Accenture Hungary’s Post

April is Celebrate Diversity Month. It is a time to recognize, understand and amplify our differences while honoring our common humanity. Equity in the workplace is about giving every employee the necessary resources they need to have access to opportunities. And DEIA is just good business: ➡️ Companies employing an equal number of men and women manage to produce up to 41% higher revenue. (Clear Company) ➡️ 6.6% of all Fortune 500 companies have women as their CEOs. (Fortune) ➡️ Gender-diverse companies are 15% more likely to see higher financial returns. (McKinsey) In the workplace, it is important to recognize that all employees have different needs, backgrounds, and circumstances and address the imbalance of opportunities available to them. ----------------- In December 2019, Ann Mukherjee joined Pernod Ricard North America as Chairman & CEO. The first industry outsider and woman of color to assume the post, she has demonstrated from day one her ability to advance through ambiguity, while delivering both ROI and ROR (return on responsibility). She has cultivated a leadership style that is fresh, evolved, and modern. It’s one based on bringing your “whole self to work.” Diversity fosters creativity and innovation. It leads to new ideas, perspectives, and solutions. How are you focusing on equity in your organization? ---------- As certified members of WEConnect International and Canada's 2SLGBTQI+ Chamber of Commerce (CGLCC), inclusion is at the heart of our business. This month, and always, we welcome everyone with respect and dignity. #DEIA #CelebrateDiversityMonth #DEI #WeNotMe #DiverseWorkPlaces #DiverseWorkplaces #EquityMatters #InclusiveLeadership #DiversityandInclusion #ThoughtLeadership

This D&I Event is Not Very Diverse This statement, made by a senior white male leader at this week’s inspiring D&I Global Leaders Forum 2024, was certainly the most intriguing one I heard. His comment was of course absurd, as it was one of the most diverse rooms I had been in for ages. What he was actually saying was, "There are not many people who look like me," which highlights the challenge of creating more diverse companies— the in-group suddenly finds itself feeling far less comfortable. While the moderator struggled to articulate the question quite a few people were asking—how to better engage white straight men who are cisgender, neurotypical, and without disabilities—I was inspired by Tiernan Brady, Global Director of Inclusion at Clifford Chance. He reminded us that we are all campaigners and that social change campaigns need to be inclusive. We don’t need to beat the other side; there is no other side, just people who have not yet been convinced. Most people aren’t against inclusion; they just don’t feel included, and historically, white straight [..] men haven’t been. People are not the problem; they are the solution. If we allow them to see the solution, they will join the coalition. However, the easiest way to avoid doing something wrong is to do nothing, which can make it difficult to build confidence in this space. Our job is to give people the confidence to be advocates, which means being kind when they make mistakes. I loved Brady's metaphor that a campaign is like a thousand doors. It wasn’t the only metaphor that inspired me. Other favourites included: - “The tech industry continues to poach each other’s diverse talent rather than attracting new talent. It’s akin to shuffling the deckchairs on the Titanic.” — Oona King, Chief DEI Officer, Uber - “[What we do can feel like] pushing a boulder up a hill wearing high heels.” — Oona King - “Our job is to elevate beautiful truths.” — Carrie Adams, Global Head of Inclusion at Reckitt The real value of the event was the networking. I enjoyed meeting many new people, including Andrea Clarkson, Dr. Asif Sadiq MBE, Charlie Magadah-Williams, Ciara Tobin, Claire Lawson, Ishreen Bradley, Lauren von Stackelberg, Liz Burton, Luana Almeida, Nameer Jamillee, Rosie Valentine, Sarah Mills, Stephanie Hinton-James, Tim Robin Reichel, and Yusouf Kaj. It was also wonderful to reconnect with familiar faces like Alan De Bruyne, Asad Dhunna, Cassi Mecchi, Jane English, Kirsty Walker (She/Her), Marcia Williams, Nadya Powell, Sandra Sheahan, Sufia Sheikh-Hussain, Toluwani Farinto, and Wan'gu Chafuwa. Thanks to Mark Baker FRSA for a brilliant event. I hope to be back next year with more men focused on engaging more white straight cisgender neurotypical men without disabilities—this is the biggest opportunity for the industry to truly accelerate change. More than anything, the event made me realise that I am a campaigner. Are you? #DILeaders #Diversity #Inclusion #EngagingMen #CreatingChange

Countdown to the International Women’s Day 2024! 👩🚀   In my countdown to March 8th, the third topic I would like to address is DE&I 3.0. 🔔 Tue. was about having role models, Wed. about how to foster inclusion. Today is about what organisations can do to make a big shift to DE&I 3.0, creating business value out of diversity. 💼 My tips are based on my certification in Diversity Management, alongside a vast experience from different People-roles over the years.   Here are some reflections on what it takes. 💡 DE&I level 2.0: The foundation is an organisational culture of inclusion and belonging. When all employees can be their true selves at work in a safe space, only then it is possible to bring all your unique experiences and viewpoints to the table. 💚   One approach to achieve this is to use David Livermore’s model for Cultural Intelligence, read more about that here: Leading with Cultural Intelligence - David Livermore   With Livermore’s approach, we will be able to adjust our behavior to better function in a cross-cultural context. This will help the organisation’s ability to make our individual differences our strength. 🤲   DE&I level 3.0 To get true value out of diverse teams, you need to bring forward both the visible and secondary/hidden diversity. This diversity of thought should be used be better at challenging status quo, create new or better products and services, get better outcomes with a broader range of ideas etc. i.e. enhanced value creation. 💐   -         This requires leaders that are good diversity managers. Otherwise, this is an untapped potential! -         Diversity should be a part of the strategy, not a project on the side -         Consider where in the core processes it is super important to have diversity   Then, consider the need to have change agents to nudge, make sure you have visible role models and be aware of unconscious biases stopping what we want to achieve. Clear (and bold) KPIs will influence how fast we get there. ✨   When do we know we are closer to DE&I 3.0? Here is a small check list! ✅   -         Diversity is integrated in the strategy and the way of working, as a source for increased value creation -         The competence and perspectives from a diverse workforce are used to optimize performance -         Employees in minority groups express a strong sense of inclusion and feeling of belonging   Organisations are by default conservative and resistant to change, it is important to have a structural approach. Do not leave diversity or gender equality to chance. 👊 It takes many bold moves and the right decisions every day. It is both a sprint and a marathon. 🏃♀️ To stay competitive in an VUCA, global world, it is however crucial to get there, to be a future proof organisation with a competitive edge in the market. 🏹  #deloitte #inspireinclusion Wenche Almnes Tina Ødegård Will Smith Cecilia Flatum Ina T. Pettersen Hanne Viktoria Kvalheim Marius Basteviken Mats Nordal  

At the inaugural UnderOne Festival which I attended last week I was most inspired by the panel on 'Crafting Global Supplier Diversity Strategies'. The panel on 'Crafting Global Supplier Diversity Strategies' at the UnderOne Festival provided a unique perspective that enlightened me. It's not often that we delve into the advanced conversation of supporting minority-owned businesses outside of North America. This talk solidified some of my questions about systemic and institutional barriers and provided insightful answers. This is the first time I've seen this topic discussed at a D&I conference in the UK - as they are almost always focused on employee diversity and inclusion issues or strategies. In this panel, Mayank Shah and Chris Williams (CBRE) were expertly hosted by Pauline Brandt. Congratulations to the team at UnderOne Festival for their dedication to talking about something unique. Here are some of my conclusions: 💡 Diverse suppliers need to know and learn about what a business wants to procure. 🛒 In the UK we are 'stuck' in the procurement process, but it is not the only place where deals can be done. 🎮 There are suppliers that play the system - i.e. are not truly minority owned AND operated. 👯 As with all aspects in EDI, starting with the 'I' (inclusion) vs just the D is critical when thinking about 'supplier diversity strategies'. 🔇 MSDUK plays a critical role as an advocacy group in helping minority suppliers make that entry point which is so very difficult to navigate. 💰 Businesses that wish to procure business from a more diverse range of suppliers need to start looking at the barriers within their own systems, including payment terms that are simply unfeasable for most small businesses.

💜 Happy International Women's Day. May your day be filled with love, respect and recognition! At Royal Mail I'm fortunate to work alongside and be led by a Team of inspirational women. Earlier this week I enjoyed some time with Lisa Scales, who shared her journey to Talent Acquisition Director. My career journey in Talent Acquisition and HR technology has spanned nearly three decades from foundational roles across agency, vendor, and in-house settings to building a leading ATS platform culminating in leading large teams in senior leadership positions at Severn Trent, Nestlé, and Royal Mail. This path was carved through hard work, the ability to build brilliant relationships at a senior level and having a keen understanding of market needs. Its not enough just to be a good practitioner but you need the softer skills that sit around the technical skills. 'Why RMG?’ I like businesses in a transformative state – Royal Mail is a changing business based on the consumer demands changing as the nation increasingly defaults to online and traditional letters by post is in decline – this presents itself with a huge opportunity as the 500 year old business set up by Henry VIII (!) has to change and one of the big pulls for me was being able to influence and have impact with a household brand but one with such scale was attractive to me! With 120,000 employees across nearly 2000 locations across the whole of the British Isles and absolutely the fabric of British life is part of the challenge and with that comes great responsibility for ensuring we are attracting the right talent in the right place and the right time. In the past 12 months we've hired over 50,000 people (mix of contingent & permanent workforce) – there are only a few organisations a Talent Acquisition Director gets to do that type of work so I feel so proud to be in the position I am. On my journey to senior leadership, I've embraced the mantra of being curious about everything/diving into every opportunity to sharpen my skills/keep up with the latest in my field. Creating a tapestry of relationships with mentors, sponsors, and peers has been a cornerstone of my growth, offering not just guidance but real friendship and support. Facing setbacks, I've learned to bounce back with resilience, viewing each challenge as a steppingstone rather than a roadblock. Speaking up for myself, celebrating my wins, and sharing my goals openly have been crucial steps in making my ambitions known but also staying grounded, humble and working with high levels of integrity is the key to gaining respect from others. And amidst the hustle, I try to ensure I put my own oxygen mask on first, knowing that to lead others well, I must first take care of myself, finding joy and gratefulness in the little things and ensuring I recharge and reflect. We have lots of exciting opportunities accross the business, and would love to welcome more women into RMG! https://lnkd.in/eqPkkhsP #iwd2024 #rmg #pfw

This week I had the pleasure of joining the Seramount Multicultural Women's Conference to speak with fellow leaders about diversity, inclusion, talent development, and our opportunities to continue making critical progress.   It was a unique moment for me, two decades after I helped support the leaders who envisioned and created the conference. I'm so encouraged by how far the work and the conversation has come, yet I am also reminded that we still have so much to do.   My fellow panelists were provocative and insightful as they reflected on the diversity & inclusion work and talent development trends. Dr. Angela Anderson when answering a question on self-care reminded the audience to never prioritize those for whom you are replaceable over those for whom you are NOT replaceable. Tiffany R. Warren reinforced the neuroscience of inclusion and the connection between the experience of being excluded and the experience of physical pain. Assil Omar talked about the importance of sponsors to learning, and to sharing the candor that helps people advance and navigate workplaces. And Olga Iris Otero- Brown reinforced the need to create space for people to be safe and heard in order for companies to innovate and deliver for customers while working through challenging times.   I took away so many insights from the experts, speakers, and attendees across the event—maybe some of these will be useful to you too, in your journeys and your work: 💡 Aspiring allies, we need to be informed before we act. 💡 As D&I professionals we must focus on the systems, strategies, and sustainability of the work in addition to the programs. 💡 One of the most important strategies for individuals seeking to continue growing and developing their careers is to ask precise questions of managers and leaders that will allow you to build a skills-and-experiences plan that helps you compete for the jobs you want now or in the future.   I also had the chance to connect with fellow Microsoft employees in Chicago who continue to inspire me and this industry forward. Feeling grateful for these connections and learnings!

“In the fast-paced world of business, staying ahead of the curve requires more than just traditional strategies and tactics. It requires a commitment to embracing diversity and fostering inclusion within our organisations. While diversity and inclusion may be seen as moral imperatives, they also make strong business sense. Let's delve into the research and case studies that highlight the tangible benefits of diversity and inclusion in driving business success.”

Despite decades of diversity policies, progress remains slow. This raises the question: How can Diversity and Inclusion (D&I) be implemented in organisations in a sustainable and long-term way? As the D&I team together with Christin Drüke and Tabea Rösler at Forvis Mazars in Germany, we are constantly exploring this question. To develop a better understanding and to bring together our different perspectives, we have introduced a monthly exchange meeting. Topics include the emerging field of diversity management, as well as legal frameworks, such as the introduction of the "Act on Equal Participation of Men and Women in Management Positions" (Zweites Führungs­positionen-Gesetz - FüPoG II) in Germany. To initiate these regular meetings, we began by discussing the Harvard Business article "Getting Serious About Diversity: Enough Already with the Business Case" by Robin J. Ely and David Thomas, who have been researching this topic since the 1990s. Overall, we have identified four ways to make D&I sustainable and the role of leaders in achieving this objective. View the article here: https://lnkd.in/gGnhubmp

   🌟 Celebrating International Women's Day with a Staff Spotlight! 🌟     A brand is more than just its manager, and as Commonwealth Concepts’ (CWC) Brand & Marketing Manager, Ms Marian Ho knows it best. Having participated and overseeing numerous campaigns, she highlighted the importance of synergy between the ops team, chefs, purchasing and marketing teams. Each an important cog in CWC working in tandem that successfully launched Fireplace by Bedrock and Ginkyo by Kinki. Marian’s success story did not come overnight. Together with the insights from annual town halls and the guidance of her boss and mentor Betty, Marian continuously hones her leadership skills and adjusts her approach accordingly to meet goals set by the company and herself. Marian now manages a team and an entire brand portfolio, from just three brands when she started four years ago – not an easy feat. When asked how she maintains a work-life balance, Marian – married for one and a half years – reiterates the importance of routine and switching off from daily tasks, choosing to wind down by reading and praying before turning in for the night. “It doesn’t take a lot but just a conversation and a smile is good enough”. Gestures however big or small makes a difference on every level of social and professional interaction. Marian believes that alongside empathy, what makes an organisation continue to be a conducive environment for each of its employees are the people that makes up the company itself. How everyone should continue to celebrate each others’ occasions, embrace wins and huddle together to get through tough times. In celebrating International Women’s Day, Marian urge women to continuously uplift and learn from one another. Capitalise on the power of the pack and strengthen the chain that makes women an undeniable and unyielding force in the world. Happy International Women’s Day! 

🔊 It's About Championing Differences and Building Relationships 🔊 Chief Diversity Officer (CDO) - C-Suite role which is becoming more common with over 50% of Fortune 500 companies having the role as part of their organization. A CDO understands and appreciates differences. The following dimensions are incorporated into the work culture: Class Ethnicity Gender & Gender Identity Income Mental & Physical Abilities / Characteristics Race Religion Sexuality 💡 What can you do to incorporate the principles and strengthen your work culture?