Parity.Org

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

As the following HBR article explains, people tend to resist DEI efforts because they are feeling one of three common types of psychological threat—which, in turn, leads to one of several several types of resistance. Read on to learn more, including evidence-based suggestions for overcoming these psychological barriers and regaining buy-in for your important work: https://hubs.li/Q02zSY5Y0

Named one of our 2024 Best Companies for Equal Advancement Opportunity, Advocate Health understands that certain demographics are more likely to bear the brunt of caregiving responsibilities, disadvantaging them at work. The company has taken proactive action to mitigate this growing challenge and create a more level playing field. Learn more at https://hubs.li/Q02ztZNp0. Kinneil Coltman, DHA

Named one of our 2024 Best Companies for Equal Advancement Opportunity, The Clorox Company takes an intentional approach to ensuring that every employee is rewarded fairly for their contributions. Learn more at https://hubs.li/Q02zFZws0. Shanique Bonelli-Moore

Some good news in the midst of all the political bluster and mis-information regarding the goals and benefits of creating an inclusive, equitable, and diverse workplace. In November 2023, Littler surveyed hundreds of CEOs, CLOs, and CDOs from a cross-section of companies and industries, and found that the vast majority of them remain firm in their commitments to IE&D. More than half are actually increasing their investments while just 6% are cutting back. At the end of the day, most leaders know that creating a level playing field is only fair, and that creating a diverse workforce is good for business. To read the survey report, visit: https://hubs.li/Q02zT9Mj0

Named one of our 2024 Best Companies for Equal Advancement Opportunity, Foley Hoag LLP was founded on the principles of inclusion and equality--and those values continue to fuel the firm's success. Learn more about our Best Companies list at https://hubs.li/Q02zFZJC0.

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.