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Economist’s Diversity conference. My next conference with the Economist is their Diversity conference in December: “Businesses are facing intensifying pressure from investors and stakeholders to ramp up their diversity initiatives. Technorati Tags: Economist , conferences , diversity. 1 year ago. Newer Post.
Diversity rising up the Agenda. I seem to be have been having lots of conversations about diversity recently so was interested to see a new report from the CIPD and Bernard Hodes, Diversity and Inclusion - Fringe or Fundamental? There was also a suggestion that organisations need more diversity champions. ► 2007.
My biggest worry with each new iteration of this framework is that things cant really change this quickly, eg with HR technology being important in 2004, dropping off the list in 2007 and coming back in again as technology proponent in 2012. Economist’s Diversity conference. ► 2007. Its enough to make your head spin.
Based on diversity supported by flexible working. Being inclusive, comfortable with difference, leveraging diversity. ► 2007. Here are some of the outputs: Organisation #1. Exponential organisation - able to grow quickly. Network organisation. Fractal organisation - hierarchies within hierarchies. Transparent. Blog labels.
I like to see the breadth of work going on in the award submissions, and suspect the HR Technology category is particularly diverse - ranging from neat assessment systems to big, hairy eHR portals; collaboration systems to data warehouses. Diversity rising up the Agenda. ► 2007. ► May. (9). ► April. (6).
Economist’s Diversity conference. ► 2007. . ► November. (12). ► October. (12). ▼ September. (11). HR is the New Cool - HR Tech Europe. On the Guru Group. HR, IC, and the Melcrum Summit. Economist’s High Growth Markets conference. People Strategies for Asia. HR Most Influentials 2012. ► July. (10).
It’s great to be involved in the Economist’s great conferences (I’ll also be attending the High Growth Markets Summit in September and the Diversity Summit in December) and now to be featured on their great Management Thinking blog as well! ► 2007. ► August. (8). ► July. (10). ► June. (21).
Economist’s Diversity conference. ► 2007. . ► November. (12). ► October. (12). ▼ September. (11). HR is the New Cool - HR Tech Europe. On the Guru Group. HR, IC, and the Melcrum Summit. Economist’s High Growth Markets conference. People Strategies for Asia. HR Most Influentials 2012. ► July. (10).
Economist’s Diversity conference. ► 2007. . ► November. (12). ► October. (12). ▼ September. (11). HR is the New Cool - HR Tech Europe. On the Guru Group. HR, IC, and the Melcrum Summit. Economist’s High Growth Markets conference. People Strategies for Asia. HR Most Influentials 2012. ► July. (10).
Ran algorithm against resumes available on the internet - particularly to increase diversity. ► 2007. Mine resumes for teams that show hiring potential through automatic text analysis. Scored a second set of resumes. Good link quality and numbers hired. Also internal candidates - found rejected candidates. Project Oxygen.
The main issue is that because we tend to think that talent is not abundant and diverse (which Kourdi things it is), we enter into a doom loop in which we antagonise everyone else: This is a particular problem because more than ever, talent operates systematically and through relationships. . ► 2007. ► August. (8).
Economist’s Diversity conference. ► 2007. . ► November. (12). ► October. (12). ▼ September. (11). HR is the New Cool - HR Tech Europe. On the Guru Group. HR, IC, and the Melcrum Summit. Economist’s High Growth Markets conference. People Strategies for Asia. HR Most Influentials 2012. ► July. (10).
Id also suggest that increased focus on building a truly diverse reflection of global footprint is accelerating the need to answer these questions. ► 2007. I wonder if well see roads towards the science of measuring that, perhaps an internal organisational Klout score? ► August. (8). ► July. (10). ► June. (21).
The company is the opportunity sensuous know what makes it desirable for a company to woo people as diverse as employees, customers or investment groups …". ► 2007. Your successful guarantee. Zara sounds like a very special (maverick) company - one in which there is real love for the company. ► August. (8).
It’s a good and very well argued point and although I still remain cautious about relying on national stereotypes (see my last post), stereotypes exist for a reason, and the more diverse we make our workforces and particularly top management, generally the more successful we’ll be. Economist’s Diversity conference.
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