. They may be be able to be taugh why not teach them? Why that is descrimination, I tell you. Disabled people are humans to and we have a brain that can think outside the box just like anyother person, disabled or not. Employers thkat don't hire a disabled person just because they think outside the box, is judging that person without knowing that person or the skills that they might have. That is just plain wrong and sinful. I know that's its because they don't understand. But that is still no excuse. I agree with this proposal. I think that employers should hire someone with a disability who thinks outside the box. I mean just because a person has a disability doesn’t mean that that person can’t think outside the box. I know that everyone is at different levels, but that is no excuse, no excuse at all. I mean yes it’s true some people aren’t as skilled as others, that’s true. They may be be able to be taugh why not teach them? Why that is descrimination, I tell you. Disabled people are humans to and we have a brain that can think outside the box just like anyother person, disabled or not. Employers thkat don’t hire a disabled person just because they think outside the box, is judging that person without knowing that person or the skills that they might have. That is just plain wrong and sinful. I know that’s its because they don’t understand. But that is still no excuse.

]]> Comment on Is the Tech Industry Ignoring the Importance of Workplace Diversity? by I.T.’s all about the NewME: Innovative African tech entrepreneurs leaping old bias barriers : Africentric Magazine http://www.evolvedemployer.com/2011/11/30/is-the-tech-industry-ignoring-the-importance-of-workplace-diversity/#comment-9414 I.T.’s all about the NewME: Innovative African tech entrepreneurs leaping old bias barriers : Africentric Magazine Fri, 03 Feb 2012 21:39:58 +0000 http://www.evolvedemployer.com/?p=2507#comment-9414 [...] and even more so in the wake of our current economic crisis: the technology sector is still creating jobs at the fastest rate of any industrial sector in America, seemingly as insulated from the broader economic troubles as Poe’s infamous partygoers. It was, [...] [...] and even more so in the wake of our current economic crisis: the technology sector is still creating jobs at the fastest rate of any industrial sector in America, seemingly as insulated from the broader economic troubles as Poe’s infamous partygoers. It was, [...]

]]> Comment on Three Excuses That Keep Women Off Boards by Alex Dail http://www.evolvedemployer.com/2012/01/25/three-excuses-that-keep-women-off-boards/#comment-9412 Alex Dail Wed, 01 Feb 2012 02:08:00 +0000 http://www.evolvedemployer.com/?p=2773#comment-9412 It really seems to come down to focus. People are often "primed" by old patterns. Consequently, they are not "seeing" women when they think of candidates. The more articles like this stay before leaders the greater chance that they will begin to see they are surrounded with talented women. Thanks for your post It really seems to come down to focus. People are often “primed” by old patterns. Consequently, they are not “seeing” women when they think of candidates. The more articles like this stay before leaders the greater chance that they will begin to see they are surrounded with talented women. Thanks for your post

]]> Comment on Three Excuses That Keep Women Off Boards by Marilyn Nagel http://www.evolvedemployer.com/2012/01/25/three-excuses-that-keep-women-off-boards/#comment-9411 Marilyn Nagel Tue, 31 Jan 2012 02:00:00 +0000 http://www.evolvedemployer.com/?p=2773#comment-9411 I love this article! The one I hear most often is “There just aren’t enough women with C-suite skills,” which is untrue. Sometimes it takes a little longer to find a woman candidate, but they're certainly out there. I'd love to hear your thoughts on a blog I wrote, outlining some specific ways to get women in board seats: http://ow.ly/8M1RS I love this article! The one I hear most often is “There just aren’t enough women with C-suite skills,” which is untrue. Sometimes it takes a little longer to find a woman candidate, but they’re certainly out there. I’d love to hear your thoughts on a blog I wrote, outlining some specific ways to get women in board seats: http://ow.ly/8M1RS

]]> Comment on Three Excuses That Keep Women Off Boards by Kare Christine Anderson http://www.evolvedemployer.com/2012/01/25/three-excuses-that-keep-women-off-boards/#comment-9410 Kare Christine Anderson Thu, 26 Jan 2012 21:20:00 +0000 http://www.evolvedemployer.com/?p=2773#comment-9410 Melissa i found your post so specific and thus helpful that i am going to keep on reading your posts, thank you. Am on the advisory board of Watermark, based in Silicon Valley which ism among other things, supporting women in seeking board seats Melissa i found your post so specific and thus helpful that i am going to keep on reading your posts, thank you. Am on the advisory board of Watermark, based in Silicon Valley which ism among other things, supporting women in seeking board seats

]]> Comment on New Federal Rule Proposed to Boost Employment of Individuals with Disabilities by Felicia http://www.evolvedemployer.com/2012/01/26/new-federal-rule-proposed-to-boost-employment-of-individuals-with-disabilities/#comment-9409 Felicia Thu, 26 Jan 2012 17:20:00 +0000 http://www.evolvedemployer.com/?p=2780#comment-9409 Melissa - thanks for another insightful article on such a timely and important issue. And I love this quote: "if you want to hire someone who thinks outside the box, why not hire somebody who lives outside the box?" Well said!!! Melissa – thanks for another insightful article on such a timely and important issue. And I love this quote: “if you want to hire someone who thinks outside the box, why not hire somebody who lives outside the box?” Well said!!!

]]> Comment on 5 Studies on The Business Case for Diversity by Three Convenient Non-Excuses Keeping Women Off Boards » The Glass Hammer http://www.evolvedemployer.com/2011/11/18/5-studies-on-the-business-case-for-diversity/#comment-9408 Three Convenient Non-Excuses Keeping Women Off Boards » The Glass Hammer Wed, 25 Jan 2012 11:02:37 +0000 http://www.evolvedemployer.com/?p=2450#comment-9408 [...] is it that, despite all the research pointing to the business value of boardroom diversity, companies still stubbornly refuse to open [...] [...] is it that, despite all the research pointing to the business value of boardroom diversity, companies still stubbornly refuse to open [...]

]]> Comment on Making Corporate Responsibility Really Work by Greg Stockton http://www.evolvedemployer.com/2012/01/16/2723/#comment-9407 Greg Stockton Fri, 20 Jan 2012 04:29:00 +0000 http://www.evolvedemployer.com/?p=2723#comment-9407 According to the Mckinsey Quarterly article quoted above, when companies are good at what they do and are involved in corporate responsibility, people are more likely to buy products from them. But when quality is viewed as low and still involved in corporate responsibilty they are even less likely to buy products from them. So value is created in the corporate responsibilty acts when people who are like minded view the companies products and practices favorably in the first place. Per Arnett's definition, "The good-describes a central value or set of values manifested in communicative practices that we seek to protect and promote in our discourse together." (Arnett, Communication Ethics Literacy, 2009, Kindle Location 212) What really made a lot of sense are companies that are involved in acts of corporate responsibility that followed through, and showed results of social value. Stakeholders are open to these ideas on top of just making a profit. They are being socially ethical and responsible. As well the article stated, "“Likewise, stakeholders are drawn to companies whose corporate-responsibility activities produce solid benefits, which can be tangible (such as improved health in local communities) or psychological (for instance, volunteer programs that help employees better integrate their work and home lives).” The companies that are high value in peoples minds have a better chance of increasing their profits with solid, thought out plans of corporate responsiblity. Their value can increase in the minds of new consumers (stakeholders) as well that are looking for alternatives to some of the companies that are viewed as less valuable. According to the Mckinsey Quarterly article quoted above, when companies are good at what they do and are involved in corporate responsibility, people are more likely to buy products from them. But when quality is viewed as low and still involved in corporate responsibilty they are even less likely to buy products from them. So value is created in the corporate responsibilty acts when people who are like minded view the companies products and practices favorably in the first place. Per Arnett’s definition, “The good-describes a central value or set of values manifested in communicative practices that we seek to protect and promote in our discourse together.” (Arnett, Communication Ethics Literacy, 2009, Kindle Location 212)

What really made a lot of sense are companies that are involved in acts of corporate responsibility that followed through, and showed results of social value. Stakeholders are open to these ideas on top of just making a profit. They are being socially ethical and responsible.

As well the article stated, ““Likewise, stakeholders are drawn to companies whose corporate-responsibility activities produce solid benefits, which can be tangible (such as improved health in local communities) or psychological (for instance, volunteer programs that help employees better integrate their work and home lives).”

The companies that are high value in peoples minds have a better chance of increasing their profits with solid, thought out plans of corporate responsiblity. Their value can increase in the minds of new consumers (stakeholders) as well that are looking for alternatives to some of the companies that are viewed as less valuable.

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