This site uses cookies to provide you with a more responsive and personalised service. By using this site you agree to our use of cookies. Please read our cookie notice for more information on the cookies we use and how to delete or block them.

Bookmark Email Print page

Diversity - Global research

Deloitte, Diversity, Global researchGetting started with talent analytics
Data driven decision-making is becoming increasingly more popular, but the majority of organisations are still immature in terms of their talent analytics capabilities. How can organisations build an effective analytics function and harness the potential of data? Research from Bersin by Deloitte shows that building this capability is invariably an evolutionary process, but there are key foundational elements that hold the key to long term success.
American research, February 2014

What gets measured gets done: Measuring the ROI of Diversity and Inclusion  
What gets measured gets done. But what exactly do we measure to ensure things are done effectively? This exploratory research conducted by the Canadian Institute of Diversity and Inclusion (“CIDI”) provides measures and tips for implementing D&I measurement successfully within an organisation, with a particular focus on the use of diversity and inclusion scorecards.
Canadian research, February 2014


From extortion to generosity, evolution in the iterated prisoner’s dilemma 
Survival of the fittest versus generosity – which produces the better result? Recent research from the US draws on game theory to suggest that, in an evolving population, generosity is more successful that selfish behaviour. For an organisation, it can be useful to look at issues such as pay equity, biases and discrimination from the perspective of pursuing generous strategies rather than extortionist.
US research, 2013

The relationship between nurses’ perceived pay equity and organisational commitment
Faced with a global nursing shortage, organisational commitment has become a key consideration as healthcare administrators battle to attract and retain qualified nurses. But what drives organisational commitment and how is it linked to employee’s feelings about pay equity?
Egyptian research, June 2013

Work environment redesign: Accelerating talent development and performance improvement
How can the physical and visual design of workplaces help create business value? Recent research by the Deloitte Center for the Edge argues that the answers come when the focus is on talent and workforce redesign principles emphasise opportunities for innovative thought, exposure, and challenges.
US research, August 2013

The open talent economy. Beyond corporate borders to talent ecosystems
What does an open talent economy mean for organisations and their approach to talent? The traditional focus on “balance-sheet” talent is set for a shake up as organisations need to change their talent operating models to embrace a workforce that may sit outside the traditional workplace and span of control.
Global research, August 2013

It’s (almost) all about me. Workplace 2030: Built for us
What will workspaces look and feel like in the future? Populated by diverse employees, driven by individuals rather than institutions and located in interconnected hubs: according to a new report by Deloitte & AMP Capital. A fascinating look into the future through the lens of work, worker and workplace.
Australian Research, August 2013

Interaction of gender, mentoring, power distance on career attainment: A cross-cultural comparison
Mentoring is often touted as a strategy to help protégés progress their careers in terms of both increased remuneration and promotions, but is this expectation always fulfilled?  Recent cross cultural research (Taiwan and USA) demonstrates that potential positive outcomes differ by gender, with outcomes for women much more sensitive to cultural norms of deference and power in comparison to men.
Global research, July 2013 

What are the hidden costs for, and experiences of, at-home fathers?
At-home fathers say that they find it difficult to accept being placed in a marginalised social position. How do they manage this tension? And what does this rebellious energy mean for employers and marketers? Dr Coskuner-Balli (Chapman University) and Professor Thompson (Wisconsin School of Business) recently explored these issues, observing the role of at-home fathers is viewed by society as low in ‘cultural capital’, i.e. that it has a lower level of normative social legitimacy especially when compared with men at work.
American research, February 2013

Transitioning into the diverse Western Australian workplace: Experiences of Muslim women
Given that Australia is facing skills shortages, particularly in regions such as Western Australia, tapping into unrepresented minorities is becoming increasingly important. Recent research suggests that addressing issues of faith and religious practice would help to lift the under-employment of highly qualified Muslim women.
Australia, academic research, January 2013

Diversity, religiosity and spirituality in the workplace
Whilst books on religion and spirituality fill bookstores, rarely do they find their way into the shelves marked "management" or "workplace". In secular societies, religion and spirituality are viewed as topics for a private domain, yet religious beliefs and practices permeate work/life boundaries. Opening this Pandora's box is the focus of a recent review by researchers from New York University.
USA, research review, December 2012

Watching brief: US Federal Government's new research on inclusion
In 2011 President Obama issued a diversity directive to all US Federal Agencies. This directive led the Office of Personnel Management to undertake innovative new research on inclusion. This 'hot-off-the-press' research outlines five "inclusive habits" to improve business performance.
United States, Office of Personnel Management Research Release, November, 2012

Spirituality and strategic leadership: The influence of spiritual beliefs on strategic decision making
Every day corporate executives make tough decisions on complex issues. What role do their personal spiritual beliefs play? Do their beliefs impact how these decisions are made? Answers to these questions are explored in new American research and a theoretical model proposed.
USA, academic research, September 2012

Watching brief: US Federal Government's new research on inclusion
In 2011 President Obama issued a diversity directive to all US Federal Agencies. This directive led the Office of Personnel Management to undertake innovative new research on inclusion. This 'hot-off-the-press' research outlines five "inclusive habits" to improve business performance.
United States, Office of Personnel Management Research Release, November, 2012

Cultural diversity may be increasing in both Canada and the United States, but important differences remain
A new research publication by Environics Analytics presents a comparison of 2010 U.S. Census data and its estimate of 2011 Canadian Census data.
Canadian and American research, June 2012

How does Asia compare to the rest of the world?
A recent report by Forbes Insights helps fill the information gap through its development of an employee diversity ranking index across 50 global economies, 14 industrial sectors, and nine occupational categories. This note focusses on the findings in relation to Asian countries.
Global research, May 2012

What are the unique diversity and inclusion challenges in China?
Set against a background of Confucian tradition, thirty years of the one-child policy and accelerated economic growth, a recent Community Business report provides a snapshot of key diversity issues, including gender, work/family and sexuality.
Chinese research, May 2012

Diversity and Inclusion in Asia country view - Japan
This report by Community Business throws a spotlight on key issues, namely the role of women in the workforce, utilising skills of an ageing population, integrating workers with a disability and reducing bias toward LGBT workers.
Japanese research, May 2012

Inclusive leadership: Will a hug do?
What does it take to be a leader who can unleash the potential of diversity to create high performing workplaces?  We identify three new threads in this evolving story: being inclusive, developing cultural competencies and focusing on team diversity.
Global research, April 2012

Protecting religion in the workplace? What employees think
The religious landscape in America is shifting and the number of religious discrimination claims in the workplace is on the rise. Islam is now set to overtake Judaism as the second most practiced religion in the United States. This article provides practical ideas for employers to respond to this change.
American research, November 2011

Intercultural competence as precondition for cultural diversity management
Cultural diversity within an organisation is widely considered to be a source of competitive advantage. However, utilising this competitive advantage is dependent on managing the competency levels of employees in understanding and appropriately interacting with cultural diversity.
Global research, November 2011

Motivational bases for managing diversity: A model of leadership commitment
What drives a CEO to become a diversity leader? This paper examines the motivation of leaders to adopt diversity practices.
Global research, October 2011

Measuring Diversity Practice and Developing Inclusion
Can inclusion be measured in a meaningful way, if so how? This paper discusses the dimensions that might be considered and analyses the validity of one tool based on its implementation in a UK bank.
Global research, September 2011

Inclusion and Diversity in Work Groups: A Review and Model for Future Research
A great deal of research has focused on demographic diversity, but management researchers have only recently focused on inclusion. This paper discusses the research to date and provides a working definition of inclusion as combining a sense of uniqueness and belonging.
American research, September 2011

Global diversity and inclusion: Fostering innovation through a diverse workforce
Forbes Insight recently conducted a survey of 321 global executives in relation to diversity and inclusion. By asking questions such as "What is the business case for diversity and inclusion?" the report presents some interesting findings, in particular the need to engage middle management in driving change initiatives.
Global Report, August 2011

Perceived gender differences in leadership
Are gender differences in leadership real or perceived? Perception plays a much greater part than we generally acknowledge. If we expect gender differences then we are more likely to 'see' them.
Swiss review, February 2011

Fragility in leadership: Hard won and easily lost
Are we even handed in our assessment of male and female leaders? Researchers from Yale University and HEC Paris have found that we judge men and women more harshly if they occupy a non-stereotypical role (e.g. male head nurse or female lead engineer).
American/French research, February 2011

2011 Catalyst (US based) award winners
The 2011 Catalyst Award winners, McDonald's, Time Warner and Kaiser Permanente, demonstrate that there are multiple pathways to increasing the representation of women in the workplace.
American best practice, February 2011

Mentoring experiences of successful women across the Americas
Does mentoring differ for women in different countries? To answer this question nine researchers from universities in the USA, Canada, West Indies and Brazil compared the mentoring experience of successful women across nine countries of the Americas.
American cross-cultural research, December 2010

Why men still get more promotions than women
In a 2009 HBR article Professor Ibarra, (Insead), Carter (Catalyst) and Silva (Catalyst) examined the impact of mentoring on career advancement and identified differences in male and female experiences.
American research: December 2010

The World Economic Forum (WEF) 2010 global gender gap report
The 2010 Global gender gap report details progress towards gender equality country by country. The Nordic countries continue to dominate the top rankings, Switzerland, the USA and Canada have shown improvements, and France has dropped to number 46.
Global study, October 2010

How fair is Britain? The first triennial review of the British Equality and Human Rights Commission
This review provides a powerful snapshot of the current state of play in the United Kingdom in terms of equality and diversity. The Commission evaluates how closely the ideals of equality match the reality of people's lives in Britain today.
UK report, October 2010

Creating inclusive workplaces for LGBT employees in Hong Kong
This publication by Community Business highlights the business case for addressing the needs of Lesbian, Gay, Bisexual and Transgender employees and provides the cultural context for LGBT issues in Hong Kong.
Chinese research, October 2010

Does diversity pay? Race, gender and the business case for diversity
This research explores the relationship between business outcomes like sales, and gender & racial diversity. After controlling for other business factors the data revealed a strong business argument for greater diversity in organisations.
American research, August 2009

Mind the diversity gap
Practitioners are often searching for more effective & engaging diversity hooks, especially ones that have numbers associated with them. Scott E. Page's book provides a potentially different, and numbers-based, diversity business-case hook.
American book review, March 2009

2008 ADES status report on diversity and flexibility
This report finds that disability had moved down the priority list for organisations developing diversity strategies and targeted activities, a disappointing finding for disability groups who need to push their equality needs back into focus.
Australian and New Zealand report, December 2008

The business case for commitment to diversity
Based on the initiatives implemented in diversity award winning companies, this article provides practical 'how to' ideas on developing a diversity strategy.
American article, September 2008

Assessing the efficacy of corporate affirmative action and diversity policies
This study investigates the effects of commonly used diversity programmes on the representation of women and minority groups in management. The study found that creating a structure for organisational responsibility is the most effective strategy.
American research, March 2008

Perceived diversity and organisational performance
This study analysed the link between employee's perceptions of organisational performance and organisational diversity. It found a clear relationship and demonstrates the importance of living up to employee expectations of diversity.
American research, March 2008

An assessment of individual differences in attraction toward affirmative action organisations
Research on whether white candidates are attracted to, or repelled by, organisations which espouse a commitment to an affirmative action programme.
American research, May 2007

Related links

Share

 
Follow us



 

Talk to us