5 Things / Ratios
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Last week I wrote about how some prestigious MBA programs have achieved gender parity among female and male students. A reader responded: “Having 50% women and 50% men means nonbinary and other gender diverse people are excluded because we don't fit in these options. While it's important to recognize when women have equitable opportunities, it's also important to acknowledge that we need to change how we measure gender ratios given the increase in gender exploration and identities.”
I completely agree and it's true that the data didn’t take non-binary people into account. Some companies are doing a nice job of including non-binary in their representation goals, often by lumping them in with women, like Salesforce. Others, like Baker McKenzie set targets of 40% women, 40% men, and 20% flexible (women, men or non-binary persons). Despite any resistance you might face, please keep setting representation goals, btw! Here’s some fresh data from Blackrock to help you make the case.
The reader went on to add: “Trans men and women encounter different barriers than cisgender men and women. We need to address those barriers as well as include nonbinary and gender diverse people to reach equality.”
It’s a great reminder as we kick off Transgender Awareness Week. (And yes, we can help. :-))
Here Are This Week's Good Vibes:
AT&T offers paid caregiver leave
AT&T is offering a standout benefit among U.S. companies: 15 days of paid caregiver leave for management employees. This initiative acknowledges the 'sandwich generation' caught between caring for children and aging parents. It's a significant step, especially in a country without federally mandated paid family leave. With 15% of management staff already utilizing it, averaging 4.1 days, it shows a corporate recognition of the evolving needs of the workforce, potentially setting a trend for supporting employees' family responsibilities without sacrificing their restorative vacation time.
Every employee at Microsoft sets DEI goals
At Microsoft, all employees are required to “set a diversity-related development goal in annual performance reviews”, and the result is a 270% uptick in voluntary DEI learning. This is called the DEI Core Priority, and every employee can shape it to their own goals. Middle managers model this for everyone and their buy-in is pivotal in creating a truly inclusive culture, echoing the idea that change doesn't just start at the top; it's lived in the middle. This shows how holding all employees accountable for diversity goals can transform DEI from intent to impact.
Walmart’s set sensory hours each day
Walmart is dimming the lights, turning off music, and putting a static image on its TVs every morning at 8am to offer a sensory-friendly shopping experience. Starting Nov. 10, this inclusive move, informed by positive pilot feedback, particularly supports neurodiverse individuals. Now, of course, this has business implications: it potentially increases and prolongs visits, especially among those with sensory sensitivities. Still, this shift towards inclusive environments is becoming a key differentiator in retail, aligning customer care with smart business strategy.
Common App makes it easier to go to college
Common App offers “direct admissions” to 70 member colleges. This is a game-changer, especially for first-generation and low- to middle-income students, and is one of the creative solutions to the overturning of affirmative action. Over 200,000 students will receive offers this month. This is a significant step toward leveling the educational playing field as it directly counters the discouraging trend of declining college enrollment among these demographics. In its most recent pilot, 33,000 students were offered admission at 14 participating institutions, 800+ students accepted, with strongest results among BIPOC students.
NYC Marathon gets lactating-parent friendly
The NYC Marathon stepped it up for running parents with lactation stations and a service that allowed runners to transport personal nursing pumps from the start area on Staten Island to the finish area in Central Park. Inside the tents, runners had access to private spaces and hand pumps. It's a big leap for inclusivity, normalizing the juggling act of parenting with personal passions. For the 1 in 5 runners who are parents, this move is more than a convenience; it's a signal that their roles as caregivers are acknowledged and respected in the sporting arena.
This Week’s Call to Action:
Tomorrow (Sunday) is the main celebration in Diwali, the festival of lights celebrating the Indian New Year. Learn about Diwali and how to acknowledge/recognize it with this LinkedIn post from our good friends at Seva Global.