Parity.Org

DEI work is not about providing unfair advantages to certain groups; it's about ELIMINATING unfair advantages to ensure that all employees have equal opportunities to succeed. Hundreds of organizations worldwide have taken our ParityPLEDGE (commiting to interview diverse slates of candidates for open leadership roles) as a simple first step toward that more level playing field for all. No hiring expecations or quotas, just an interview--i.e. an opportunity to be considered. And the results are nothing short of transformative. Learn about and take the ParityPLEDGE at https://hubs.li/Q022tyWx0

McKinsey and LeanIn have released a special 10th Anniversary version of their annual Women in the Workplace report and, sadly, women continue to face significant barriers to advancement. At the current rate of progress, it will take 22 years for white women to reach parity with men--and an astounding 48 years for women of color. (Parity here refers to percentage representation of women in SVP and C-suite roles.) Per McKinsey, "Women continue to face barriers at the beginning of the pipeline. They remain less likely than men to be hired into entry-level roles, which leaves them underrepresented from the start. Then, women are far less likely than men to attain their very first promotion to a manager role—a situation that’s not improving. In 2018, for every 100 men who received their first promotion to manager in 2018, 79 women were promoted; this year, just 81 women were. Because of this “broken rung” in the corporate ladder, men significantly outnumber women at the manager level, making it incredibly difficult for companies to support sustained progress at more senior levels. This phenomenon is even worse for women of color, who represent only 7 percent of current C-suite positions—just a four-percentage-point increase since 2017." Research consistently shows that the lack of diversity in senior leadership is NOT about talent or ambition--it's about bias and structural barriers that create an uneven playing field. BUT CHANGE IS POSSIBLE. For dozens of specific, evidence-based things your organization can do right now to create a more level playing field for all, visit https://hubs.li/Q02QgtbZ0 and download our free ParityMODELs today.

For every 100 men promoted from entry-level to manager, just 87 women are promoted (and just 73 women of color)--despite the fact that 90% of women under 30 want to advance. As McKinsey and LeanIn explain in their 2024 Women in the Workplace report, this "Broken Rung" for early-career women in the workplace is perhaps the most significant contributor to gender imbalance in senior leadership. Because, quite simply, IF YOU CAN'T MAKE IT INTO MANAGEMENT, YOU CAN'T MAKE IT TO THE VERY TOP. Visit https://hubs.li/Q02MsxZq0 for evidence-based things your organization can do to create a more level playing field in which every employee has an equal chance to compete, advance, and thrive.

Hiring a candidate, IN PART, because that person is DIFFERENT from others on the current team isn't charitable. It's smart. --Diverse teams have been shown to make better business decisions up to 87 percent of the time–and to do it twice as fast and with outcomes up to 60% better. --Companies with diverse management teams generate 45% of their total revenue from innovation compared to just 26% of revenue from those lacking diverse leadership. --Companies with culturally and ethnically diverse executive teams are 35% more likely to see above-average profits, while those with diverse Boards are 43% more likely to see above-average profits. DIVERSITY HIRES FOR THE WIN. 👊🙌 (Cloverpop, McKinsey, Boston Consulting Group)

DEI work is not about providing unfair advantages to certain groups; it's about ELIMINATING unfair advantages to ensure that all employees have equal opportunities to succeed. Hundreds of organizations worldwide have taken our ParityPLEDGE (commiting to interview diverse slates of candidates for open leadership roles) as a simple first step toward that more level playing field for all. No hiring expecations or quotas, just an interview--i.e. an opportunity to be considered. And the results are nothing short of transformative. Learn about and take the ParityPLEDGE at https://hubs.li/Q022tyWx0

New research by Harvard Business Review (currently undergoing journal peer review), indicates that women may face age discrimination at virtually every stage of their careers, in ways that men do not. Men often achieve peak earnings and employability in their 40s and 50s, and are sought after in their 60s for their wisdom and experience. Women, by contrast, may experience negative bias related to having children, going through menopause, and then being "too old" to offer current and relevant perspectives. Learn more about the research here: https://hubs.li/Q02Gnq3H0

Today is Black Women's Equal Pay Day--the point in the year when Black women finally catch up to what White, non-Hispanic men earned in the previous year. Research shows that it's NOT about merit. It's NOT about education/credentials. And it's NOT about desire. It's about opportunity. Visit Parity.Org to download our free ParityMODELs for countless evidence-based things your organization can do, right now, to start levelling the playing field for all.

Once more for the people in the back. 🙌 DEI is not about providing unfair advantages to certain groups. It's about ELIMINATING unfair advantages so that every individual has an equal chance to compete. Because, unless the playing field is truly level, you'll never find and hire the "best person for the job."

Named one of our 2024 Best Companies for Equal Advancement Opportunity, Evolent understand that diversity fuels both patient and business outcomes. Learn more at https://hubs.li/Q02zF-rp0. Naprisha Taylor