Each month, we bring together a curated selection of thought-provoking research and articles from across the field of gender and intersectional equity, DE&I, and independent certification. Our aim is to guide you to the latest publications that align with the evolving conversations in this space, helping you stay on top of industry trends and deepen your understanding.
The gender pay gap for FTSE 100 board directors has narrowed slightly, from 70% in 2022 to 68% in 2023. While this is an encouraging step forward, the slow pace of progress is a clear call to action.
FTSE 100 companies must continue investing in mentoring, role-modelling, and opportunities that empower women to progress to executive leadership.
A positive article by Julie Kratz that shows DEI is driving positive change for the majority of companies that:
- Embed DEI into their culture
- Measure data for accountability
- Practice inclusive succession planning
Read the full “Warning: DEI Is Here To Stay” article on Forbes
This recent analysis of DEI disclosures examines how corporate DEI reporting has evolved in 2024. The research provides data that answers key questions, such as: Are companies still using the DEI acronym? Are businesses continuing to highlight workforce diversity? Have companies maintained or abandoned their DEI goals? Are businesses shifting away from on targeted talent programs, supplier diversity initiatives, pay gap disclosures? This information is invaluable for organizations as they navigate the complexities of DEI commitments.
Research shows that 73% of people surveyed in the U.S. have some type of caregiving responsibility.
This HBR article suggests five key strategies to help organizations recognize employees’ caregiving responsibilities, understand how these impact their work, and offer better support: 1. Gather better data; 2. Understand that caregiving includes — and goes beyond — childcare; 3. Work to adapt your company’s caregiving policies and culture; 4. Recognize that caregivers make great employees; 5. Advocate for better public policy.
Your Employees Are Also Caregivers. Here’s How to Support Them.
A new policy guide developed by Experts and Specialists involved in the Global Partnership on Artificial Intelligence’s project “Towards Real Diversity and Gender Equality in Artificial Intelligence: Evidence-Based Promising Practices and Recommendations” has been published. While AI holds the potential to address social inequities, it also risks amplifying harmful biases, disproportionately affecting women and marginalized communities.
This guide sheds light on inequalities across the AI lifecycle. It offers tools, frameworks, and strategies to embed diversity and gender equality into AI ecosystems effectively.
