Closing the Gender Pay Gap
Executives from ADP and Accenture discuss, in depth, findings from their studies on the gender pay gap.
At the 2018 DiversityInc Top 50 event, more than 400 people were in attendance during the day to hear best practices on effectively managing diversity and inclusion.
Moderator: Sheryl Estrada, Senior Business Writer/Branded Content Editor, DiversityInc
- Deb Hughes, Division VP of Human Resources, ADP
- Lynn McMahon, New York Metro Office Managing Director, Accenture
ADP Research Institute's study on gender pay equity.
David Rodriguez, Chief Human Resource Officer & Chief Diversity Executive, discusses the scope of employees wellness including relationships, physical and mental well being, and a sense of purpose in the company and beyond.
"I'm a Christian evangelical, I grew up in the Christian faith, and one of the most clear public policies that you're supposed to engage in as a just society is fairness toward the strangers, immigrants," Barber said.
The NAACP and Rev. Dr. William Barber called out evangelical Christians who back President Donald Trump's family separation policy, and called the policy racist.
"We see this happening," Barber said, "and this attack on children — we know it's brown children, it wouldn't be happening if it wasn't brown children at the southern border — is white supremacy, white nationalism, being implemented in our public policy right in front of our faces."
As the U.S. Department of Labor reports, Black women earn 17 percent less than their white female counterparts and they bring in just 63 cents for every $1 a man makes.
Accenture Names Athina Kanioura as Chief Analytics Officer and Global Lead of Accenture Applied Intelligence
"I am delighted that Athina will become our new chief analytics officer and global lead for Accenture Applied Intelligence," said Mike Sutcliff, group chief executive, Accenture Digital.
"It's unconstitutional to detain people just because of their language, accent, or color of their skin," says the ACLU.
Ana Suda and Martha Hernandez, American-born Latinas, are suing US Custom and Border Protection (CBP) officers for racial profiling.
They were detained at a gas station convenience store in Havre, Montana, last year, by an officer who asked the women where they were born after hearing them speak Spanish.
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Creating stronger foundations for the future.
Originally Published by PwC.
By Jon Flack, US Family Business Leader
Welcome to our 2019 edition of PwC's US Family Business Survey
- 62% expect upcoming family members gain outside work experience
- 58% have succession plans, however most are informal
- 47% of next generation leaders take on non-senior roles in the business
- 39% sit on the board of directors
This year's findings speak to the importance of being prepared to compete in a far more digital economy, a challenge for business leaders everywhere.
CEOs globally are working to bridge gaps in their data capabilities. Yet family businesses are coming into this arena with an advantage. They have built valuable trust among loyal employees and their ownership group. So how to turn values like loyalty and hard work into a multi-generational success story? We see four moves ahead to consider to build a lasting and profitable legacy:
- Codify your values and purpose into your strategy. If this is where your family business has a competitive edge, take it to the next step.
- Ensure the next generation is deeply involved - they have a lot to offer families grappling with digitalization.
- Determine the skill sets needed for a more digital future. Raising the 'Digital IQ' of the business is closely entwined with raising digital capabilities of existing workforce and determining future skill sets. With 80% of US CEOs expecting AI to significantly change the way they do business in the next five years, the race for talent will only intensify. US family business leaders are aware of the challenges, keeping and rewarding employees are seen as top priorities.
- Professionalize the board by bringing in independent directors with external expertise in future growth areas for your business.
Thinking through the implications of a more digitally-integrated economy should not be decoupled from thinking through who should run the business in the future and who can best help guide it.
I hope these findings serves as a useful starting point for conversations you will have with the current and next generation of leaders as you set a course for continued success.
You're invited to register with us to receive the full report. Let us know if you have any questions or would like to discuss.