In the context of the news this week, we find ourselves in another pivotal moment. Not only is it Climate Week, but the U.S. faced yet another racial injustice in Breonna Taylor’s court ruling. Today’s newsletter addresses these issues and how they, and so many other issues of today, intersect.
With racial injustice at the forefront of the American conversation, Aflac CEO Dan Amos joined a group of insurance regulators to discuss how the industry can become more diverse and inclusive.
Dan Amos, CEO of Aflac, said that fair insurance practices start with diverse insurance organizations.
“There should never be unfair discrimination,” said Amos. “But the culture of the company can make sure it doesn’t happen — or at least they stop it if they see it happen.”
Insights into how leaders can set LGBT+ employees up for success from Accenture’s Christine Rauh, Managing Director and Global Pride Network Co-Sponsor
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The rainbow flag of Pride continues to spread its colors, and as we celebrate the unity and determination of people across the world striving for equality, we must also remain laser-focused on the road that lies ahead.
As a company, ON Semiconductor is continuing their journey of learning and growing as allies within their global communities. One of the things that makes the company unique is their desire to strive for continuous growth, improvement and support of each other, regardless of race, ethnicity, national origin, sex, age, sexual orientation, disability, veteran status, political affiliation or gender identity.
The Mansfield Rule is designed to diversify leadership in the legal profession. The original concept emerged in 2016 from a Diversity Lab Women in Law hackathon, challenging law firms to affirmatively consider women and people of color as at least 30 percent of the candidate pool for leadership and governance roles, equity partner promotions, and lateral positions.
Do you wonder what it’s like to be LGBTQ+ at Moody’s? Join us to hear from EMEA employees about our inclusive culture and their experiences in our impactful organization!
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Moody’s is a global integrated risk assessment firm that empowers organizations to make better decisions. Our data, analytical solutions and insights help decision-makers identify opportunities and manage the risks of doing business with others. We believe that greater transparency, more informed decisions, and fair access to information open the door to shared progress. With over 11,000 employees in more than 40 countries, Moody’s combines international presence with local expertise and over a century of experience in financial markets.
Culture, working conditions, wages, diversity—all these matter for women seeking a workplace that fosters respect, equity, and opportunity. Based on these criteria and more—Forbes has named Booz Allen to its Best Employers for Women List for 2020.
International Paper created Employee Networking Circles (ENCs) as voluntary, company sponsored employee groups that focus on creating an engaged, inclusive, collaborative and diverse workplace. ENCs are the result of extensive collaboration across the organization to identify the best way for our employees to participate in creating an inclusive environment; support each other; have a connection with other employees in their business, function staff group or facility; and support company business goals and objectives.
As we continue our Porter Novelli Purpose Tracker series, one thing has continued to be confirmed through our research: employees must be an essential stakeholder – not only during the current crisis, but always.
The COVID-19 pandemic and continued social unrest have made it clear that now, more than ever, companies must not only protect the health and safety of employees – but allow them to thrive while at work and in their homes.
More than 1.8 million young LGBTQ+ people consider suicide every year in the United States, according to research by The Trevor Project.
The nonprofit is the world's largest suicide prevention and crisis intervention organization for LGBTQ+ youth.
Shira Kogan, Senior Corporate Development Manager at The Trevor Project, has been with the organization since April 2018. She joined The Trevor Project because of her personal and professional passion for LGBTQ+ and mental health advocacy.
