Desenvolvendo a estratégia global de diversidade

HOTÉIS VERDES GLOBAIS.
O padrão da indústria para melhorar o desempenho ambiental do hotel.
Green Hotels Global, Vencedor do Prémio do Projeto ICARUS 2013 de Outstanding Achievement.
Ian Lipton, presidente e diretor de operações da The Carbon Accounting Company, realiza o Prêmio de Realização do Projeto ICARUS 2013 no jantar de gala da Fundação GBTA nesta semana. O prêmio foi apresentado em reconhecimento ao programa Green Hotels Global da empresa.
Nova York, NY - A Carbon Accounting Company foi premiada com o Prêmio ICARUS de Melhor Desempenho de 2013 da Global Business Travel Association por sua ferramenta de medição ambiental global Green Hotels.
Este prêmio reconhece as empresas por demonstrarem um excelente desempenho em princípios-chave de sustentabilidade.
A Green Hotels Global mede e apresenta dados ambientais específicos sobre propriedades em milhares de hotéis em todo o mundo, incluindo pegadas de carbono e água durante a noite e no quarto, taxas de desvio de resíduos e outras métricas de desempenho ambiental. Esses dados são disponibilizados prontamente e gratuitamente para gerentes de viagens, planejadores de reuniões e agentes de sustentabilidade corporativa.
"Estamos honrados com este reconhecimento", disse Ian Lipton, presidente e diretor de operações da The Carbon Accounting Company.
"Dados ambientais estão sendo solicitados por um número crescente de empresas globais em seu processo de seleção de hotéis", disse Lipton. “Essas empresas estão usando nossos dados para rastrear suas pegadas de carbono e água do uso transitório de hotéis e reuniões e eventos. Hotéis que divulgam essas informações através de nossa plataforma já estão vendo um aumento nos negócios ”.
Para obter mais informações sobre o Programa de Prêmios Extraordinários de Realização do Projeto ICARUS, visite: gbta / foundation / ICARUS / Pages / Awards. aspx.
Para mais informações sobre a Green Hotels Global, visite: greenhotelsglobal /
Green Hotels Global na lista de finalistas do 2013 Prêmio de Realização em Destaque do Projeto ICARUS da América do Norte.
A Green Hotels Global, a ferramenta de medição e benchmarking de sustentabilidade ambiental da Carbon Accounting Company, foi selecionada para o Prêmio de Realização do Projeto ICARUS na América do Norte 2013. Reconhecendo as empresas por demonstrarem um excelente desempenho na entrega dos princípios-chave da sustentabilidade em seus produtos e serviços, o prêmio será entregue no Jantar de Gala e Jantar da Global Business Travel Association na segunda-feira, 18 de março de 2013, no Marriott Marquis em New Iorque.
Para mais informações sobre o Projeto ICARUS, por favor clique aqui.
Lidando com viajantes com múltipla sensibilidade química.
18 de outubro de 2012.
Recebi uma ligação na semana passada de uma mulher preocupada com a disponibilidade de lugares para ficar nos Estados Unidos que são "seguros" e "seguros". para viajantes como ela que têm sensibilidade química múltipla (MCS). Ela me disse que em sua mais recente estadia no hotel, seu corpo reagiu tão mal ao seu quarto de hotel que precisou passar a noite inteira sentada no saguão. Você pode imaginar o quão desconfortável ela deve ter se sentido? Pelo menos para ela, o hotel definitivamente não era um ambiente hospitaleiro. Você já teve que lidar com convidados com o MCS? Como você lidou com a situação? Neste momento, os viajantes com MCS têm poucas opções quando se trata de encontrar um lugar para ficar onde suas necessidades são atendidas. Há um diretório on-line e impresso chamado Safer Travel Directory, que tem aproximadamente 600 listagens, mas é um número pequeno quando comparado aos 50.000 estabelecimentos de hospedagem nos Estados Unidos.
Eu certamente não sou um especialista em MCS, mas há algumas coisas simples que você pode fazer para, pelo menos, começar a minimizar os riscos para os viajantes mais vulneráveis ​​a produtos químicos. Oferecer um ambiente 100% não fumante é fundamental. Isso também significa retirar o resíduo de fumaça de terceira mão daqueles quartos que antes eram quartos para fumantes. Usando produtos de limpeza naturais sem fragrâncias ajuda. Não use purificadores de ar. Evite, se possível, móveis ou qualquer outro item que tenha o potencial de liberar formaldeído ou outros produtos químicos tóxicos. Use tintas, colas e selantes de baixo ou nenhum VOC. Evite usar produtos de lavanderia perfumados. Ofereça aos seus clientes a opção de produtos de cuidados pessoais sem perfume. Reserve alguns quartos que não possuem carpete. Tapete é uma casa para poeira, sujeira e outros detritos. Evite pesticidas e herbicidas. Limpe seus sistemas de aquecimento e resfriamento, juntamente com seus filtros, regularmente. Filtre o cloro da água do chuveiro. Forneça opções de cama orgânica. Estes são apenas alguns exemplos que vêm à mente.
Você tem que fazer isso em todos os quartos? Certamente não. Mas por favor, comece a acomodar os viajantes com MCS. Não há absolutamente nenhuma razão para um hóspede ter que passar a noite inteira sentado no lobby de seu hotel porque o quarto que você ofereceu não é saudável. Seus pensamentos?
Artigo da Green Lodging News.
Denise Naguib Apoia a Sustentabilidade, Diversidade de Fornecedores para a Marriott International.
Título: Vice-Presidente de Sustentabilidade e Diversidade de Fornecedores.
Organização: Marriott International, Inc.
Principais responsabilidades: “Lidero a estratégia de sustentabilidade para operações globais e conduzo a sustentabilidade através dos processos de design e desenvolvimento. Eu também sou o principal comunicador para nossos clientes de nossos esforços de sustentabilidade. ”
A realização mais significativa relacionada à sustentabilidade da empresa até o momento: “Nosso progresso na implantação da Green Hotels Global, [um painel on-line de sustentabilidade ambiental]. Anteriormente, não tínhamos visibilidade das iniciativas ambientais de cada hotel individualmente. O sistema está em vigor em 2.100 hotéis a partir de hoje ”.
O desafio mais significativo relacionado à sustentabilidade da empresa: “No nível de hotel individual, ajudar cada hotel a obter um melhor número de pegada de carbono [conforme relatado como parte do Green Hotels Global]. Há lugares onde os hotéis não têm acesso a energia limpa. ”
BETHESDA, MD - Denise Naguib quase sempre foi uma ambientalista. Crescendo no Egito, ela admirava a beleza do Mar Mediterrâneo e do Mar Vermelho. Na idade de 11 anos, depois que ela se mudou para o Oregon, ela escreveu uma carta ao governador do estado para relatar suas preocupações sobre o corte claro. Hoje, depois de uma carreira com várias reviravoltas, Denise é uma das campeãs verdes mais influentes do setor de hospedagem, como vice-presidente de Sustentabilidade e Diversidade de Fornecedores da Marriott International.
Denise concentra-se no lado das operações do setor hoteleiro e se reporta ao vice-presidente sênior de Design e Desenvolvimento para Operações Globais da Marriott. Quando não está viajando para eventos do setor ou outras reuniões, ela trabalha em vários projetos. Ela foi a especialista no mais recente Relatório de Sustentabilidade da Marriott e recentemente ajudou a implementar um programa de reuniões ambientalmente responsável para a marca The Ritz-Carlton.
Denise está desempenhando um papel fundamental na criação da ferramenta Green Hotels Global, um painel on-line de sustentabilidade ambiental (desenvolvido e gerenciado pela The Carbon Accounting Co.). O sistema coleta dados e calcula a pegada de carbono de cada hotel Marriott de acordo com as novas diretrizes do setor. Ele também calcula a pegada hídrica e a taxa de desvio de resíduos de cada hotel e mantém uma lista abrangente das práticas ambientais de cada hotel.
Ferramenta será padrão da marca.
Denise diz que atualmente existem 2.100 propriedades Marriott que concluíram o processo de criação do painel. Todas as cerca de 3.700 propriedades estarão no sistema até março de 2013. A utilização da ferramenta Global da Green Hotels será um padrão de marca para todas as propriedades da Marriott.
Nos últimos 18 meses, Denise e outras empresas da Marriott têm trabalhado com a MindClick SGM em apoio ao MindClick Hospitality Sustainability Performance Index (Índice HSP de Sustentabilidade da Hospitalidade). O Índice HSP mede a responsabilidade social corporativa dos fornecedores, as operações ambientais e os esforços de sustentabilidade do produto. A Marriott acaba de anunciar que gastará 75% de seu orçamento de móveis, utensílios e equipamentos (FF & E) 2013 com fornecedores que fazem parte do Índice.
“Sabemos que para conseguir mais fornecedores no sistema de classificação (atualmente existem 23 fornecedores, duas empresas de arquitetura / design, três empresas compradoras e uma outra empresa participante), precisávamos colocar uma participação no terreno”, disse Naguib. diz. Até agora, o Marriott é a única marca de hotel que se comprometeu a usar o Index.
Forte histórico de suporte a diversos fornecedores.
Garantir que a base de fornecedores da Marriott seja tão diversificada quanto possível também faz parte do trabalho de Denise. Seu objetivo é conseguir que fornecedores com diversos recursos façam lances nos negócios da Marriott. Ela diz que vai contratar uma pequena equipe de funcionários para apoiar esse esforço. A Marriott deu muita atenção à diversidade de fornecedores no passado. A Marriott é um membro corporativo ativo de organizações multinacionais que apóiam o desenvolvimento de fornecedores diversos e historicamente excluídos e colabora com empresas como a Avendra para ajudá-lo a atingir suas metas de diversidade de fornecedores. De acordo com o recente Relatório de Sustentabilidade da Marriott, ela gastou quase US $ 4 bilhões na última década com diversos fornecedores.
Antes de trabalhar em sua posição atual, Denise trabalhou como diretora sênior de Sustentabilidade para a Marriott. Anteriormente, ela foi diretora corporativa de Programas Ambientais da The Ritz-Carlton Hotel Company e liderou a estratégia ambiental da marca. Ela começou com o Marriott em 2005, quando se mudou para as Ilhas Cayman para implementar o programa Ambassadors of the Environment, de Jean-Michel Cousteau, no The Ritz-Carlton, Grand Cayman. O sucesso do programa levou a The Ritz-Carlton Hotel Company a assinar um contrato de 10 anos com Jean-Michel Cousteau para implementar esses programas em várias propriedades em toda a marca. Denise é uma Associada LEED Green e está buscando o Profissional Acreditado LEED para Edifícios Existentes.
Quando perguntada sobre o que ela mais gosta em seu trabalho, Denise diz: "Adoro ter a capacidade de educar e influenciar líderes em torno do tema da sustentabilidade".
Artigo da Green Loding News.
Marriott aproxima-se da ferramenta global Rollout of Green Hotels.
Pela segunda semana consecutiva, participei de uma cerimônia de inauguração do hotel - desta vez o TownePlace Suites Denver Airport, no Gateway Park, no Colorado. O hotel é a primeira propriedade do TownePlace Suites a abrir como parte do Programa de Volume LEED da Marriott International. Não deixe de conferir o comunicado de imprensa e o relatório do blog para saber mais sobre o hotel. É um projeto interessante e em ótima localização.
Enquanto participava da cerimônia, tive a oportunidade de me sentar com algumas pessoas do Marriott para acompanhar seu progresso ecológico. A primeira notícia, conforme citada no recente Relatório de Sustentabilidade 2011-2012 da Marriott, é que a Marriott está no caminho certo ao lançar sua ferramenta Green Hotels Global, um painel on-line de sustentabilidade ambiental (desenvolvido e gerenciado pela The Carbon Accounting Co.) . O sistema coleta dados e calcula a pegada de carbono de cada hotel de acordo com as novas diretrizes do setor. Ele também calcula a pegada hídrica e a taxa de desvio de resíduos de cada hotel e mantém uma lista abrangente das práticas ambientais de cada hotel.
Segundo Denise Naguib, vice-presidente de Sustentabilidade e Diversidade de Fornecedores da Marriott, existem atualmente 1.950 propriedades Marriott que concluíram o processo de criação de painéis. Todas as cerca de 3.700 propriedades estarão no sistema até março de 2013. A utilização da ferramenta Global da Green Hotels será um padrão de marca para todas as propriedades da Marriott.
Relatórios estarão disponíveis on-line.
Recebi um relatório de painel de amostra e a lista de perguntas é abrangente - abordando tudo, desde o uso de dispositivos elétricos de baixo fluxo até a compra local de alimentos. Eventualmente, os relatórios do painel estarão disponíveis para todos os viajantes e estarão disponíveis em diferentes locais on-line, mas a atenção inicial será dada para tornar os relatórios disponíveis para planejadores de reuniões e profissionais de viagens de negócios. Quarenta e dois clientes Marriott, que representam US $ 1,5 bilhão em negócios, tomarão suas decisões de viagem com base na disponibilidade de dados do tipo Green Hotels Global.
Enquanto uma riqueza de informações para os que estão fora do Marriott, as informações coletadas no nível da propriedade individual também serão um grande ganho para a Marriott, de um ponto de vista de benchmarking e desempenho de propriedade. Inicialmente, o Marriott está tentando obter pelo menos seis meses a 12 meses de dados nos relatórios. Com o passar do tempo, as propriedades poderão monitorar facilmente seu próprio progresso (ou a falta dele) e também dar uma olhada em como seus colegas em sua própria marca ou fora de sua marca estão se saindo. Como empresa, a Marriott poderá identificar as melhores práticas e áreas que precisam de atenção.
A Marriott já está aprendendo com a abordagem sistemática que está adotando em relação à sustentabilidade e a contribuição que recebe das propriedades individuais. Por exemplo, Naguib diz que a Marriott descobriu inconsistências na execução de programas de linho e reutilização de terry. Como resultado, a educação e o treinamento de associados foram desenvolvidos e a Marriott lançará uma nova versão de seu programa de linho e reutilização no próximo mês.
Curiosamente, perguntei a Naguib se a Marriott tem ou não a intenção de oferecer programas que recompensem os hóspedes por optarem por serviços de limpeza - parecidos com o que empresas como a Starwood estão fazendo - e ela disse que não. Minha impressão foi de que a Marriott não quer tirar horas de seus associados. Nem quer ter que lidar com a imprensa negativa que pode acompanhar os cortes de mão-de-obra.

Os conselhos da FTSE "não reflectem a diversidade étnica do Reino Unido"
2 de novembro de 2016.
Compartilhar.
A Parker Review relata seus resultados e recomendações.
Cada diretoria da FTSE 100 deve ter pelo menos um diretor de cor até 2021 e cada diretoria da FTSE 250 até 2024, de acordo com o relatório da The Parker Review, Beyond One by 21, lançado em um evento realizado na sede da EY no Reino Unido hoje.
O relatório revela que dos 1.087 cargos de diretor no FTSE 100, apenas 8% dos cargos são ocupados por diretores de cor, dos quais 1,5% são cidadãos britânicos, apesar do fato de que 14% do total da população do Reino Unido é de um não grupo étnico branco (acima de 2% em 1971).
Sete empresas são responsáveis ​​por mais de um terço dos diretores de cor no FTSE 100, enquanto 53 do FTSE 100 não possuem nenhum diretor de cores. A pesquisa foi realizada em março de 2016 pelo Dr. Doyin Atewologun, da Universidade Queen Mary de Londres, e membro visitante da Cranfield School of Management.
Além de um, 21 observa que a população do Reino Unido e sua força de trabalho mudaram drasticamente nos últimos 40 anos e continuarão a fazê-lo. O relatório estima que o Reino Unido será o país mais diversificado da Europa Ocidental até 2051, com mais de 30% da população deverá ser composta de pessoas de minorias étnicas ou de origem migrante.
Sir John Parker, que foi nomeado em 2015 para presidir a revisão liderada pelo setor, disse: “As diretorias das empresas líderes britânicas não refletem a diversidade étnica nem do Reino Unido nem das partes interessadas que eles buscam engajar e representar. A representação de minoria étnica nas salas de reuniões do FTSE 100 e 250 é desproporcionalmente baixa.
& ldquo; Muitos líderes empresariais concordam que os conselhos que adotam a diversidade de gênero e étnica se beneficiam em sua tomada de decisão, utilizando uma série de habilidades, experiências e opiniões diversas. Esperamos que as recomendações feitas para consulta aumentem a conscientização sobre o crescente conjunto de talentos na comunidade étnica e ajudem a fortalecer as salas de diretoria em todo o Reino Unido e manter a Grã-Bretanha corporativa na vanguarda dos negócios globais ”.
A Revisão faz uma série de recomendações para consideração, para preparar melhor as empresas do Reino Unido a longo prazo e ajudar a manter sua posição como líderes globais, incluindo:
Aumentar a diversidade étnica dos Conselhos do Reino Unido.
Cada diretoria da FTSE 100 deve ter pelo menos um diretor de cor até 2021 e cada diretoria da FTSE 250 até 2024. Os comitês de nomeação de todas as empresas FTSE 100 e 250 devem exigir que suas equipes de recursos humanos ou empresas de busca (conforme aplicável) identifiquem e apresentem pessoas de cor a serem consideradas para a nomeação do Conselho quando ocorrerem vagas. Os princípios relevantes do Código de Conduta Voluntário Padrão para empresas de busca de executivos, no contexto do recrutamento baseado em gênero, devem ser estendidos para se aplicar ao recrutamento de candidatos étnicos minoritários como diretores do Conselho de Administração das empresas FTSE 100 e 250.
Desenvolvendo candidatos para o pipeline e planejando a sucessão.
As empresas FTSE 100 e 250 devem desenvolver mecanismos para identificar, desenvolver e promover pessoas de cor em suas organizações para construir um canal de candidatos com capacidade para o conselho e seus níveis gerenciais e executivos refletem adequadamente a importância da diversidade para sua organização. Liderados por presidentes de diretoria, os diretores do FTSE 100 e 250 existentes devem orientar e / ou patrocinar pessoas de cor em suas próprias empresas para assegurar sua prontidão para assumir posições de gerência sênior ou executiva internamente, ou posições não executivas do conselho externamente. As empresas devem encorajar e apoiar candidatos de diversas origens, incluindo pessoas de cor, para assumir funções internas da diretoria (por exemplo, subsidiárias) quando apropriado, bem como funções de diretoria e fiduciário com organizações externas (por exemplo, fundos educacionais, instituições de caridade e outros não). para papéis lucrativos). Essas oportunidades darão experiência e desenvolverão habilidades de supervisão, liderança e mordomia.
Melhorar a transparência e divulgação.
Uma descrição da política de diversidade do Conselho deve ser estabelecida no relatório anual de uma empresa, e isso deve incluir uma descrição dos esforços da empresa para aumentar, entre outras coisas, a diversidade étnica dentro de sua própria organização, Nível da diretoria. As empresas que não atenderem às recomendações de composição do Conselho até a data relevante devem divulgar em seu relatório anual por que não conseguiram alcançar a conformidade.
Sir John acrescentou: “Este não é um exercício de tokenismo; As recomendações são sustentadas por uma forte lógica industrial e pela necessidade de as empresas do Reino Unido serem competitivas no mercado global, cada vez mais desafiador.
Os principais impulsionadores comerciais para aumentar a diversidade étnica nos Conselhos do Reino Unido são citados no relatório, incluindo: evitar o "Group-Think", aumentando o valor da marca e a reputação, melhorando o acesso aos melhores talentos e alcançando uma melhor compreensão da cadeia de fornecimento global.
Sir John conclui: "Eu acredito que a diretoria verá nossas recomendações como favoráveis ​​aos negócios, lembrando-nos de nossa necessidade de continuar a ganhar nossa licença para operar na sociedade e como uma iniciativa para ajudar as empresas britânicas a permanecer líderes globais a longo prazo". .
& ldquo; Acreditamos firmemente que as empresas do Reino Unido somente alcançarão sua liderança mais perspicaz e eficaz, e estarão mais bem preparadas para competir na comunidade econômica global, sendo lideradas por um Conselho de Administração composto de homens e mulheres, extraído de uma variedade de etnias, que são capazes de apreciar o impacto da globalização e da diversidade em todas as suas formas em toda a organização. "
Um período de consulta será aberto para comentários a serem feitos. Um relatório contendo as recomendações finais e os resultados da revisão serão publicados em 2017.
A ministra das Relações Exteriores, Margot James, disse: "A sala de reuniões deve refletir a Grã-Bretanha moderna. As empresas farão melhor se aproveitarem melhor o talento disponível e aumentarem a diversidade da sala de reuniões para refletir sua força de trabalho e a sociedade em geral. A análise de Sir John Parker é uma contribuição importante, liderada pela indústria, e aguardo com expectativa os resultados da consulta. & Quot;
Destaque no relatório, a EY implementou um programa de mudança há cinco anos para aumentar a representação da BME em sua parceria, que desde então mais do que dobrou para 8%.
Sanjay Bhandari, campeão de parceria para a estratégia BME na EY, disse: “A diversidade é um objetivo estratégico fundamental para a EY nos ajudar a servir melhor nossos clientes, nossos funcionários e nossas comunidades. Acreditamos que a utilização de um conjunto de talentos mais amplo nos dará uma vantagem competitiva.
& ldquo; Na EY, temos conduzido a representação da BME em toda a nossa empresa, definindo metas públicas, executando programas de patrocínio e de mentoring para construir nosso pipeline e, mais recentemente, implementando o treinamento de liderança inclusiva & rsquo; para mais de 2000 dos nossos líderes empresariais, ajudando a desenvolver ainda mais um ambiente de trabalho na EY, onde a diferença é valorizada.
& ldquo; Estamos fazendo progressos, mas ainda há muito a fazer. Continuamos a colaborar com os outros para criar mudanças e aproveitar o valor de uma força de trabalho verdadeiramente diversificada e inclusiva.
A falta de diversidade na sala de reuniões do Reino Unido não passou despercebida pelo governo, pelo público ou pelos observadores empresariais. Em dezembro de 2014, falando em uma reunião de café da manhã da firma de serviços profissionais EY, o então Secretário de Estado dos Negócios, Sir Vince Cable, instou as empresas britânicas a impulsionarem a diversidade de gênero na liderança do Conselho, chamando a atenção para a ausência de líderes étnicos minoritários em nossas maiores empresas. O presidente da Anglo American plc, Sir John Parker, que havia sido um membro da Davies Review, concordou com Sir Vince Cable que ele iria construir em Lord Davies & rsquo; trabalho em gênero, para reunir líderes empresariais para responder ao desafio da diversidade étnico-cultural. No final de 2015, o então Secretário de Estado dos Negócios na nova administração conservadora, Rt. Hon. Sajid Javid, afirmou o apoio oficial do governo à iniciativa e convidou Sir John Parker para conduzir uma revisão oficial. Esse trabalho também complementaria a investigação, a ser liderada pela baronesa Ruby MacGregor-Smith, sobre a progressão de grupos étnicos minoritários no mercado de trabalho em geral.
A composição do Comitê Diretivo de Revisão, reunido por Sir John Parker, é apresentada no Relatório. Todos os membros deram seu tempo e contribuições voluntariamente. O trabalho do Comitê foi apoiado organizacionalmente pela EY e por Linklaters na elaboração do Relatório. A pesquisa foi encomendada pela Cranfield School of Management, que havia empreendido um trabalho análogo para a Davies Review. A Diretoria agradece as contribuições feitas pelo Institute of Directors e pelo CBI.
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Aqui está tudo o que o Facebook está fazendo este ano para resolver seu problema "patético". números de diversidade.
Diretora global de diversidade do Facebook, Maxine Williams. Facebook Quando o Facebook contratou Maxine Williams como diretora global de diversidade em 2013, a gigante de mídia social estava se aproximando de seu décimo aniversário.
Era hora de um plano mais robusto para conseguir uma força de trabalho que melhor representasse suas centenas de milhões de usuários em todo o mundo e pudesse, assim, atendê-los melhor. Como o resto do Vale do Silício, não era segredo que a equipe do Facebook era esmagadoramente branca e masculina.
Williams estava singularmente posicionada para aceitar o desafio. Em seu papel anterior, ela levou o escritório de advocacia de Nova York White & Case da 47ª maior firma de grande porte dos EUA para o número 1.
Recentemente conversamos com Williams sobre a nova abordagem do Facebook à diversidade e o que ela está fazendo para mudar a maneira como o Facebook se parece e pensa. Ela disse que a empresa está fazendo tudo o que é legalmente possível e dedicando mais recursos do que nunca para enfrentar os desafios.
A entrevista a seguir foi editada para fins de concisão e clareza.
Business Insider: Em que você se concentrou nos últimos dois anos como chefe de diversidade?
Maxine Williams: No começo, estava realmente olhando em volta e tentando descobrir para o que minha equipe e eu estávamos resolvendo, e então contratamos os recursos humanos para impulsionar a mudança. Dedicamos pessoas ao desenvolvimento de estratégias de recrutamento, ao apoio a comunidades internas e, principalmente, à criação de iniciativas de recrutamento.
Porque quando olhamos para os números, você podia ver que se os EUA estivessem prontos, nunca seríamos capazes de preencher os trabalhos que precisávamos preencher no Facebook, independentemente de raça, sexo ou histórico. Simplesmente não havia talento suficiente para a demanda. E então sabíamos que tínhamos que fazer a nossa parte e investir em um pool de longo prazo para tentar torná-lo mais diversificado.
A chefe de diversidade do Facebook, Maxine Williams, lidera uma seção do treinamento de preconceito inconsciente on-line da empresa. Facebook.
BI: O Facebook reformulou seu curso de formação de preconceito inconsciente em fevereiro de 2015 e publicou uma versão pública de uma hora, on-line, em julho. O que isso implica?
MW: O vivo é mais longo e interativo, mas ambos contêm os mesmos elementos. No início, pedimos para as pessoas fazerem um teste de associação implícita (o IAT), que testa vieses em várias categorias demográficas, medindo as associações impulsivas de alguém [Harvard as disponibiliza on-line]. Discutimos os resultados disso e trabalhamos com estudos de caso e situações hipotéticas que mostram vieses inconscientes no trabalho. Temos funcionários discutindo isso em grupos.
É melhor começar fazendo com que os indivíduos cheguem a um entendimento pessoal de seus possíveis vieses e depois trabalhem juntos por meio de exemplos do mundo real.
BI: Quantos dos aproximadamente 12.000 funcionários do Facebook fizeram o curso de treinamento?
MW: Mais de 90% dos nossos líderes seniores e mais de 50% de toda a nossa força de trabalho a adotaram. Tem sido uma prioridade para nós entregar isso e fazer isso globalmente também. A equipe de aprendizado e desenvolvimento a adaptou a cada um dos 30 países nos quais temos escritórios.
BI: O Facebook é único no Vale no sentido de que sua COO, Sheryl Sandberg, e seu CEO, Mark Zuckerberg, têm sido fortes e altamente visíveis em torno de iniciativas corporativas progressistas, incluindo aquelas que abordam tópicos delicados. Qual o efeito disso?
MW: Eu diria que os funcionários sentem orgulho e sentem apoio e conforto. É muito importante ter líderes que realmente liderem e não apenas falem sobre isso. Na verdade levar.
Você faz isso sendo verdadeiro, sendo honesto quando diz isso. Então, sim, Sheryl escreve o livro best-seller "Lean In", mas não para por aí. Nós falamos sobre esses problemas repetidamente no Facebook. Nós lideramos sendo abertos, sendo honestos.
Quando Mark escreveu um post em sua página no Facebook que falava sobre sua esposa ter abortos espontâneos antes de sua gravidez saudável, isso diz: "Você pode ser vulnerável. Isso é humano". E então, quando ele foi público sobre a licença de paternidade e postou uma foto dele sobre ele trocar a fralda de sua filha Max, dizia algo para as pessoas. Então não fazemos isso uma vez.
O CEO do Facebook, Mark Zuckerberg, tem sido vocal sobre essa vida familiar e responsabilidades. Facebook / Mark Zuckerberg.
Nós encorajamos as pessoas a conversarem francamente sobre tópicos difíceis o tempo todo. Nós dizemos: "Só porque você não sabe exatamente o que dizer, a pior coisa é ficar paralisado pelo seu desconforto e não passar por isso". Então, nós convidamos a mesma abertura que queremos ver no mundo e passamos muito tempo promovendo internamente também.
MW: Analisamos nossas pesquisas internas: a taxa de contratação está aumentando? A contagem de cabeças está aumentando? Os funcionários indicam que se sentem conectados e sentem um sentimento de pertença?
Toda segunda-feira, quando recebemos uma nova classe de contratados, eu lhes digo: "Eu não quero que você entre aqui e pense que você precisa usar o 'cego' como sufixo. Que você precisa descrever as pessoas como ' apenas os meus colegas ou dizer coisas como: "Eu não vejo raça. Eu não vejo gênero. Sou daltônico. Orientação sexual cega". Ao fazê-lo, você está neutralizando uma parte de uma pessoa que é um ativo. Quero que você veja essas características e as veja como adicionando valor ".
E quando você começa as pessoas desse jeito, elas dizem: "Oh! Então este é um lugar diferente. Eu posso realmente ser eu mesmo e reconhecer as diferenças sem me sentir desconfortável".
Porque esse desconforto sempre aparece se você está preocupado que talvez todos não sejam realmente valorizados ou iguais, e é por isso que você tem que neutralizar as diferenças. Nós não queremos que você seja o mesmo, porque isso não vai nos ajudar a ser a companhia que queremos ser.
Precisamos de mais diferenças para ser a empresa que queremos ser & mdash; um muito complexo, multicultural, heterogêneo.
Os números de diversidade do Facebook de 2015 para seus funcionários americanos não foram significativamente melhorados em relação aos números do ano anterior. Facebook.
A equipe do Facebook continua sendo predominantemente masculina em todo o mundo. Estudos no Facebook mostram que diversas organizações têm um desempenho melhor do que as homogêneas, e assim, mudando a forma como abordamos a diversidade, estamos nos tornando uma empresa mais competitiva.
BI: o Google divulgou números de diversidade em 2014.
MW: Eu venho do mundo das firmas de advocacia, e é normal liberar seus números e ser classificado de acordo com eles. Então, cheguei aqui alguns meses antes do lançamento do Google, e já começamos a trabalhar em nosso próprio lançamento porque a questão da transparência era algo com o qual minha equipe e eu estávamos muito comprometidos, assim que eu entrei. Ainda estávamos fazendo nossa análise quando o Google divulgou seu relatório, e eu não diria que fomos influenciados por ele.
Chegou a hora nessa indústria de atender a esse nível de transparência.
BI: Observadores foram rápidos em considerar os números de diversidade do Facebook dos últimos dois anos como embaraçosos. Qual a sua resposta a isso?
O que eu quero ver são conversas em que o mundo da tecnologia está falando sobre como podemos fazer isso juntos em mais países.
Acho que foi um choque inicial para as pessoas verem os números. Mas, como as pessoas aprendem mais sobre os desafios & mdash; como quando aprendi que apenas 1% das crianças nas escolas públicas de Nova York fazem aulas de informática & mdash; Começa a colocar as coisas em uma perspectiva diferente. Você começa a perceber o quão grande isso é e como é difícil se mover em uma nova direção.
Quanto mais nos unirmos em compartilhar as informações, melhor será para todos nós. Portanto, se todos no país se concentrarem na causa raiz desses problemas, poderemos obter melhores resultados. Podemos encontrar maneiras de atrair mais pessoas interessadas nos trabalhos de tecnologia que, de outra forma, ficarão vazias até 2020.
MW: Sim Em parceria com a McKinsey, lançamos o TechPrep em outubro. É um hub de recursos online.
Sabemos da pesquisa que, nas comunidades latinas e negras, é menos provável que você tenha ciência da computação ensinada em sua escola. Portanto, é menos provável que você seja formado por graduados e com as habilidades que precisamos contratar. Estamos usando o TechPrep para resolver isso.
Há um vídeo no site que ilustra perfeitamente a missão do TechPrep e me faz rasgar toda vez que o vejo. É sobre uma mulher chamada Karen, uma mãe negra de quatro filhos na Geórgia, que tinha poucos recursos, mas decidiu, depois de um trabalho para uma startup, ensinar a seus filhos sobre tecnologia. She went out of her way to find online resources for her and her children so that they could learn to code. In December, he three oldest kids won first place in the 2015 Innovating Justice Challenge international competition for their app. Her older daughter is now studying computer science at Stanford, and I keep in touch with her.
These are the type of stories I want to see more of in our communities. So I think the more people understand how deep this issue is, the less they will spend their time criticizing and the more they will spend our time collectively solving.
Karen Abrams, second from right, works through programming exercises with her four children in their Georgia home. TechPrep/Facebook.
BI: So it's about showing these kids role models who look like them rather than just filling some tech stereotype?
MW: Yes, exactly. Very concrete too. Not just here's a guy who does something and looks like me, but here's what he does. This is what computer science is. This is what you would earn with a degree in computer science. This is how much time it would take you to get a degree. These were all things that people did not have enough information about when we did the research.
The other important thing is the site is in Spanish and English, so that it is available to Latinos more comfortable speaking Spanish.
When doing our research, we noticed there was a significant amount of resources that focused on girls but not enough resources that spoke directly to blacks and Latinos.
Our surveys told us that a top answer as to why someone pursued a career in technology was due to a parent's influence, but that parents and guardians of black and Latino children in particular were least likely to know how to help their child pursue a tech career.
BI: Does Facebook University develop talent among minorities with the intention of recruiting them to Facebook?
MW: Yes. The program is open to everyone, but we make it clear that we want to attract these groups because too often we were going up against hundreds of years of inequity. And too often if you have been in that outsider group you assume that Silicon Valley doesn't include me and doesn't want me.
So that's why we're very direct in having Facebook University (FBU) be a special internship at our Menlo Park headquarters that says very clearly to underrepresented groups that we have a gap that we want them to fill.
This started three summers ago.
Our regular internship is open to rising college juniors and older students, but we saw that for underrepresented races and for women that you have to get to them earlier because of disparities and imbalances. Both groups have significantly higher dropout rates from computer science courses after freshman year than white males do. So we created this internship for rising sophomores with the hope of keeping them in the game.
To be accepted to FBU, you have to have an interest in computer science, have good grades, and know a popular programming language. This past summer, we more than quadrupled the number of FBU internships from our pilot program, and we also introduced FBU for business, to go beyond engineering.
Facebook University is an internship for rising college sophomores dedicated to underrepresented demographics in tech. Facebook University/Facebook.
We stay in touch with students after the program, and many have come back for full internships. In an ideal world all of them would come work for us after graduation. FBU is going to be a huge investment for us.
BI: In June, Facebook piloted a new hiring program similar to the NFL's "Rooney Rule," in which at least one member of an underrepresented group is considered in every hiring decision for an open position. Did that move forward?
MW: We're still working with it, and we're rolling it out to different teams all the time.
It's been very well received, and there are strong lead indicators of its effectiveness. Essentially, what something we call a diversity-based approach does is build a muscle in people. It builds the habit of looking longer, looking harder.
In a country like ours, where speed is prioritized, it would be easier to move faster. But by looking for people who may be harder to find, we are creating a different way of operating, which can make a difference. This affects even the teams not in the pilot program, because they now see this habit forming all around them and are starting to think differently. We are changing the way people operate.
BI: Biggest accomplishment so far at Facebook?
MW: My greatest accomplishment at Facebook is moving us beyond the limitations that discomfort or fear cause. We've really been able to double down on our promise of openness by creating an environment where we can speak more openly about topics that those in the majority in particular often consider sensitive, such as race or ethnicity. Now we experience more honest, unguarded, but respectful discussion of what it is like to be the minority in a space and how we can address the issues that arise in that context. So we are moving ahead in a more productive and authentic way.

Escola de Negócios da Universidade de Leeds.
Universidade de Leeds.
Leeds University Business School Masters Scholarships.
Masters Scholarships.
We award a generous range of scholarships to UK, EU and international students.
Rewarding excellence.
Leeds University Business School typically awards up to £1m annually in scholarships for Masters level study.
Scholarships are available for the most talented candidates. We consider all eligible applicants who demonstrate outstanding academic achievement and excellent personal and professional skills.
For information about other sources of funding, including the government postgraduate loan for UK/EU students, see Fees and Funding.
Business School scholarships.
For eligible applicants to any Business School Masters course in 2018/19:
Leeds Alumni Bursary and Excellence Scholarship.
There are two financial awards for University of Leeds alumni joining the Business School:
Leeds Alumni Bursary.
The University of Leeds Alumni Bursary offers 10% tuition fee reduction for self or partially funded students* for any Business School Masters degree.
Graduates of the University of Leeds (or an affiliated institution*) are entitled to a 10% bursary towards tuition fees. Find out more about eligibility and how to apply for this bursary.
The bursary is calculated based on the net fee remaining i. e. after other scholarships and awards have been deducted.
Graduates of the University of Leeds (or an affiliated institution*) with a First Class undergraduate degree are also eligible for the Leeds University Business School Alumni Excellence Scholarship (details below). Fully funded students are not eligible for this scholarship.
Leeds University Business School Alumni Excellence Scholarship.
An additional 10% scholarship award towards the relevant tuition fee for Masters degrees at the Business School.
University of Leeds graduates who achieved a First Class award in their undergraduate degree are eligible for this scholarship. See qualifying awards.
Applicants who qualify for this scholarship are also entitled to receive the Leeds Alumni Bursary (details above) resulting in a total award of 20%. The scholarship is calculated based on the net fee remaining i. e. after other scholarships and awards have been deducted (the 10% alumni bursary and 10% alumni scholarship are added together and 20% is deducted from the net fee).
Fully funded students are not eligible for this scholarship.
All eligible applicants with an offer to study a Masters course will automatically be advised by our Admissions team.
Dean's Excellence Scholarships 2018.
For UK and EU students:
Dean's UK/EU* Excellence Scholarship.
One full-fee scholarship.
An outstanding UK/EU* applicant wishing to undertake a Masters programme with Leeds University Business School in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for a Leeds University Business School Taught Masters programme for 2018/2019 Be able to evidence an outstanding academic track record Be able to demonstrate how you strive for and achieve excellence in your professional and personal experiences through your work history and/or extra-curricular activities Explain how the opportunity to study at Leeds University Business School will help you achieve your academic, personal and professional development goals.
Applicants whose first language is not English must meet the University’s English Language requirements.
Applicants must complete the application form and return the completed form by 31 July 2018 (midnight UK time). Download the application form.
Successful applicants can expect to be notified of the outcome of their scholarship application within four weeks of the deadline. Successful applicants must accept their scholarship within two weeks of receiving the scholarship offer.
*students who are considered to be “UK/EU” for fee purposes.
For international students:
Dean's International* Excellence Scholarship.
One full-fee scholarship.
An outstanding international* applicant wishing to undertake a Masters programme with Leeds University Business School in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for a Leeds University Business School Taught Masters programme for 2018/2019 Be able to evidence an outstanding academic track record Be able to demonstrate how you strive for and achieve excellence in your professional and personal experiences through your work history and/or extra-curricular activities Explain how the opportunity to study at Leeds University Business School will help you achieve your academic, personal and professional development goals.
Applicants whose first language is not English must meet the University’s English Language requirements.
Applicants must complete the application form and return the completed form by 30 April 2018 (midnight UK time). Download the application form.
Successful applicants can expect to be notified of the outcome of their scholarship application within four weeks of the deadline. Successful applicants must accept their scholarship within two weeks of receiving the scholarship offer.
*students who are considered to be “International” for fee purposes.
University of Leeds scholarships.
For eligible applicants to any Masters course in 2018/19:
University of Leeds Scholarships Database.
The University of Leeds offers a range of additional scholarships for UK, EU and international students to help towards paying tuition fees or living costs.
Postgraduates students at Leeds benefit from around £12m of funding from the University and external sources. Scholarships can be very competitive, so it's important you make enquiries and apply to all possible sources of funding at an early stage.
Before you apply you must first have applied for a place of study and received your Student Application Number.
Chevening scholarships.
The University of Leeds and Leeds University Business School, in conjunction with Chevening, are pleased to offer two co-funded scholarships. Please note, applications for 2018/2019 scholarships are now closed.
The scholarships are available for students from eligible Chevening countries who are interested in applying for the following Masters programmes at Leeds University Business School:
MSc International Business: Chevening scholarship open to applicants from all Chevening eligible countries. MSc Economics and Finance: Chevening scholarship open to applicants from China.
Business School Masters course scholarships.
These scholarships are specific to each Masters course. Scholarships are available for eligible applicants with an offer to study in 2018/19.
Browse your subject area below to find available scholarships for your course:
Accounting and Finance.
For UK and EU students:
Masters in Accounting and Finance UK/EU* Excellence Scholarships.
10 half-fee scholarships towards the cost of tuition fees.
Particularly deserving UK/EU* applicants wishing to undertake the following Masters programmes in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019. Demonstrate an excellent academic track record. Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
You will be automatically considered for these scholarships when we review your application for the relevant Masters course. You are not required to make a separate application. We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
Successful applicants can expect to be notified of their scholarship award within two weeks of receiving notification of their conditional or unconditional offer for the relevant Masters course. Successful applicants must accept their scholarship within two weeks of receiving the scholarship offer.
*students who are considered to be “UK/EU” for fee purposes.
For international students:
Masters in Accounting and Finance International* Excellence Scholarship.
10 half-fee scholarships towards the cost of tuition fees.
Particularly deserving international* applicants wishing to undertake the following Masters programmes in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019. Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
You will be automatically considered for these scholarships when we review your application for the relevant Masters course. You are not required to make a separate application. We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
Successful applicants can expect to be notified of their scholarship award within two weeks of receiving notification of their conditional or unconditional offer for the relevant Masters course. Successful applicants must accept their scholarship within two weeks of receiving the scholarship offer.
*students who are considered to be “International” for fee purposes.
Masters in Accounting and Finance Scholarship in partnership with Chulalongkorn University, Bangkok.
2 half fee scholarships towards the cost of tuition fees.
All students from Chulalongkorn University who have received an offer to study any of the following Masters programmes in 2018/19:
All students from Chulalongkorn University with an offer to study will automatically be considered for a scholarship against set criteria. There is no additional scholarship application process.
As well as meeting the conditions for your offer, you will need to demonstrate the following;
Outstanding academic credentials i. e. likely to be in the top 20% of your class Evidence of achievement explained in your personal statement (for example prizes or awards received, where you were placed in your class) Strong academic reference(s) That you bring diversity of background to the class.
We will also consider your potential to be a successful ambassador for the Business School.
Masters in Accounting and Finance Scholarship in partnership withTaras Shevchenko National University of Kyiv.
One scholarship for the full tuition fee.
All students from Taras Shevchenko National University of Kyiv who have received an offer to study any of the following Masters programmes in 2018/19:
All students from Taras Shevchenko National University of Kyiv with an offer to study will automatically be considered for a scholarship against set criteria. There is no additional scholarship application process.
As well as meeting the conditions for your offer, you will need to demonstrate the following;
Outstanding academic credentials i. e. likely to be in the top 20% of your class Evidence of achievement explained in your personal statement (for example prizes or awards received, where you were placed in your class) Strong academic reference(s) That you bring diversity of background to the class.
We will also consider your potential to be a successful ambassador for the Business School.
Business and Management.
For UK and EU students:
Masters in Management UK/EU* Excellence Scholarship.
One half-fee scholarship towards the cost of tuition fees.
A particularly deserving UK/EU* applicant wishing to undertake the MSc Management in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
You will be automatically considered for these scholarships when we review your application for the relevant Masters course. You are not required to make a separate application. We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
Masters in Business Analytics and Decision Sciences UK/EU* Excellence Scholarship.
One half-fee scholarship towards the cost of tuition fees.
A particularly deserving UK/EU* applicant wishing to undertake the MSc Business Analytics and Decision Sciences in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Business Analytics and Decision Sciences for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
Masters in Enterprise and Entrepreneurship UK/EU* Excellence Scholarship.
One half-fee scholarship towards the cost of tuition fees.
A particularly deserving UK/EU* applicant wishing to undertake the MSc Enterprise and Entrepreneurship in 2018/2019.
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Enterprise and Entrepreneurship for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
Masters in Global Strategy and Innovation Management UK/EU* Excellence Scholarship.
One half-fee scholarship towards the cost of tuition fees.
A particularly deserving UK/EU* applicant wishing to undertake the MSc Global Strategy and Innovation Management in 2018/2019.
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Global Strategy and Innovation Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
Masters in Global Supply Chain Management UK/EU* Excellence Scholarship.
One half-fee scholarship towards the cost of tuition fees.
A particularly deserving UK/EU* applicant wishing to undertake the MSc Global Supply Chain Management in 2018/2019.
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Global Supply Chain Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
Masters in Information Systems and Information Management UK/EU* Excellence Scholarship.
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Information Systems and Information Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
Masters in Organizational Psychology / Business Psychology UK/EU* Excellence Scholarship.
Two half-fee scholarships towards the cost of tuition fees.
Particularly deserving UK/EU* applicants wishing to undertake the following Masters programmes in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019. Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
You will be automatically considered for these scholarships when we review your application for the relevant Masters course. You are not required to make a separate application. We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
Successful applicants can expect to be notified of their scholarship award within two weeks of receiving notification of their conditional or unconditional offer for the relevant Masters course. Successful applicants must accept their scholarship within two weeks of receiving the scholarship offer.
*students who are considered to be “UK/EU” for fee purposes.
Masters in Management Consulting UK/EU* Excellence Scholarship.
Four half-fee scholarship towards the cost of tuition fees.
Particularly deserving UK/EU* applicants wishing to undertake the following Masters programmes in 2018/19:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programmes for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
For international students:
Masters in Management International* Excellence Scholarship.
Four scholarships of £6,000 towards the cost of tuition fees.
Particularly deserving international* applicants wishing to undertake the MSc Management in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “International” for fee purposes.
Masters in Business Analytics and Decision Sciences International* Excellence Scholarship.
One scholarship of £6000 towards the cost of tuition fees.
A particularly deserving international* applicant wishing to undertake the MSc Business Analytics and Decision Sciences in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Business Analytics and Decision Sciences for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
When will I find out?
*students who are considered to be “International” for fee purposes.
Masters in Enterprise and Entrepreneurship International* Excellence Scholarship.
One scholarship of £6000 towards the cost of tuition fees.
A particularly deserving international* applicant wishing to undertake the MSc Enterprise and Entrepreneurship in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Enterprise and Entrepreneurship for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out? Successful applicants can expect to be notified of their scholarship award within two weeks of receiving notification of their conditional or unconditional offer for the relevant Masters course. Successful applicants must accept their scholarship within two weeks of receiving the scholarship offer.
*students who are considered to be “International” for fee purposes.
Masters in Global Strategy and Innovation Management International* Excellence Scholarship.
One scholarship of £6000 towards the cost of tuition fees.
A particularly deserving international* applicant wishing to undertake the MSc Global Strategy and Innovation Management in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Global Strategy and Innovation Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “International” for fee purposes.
Masters in Global Supply Chain Management International* Excellence Scholarship.
One scholarship of £6000 towards the cost of tuition fees.
A particularly deserving international* applicant wishing to undertake the MSc Global Supply Chain Management in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Global Supply Chain Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
When will I find out?
*students who are considered to be “International” for fee purposes.
Masters in Information Systems and Information Management International* Excellence Scholarship.
One scholarship of £6000 towards the cost of tuition fees.
A particularly deserving international* applicant wishing to undertake the MSc Information Systems and Information Management in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc Information Systems and Information Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “International” for fee purposes.
Masters in Organizational Psychology / Business Psychology International* Excellence Scholarship.
Two scholarships of £6000 towards the cost of tuition fees.
Particularly deserving international* applicants wishing to undertake the following Masters programmes in 2018/19:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programmes for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
Successful applicants can expect to be notified of their scholarship award within two weeks of receiving notification of their conditional or unconditional offer for the relevant Masters course. Successful applicants must accept their scholarship within two weeks of receiving the scholarship offer.
*students who are considered to be “International” for fee purposes.
Masters in Management Consulting International* Excellence Scholarship.
Five £6000 scholarships towards the cost of tuition fees.
Particularly deserving international* applicants wishing to undertake the following Masters programmes in 2018/19:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programmes for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “international” for fee purposes.
For UK and EU students:
Masters in Economics UK/EU* Excellence Scholarships.
Two full-fee scholarships for students from the UK/EU.
Particularly deserving UK/EU* applicants wishing to undertake the following Masters programmes in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
For international students:
Masters in Economics African Excellence Scholarship.
One full fee scholarship for an African student.
A particularly deserving African applicant wishing to undertake the following Masters programmes in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019. Be considered a national of a country in the African Union Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “International” for fee purposes.
Masters in Economics Latin American Excellence Scholarship.
One full fee scholarship for a Latin American student.
A particularly deserving Latin American student wishing to undertake the following Masters programmes in 2018/2019.
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019. Be considered a national of a Latin American country Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “International” for fee purposes.
Masters in Economics South East Asia Excellence Scholarship.
One full fee scholarship for a South East Asian student.
A particularly deserving South East Asian applicant wishing to undertake the following Masters programmes in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019. Be considered a national of a country in the ASEAN community Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “International” for fee purposes.
Gestão de Recursos Humanos.
For UK and EU students:
Masters in Human Resource Management UK/EU* Excellence Scholarship.
Four half-fee scholarships towards the cost of tuition fees.
Particularly deserving UK/EU* applicants wishing to undertake the MA Human Resource Management in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MA Human Resource Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
For international students:
Masters in Human Resource Management International * Excellence Scholarships.
Six scholarships of £6000 towards the cost of tuition fees.
Particularly deserving international* applicants wishing to undertake the MA Human Resource Management in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MA Human Resource Management for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “International” for fee purposes.
For UK and EU students:
Masters in International Business UK/EU* Excellence Scholarships.
Four half-fee scholarships towards the cost of tuition fees.
Particularly deserving UK/EU* applicants wishing to undertake the MSc International Business in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc International Business for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills, these may be evidenced through work experience, leadership opportunities or extra-curricular activities. Leadership and extra-curricular experience may include non-business related activities e. g. volunteering, musical achievement or excellence in another discipline. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
For international students:
Masters in International Business International* Excellence Scholarships.
Six scholarships of £6000 towards the cost of tuition fees.
Particularly deserving international* applicants wishing to undertake the MSc International Business in 2018/2019. To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the MSc International Business for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills, these may be evidenced through work experience, leadership opportunities or extra-curricular activities. Leadership and extra-curricular experience may include non-business related activities e. g. volunteering, musical achievement or excellence in another discipline. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “International” for fee purposes.
For UK and EU students:
Masters in Marketing UK/EU* Excellence Scholarships.
Half fee scholarships towards the cost of tuition fees.
Four for MA Advertising and Marketing Two for MSc Consumer Analytics and Marketing Strategy Three for MA Corporate Communications, Marketing and Public Relations Four for MSc International Marketing Management.
Particularly deserving UK/EU* applicants wishing to undertake the following Masters programmes in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
When will I find out?
*students who are considered to be “UK/EU” for fee purposes.
For international students:
Masters in Marketing International* Excellence Scholarships.
Scholarships worth £5000 towards the cost of tuition fees.
Three for MA Advertising and Marketing Two for MSc Consumer Analytics and Marketing Strategy Two for MA Corporate Communications, Marketing and Public Relations Three for MSc International Marketing Management.
Particularly deserving international* applicants wishing to undertake the following Masters programmes in 2018/2019:
To be considered for the scholarship you must:
Hold a conditional or unconditional offer for the relevant Masters programme for 2018/2019 Demonstrate an excellent academic track record Show excellent professional and personal skills evidenced through work experience and/or extra-curricular activities. Demonstrate the potential to contribute to the social and cultural diversity of our Masters programmes.
We allocate scholarships on a rolling basis throughout the application cycle. We recommended to make your application for the relevant Masters course as early as possible if you wish to be considered for this scholarship.
*students who are considered to be “International” for fee purposes.
Links Úteis.
Student view.
I received the Marketing UK and EU Scholarship which was a great honour for me.
Adile Deliimam, MSc International Marketing Management, from Bulgaria.
Universidade de Leeds, Leeds, LS2 9JT, Reino Unido, +44 (0) 113 343 6321.

Rolling out the global diversity strategy

Facebook começou a usar inteligência artificial para identificar pessoas que poderiam estar em risco de suicídio. & raquo; Consulte Mais informação.
YouTube says it would be too hard to moderate the section of its site that helps users discover new videos. A professor calls that "absurd." & raquo; Consulte Mais informação.
Airbnb announced a program Thursday that will expand it into something like a full-fledged travel company. & raquo; Consulte Mais informação.
Hewlett Packard Enterprise skyrocketed after the company reported Q1 results that blasted past analysts' expectations. & raquo; Consulte Mais informação.
Samsung is expected to launch its Galaxy S9 smartphone on Sunday ahead of Mobile World Congress in Barcelona.
Robotics firm Engineered Arts is less worried about robots replacing jobs than finding skilled workers in an increasingly automated economy.
Nissan and DeNA look to launch their autonomous taxi service, Easy Ride, to the wider public in the early 2020s.
Mobile technology is reshaping society and the global economy in ways that would have been unimaginable a decade ago.
Hosp has explained why a potential cryptocurrency bubble could burst in 2018, but these factors are keeping him invested in the space.
The global cost of cybercrime has now reached as much as $600 billion — about 0.8 percent of global GDP — according to a new report.
The lawsuit alleged that Palantir wrongly barred investors from selling stock in the privately owned company.
Sen. Maggie Hassan of New Hampshire is calling for further protections from "predatory" monetization practices in video games.
Current and former U. S. government officials said the flaws potentially held national security implications.
Um bot Kylie Jenner trancou um tweet da verdadeira estrela da reality show, enviando spam para ela e seus seguidores com links para um site perigoso.
He controls 48.4 percent of total voting power for the company, the annual report reveals.
The two stocks both just hit all-time highs, but some market watchers see one as the clear pick.
Brazil's defense minister said Thursday that SpaceX, Boeing and others have expressed interest in launching from the nation's Alcantara military base.
A change could be announced as early as mid-March, BBC reports.
The Dell Technologies founder purchased the penthouse at the One57 skyscraper in 2014, sources told The Wall Street Journal.
Quantity and variety of Florida school shooting content suggest Facebook's fake-news problem is not going away.

We are people worldwide nudging for inclusion.
It's free for all.
Want to close the gap between words and actions to achieve greater inclusivity?
Want behavioural change not just awareness of unconscious bias?
Want system-wide change for inclusion and equality?
Want to mitigate bias and group think in decision-making?
Want to hire the best qualified candidate and not make biased decisions based on similarity?
Want to reframe your gender, inclusion, & diversity work from a ‘nice to have’ to a ‘must have’?
Want to get more people engaged in their work and community?
Want inclusive culture, systems, & behavioural change to ‘stick’?
Want to get people to collaborate in achieving inclusion, diversity, social cohesion, gender parity?
Want to leverage all talents & diversity of perspectives for better results?
We are a global non-profit peer-to-peer initiative connecting people on nudging to make impact for increasing inclusion.
Our mission is to enable as many people & organisations as possible worldwide by sharing practical examples of how to do it. We call these Inclusion Nudges.
Inclusion Nudges are designed interventions based on behavioural and social science insights. These mitigate unconscious bias and make inclusion the norm and default in systems, cultures, and behaviours.
There are Three Types of Inclusion Nudges.
Feel the Need.
Change behaviour by making the brain’s unconscious system feel the need for change.
Make more objective, less biased, more inclusive decisions by altering organisational processes.
Perceive words and issues differently by altering the frame of the thought process.
A Weekly Inclusion Nudge for you.
Get 70+ examples in the Inclusion Nudges Guidebook – and get a NEW example here next week.
Saber mais.
Why we started the Inclusion Nudges Initiative?
Nudging behaviour for a more inclusive world.
Mitigating bias in talent decisions.
Writings, Podcasts, Videos.
Join us – we are thousands of people worldwide designing and exchanging Inclusion Nudges.
Join us and make a difference.
Real game changer… shifting the paradigm toward greater inclusion & richer diversity.
Founder of Icubed, former Global Head Of I&D UBS & SwissRe, Switzerland.
Changed my view on how to approach inclusion & gender equity.
Sales Operations Director, sthree, Belgium.
Inclusion Nudges are innovative & promising.
Senior Human Capital Fellow, The Conference Board, Europe.
Inclusion nudges are a way of achieving a more adequate behaviour.
Diversity Program Manager, IBM, Denmark.
Move from awareness to catalyst agent for I&D.
Operations Manager, Cargill, US.
Thank you for your work to … make the world a better place!
Global D&I Manager, DuPont, Canada.
This made a big difference for me in my work.
Social entrepreneur, Nairobi, Kenya.
An eye-opener for the importance & concrete benefits of de-biasing & inclusion.
Senior Adviser & Focal Point for Women in the United Nations System.
The Founders are in the Top 10 Global Diversity List 2015, 2016, & 2017 for the innovative Inclusion Nudges approach.
My organisation would like to support and sponsor this. Vamos conversar. Please reach out to me.
The Founders, Lisa Kepinski and Tinna C. Nielsen,
will reach out to you personally.
Support and Sponsor for more Impact.
Sponsor the work we do to design, collect, and spread new Inclusion Nudges – free access for all.
Sponsor the development of an online peer-to-peer platform to make it easier to share and apply for all.
Saber mais.
Seja nosso parceiro.
Supporting financially.
Contributing Inclusion Nudges.
Informing others.
Giving technical expertise.
Giving advice.
Share with others.
Let them know we exist and they can join.
Follow Co-Founder.
Follow Co-Founder.
Tinna C. Nielsen.
Creative Commons License.
The Inclusion Nudges Initative and Guidebook is licensed under the Creative Commons 4.0 International License. This means you can use the material when you share back and don’t use it for commercial purposes.
Inclusion Nudges is a non-profit organisation registered in Denmark. VAT: 39140071 Fuglesangs Alle 11, 8210 DK-Aarhus.
Invitation to join us in partnership.
Which partnership would work best or you?
Supporting financially.
Organisations, companies, foundations, philanthropy investors, and others that support the Inclusion Nudges Initiative financially to make it financially sustainable to make more impact. So far, Tinna and Lisa have self-financed it.
Contributing Inclusion Nudges.
Practitioners and researchers contributing examples of inclusion nudges to share with others (Inclusion Nudges Guidebook and online)
Informing others.
Initiative partners are other initiatives and organisations working for the same purpose, joining forces with us to spread the Inclusion Nudges examples and collect more examples to share through your initiatives.
Giving technical expertise.
Organisations and people that provide services or skills to help develop and drive the initiative’s global activities. It could be: building online platform, social media campaigns, technical support.
Sharing advice.
People that provide advice on how to scale up for more impact.
Reach out to discuss how we can.
partner to make more impact together.
Pictures to Counter Stereotypes.
This is a ‘Framing’ Inclusion Nudge.
You can learn more at page 192 in the Inclusion Nudges Guidebook.
The World Day for Social justice (UN) is Feb 20th and we all have a role to play! Social Justice is an underlying principle for peaceful and prosperous coexistence within and among nations. We have social justice when we promote gender equality or the rights of all people, and when we remove barriers that people face because of gender, age, race, ethnicity, religion, culture or disability. Only then, will we see inclusive development and human dignity.
The Challenge.
The challenge is that most people are blind to the stereotypes that are maintaining inequality and stuck patterns. This makes it difficult to change stereotypes, instead we reproduce them.
How it works: The Inclusion Nudge.
Use pictures to counter stereotypes – like these:
Pictures on toilet doors, taken by Lisa Kepinski in Denmark, 2014.
Picture of a walking path in Helsinki Finland. Taken by Ursula A. Wynhoven, 2014.
The Inclusion Nudge is to display images that counter stereotypes – in this case images that portray men as caretakers – in strategically important places in your organization ( including postings of leadership positions, meeting rooms and internal communication ), community, and society.
Why it works: Behavioural Insights.
Images create associations in the unconscious mind and these associations function as mental short cuts and are often driven by stereotypes. Our behaviour and decision-making often maintains these stereotypes as a consequence. These pictures (above) are examples of how to change the implicit association of women=caretaker by framing caretaker with the male gender. These images are priming a different association that counter the stereotypes. The Inclusion Nudge is to prime a specific association in the unconscious brain: man=caretaker.
Share your photos with us here: Hello@inclusion-nudges.
Share This Example.
Inclusion Nudges is a global non-profit initiative.
It’s free for all to join – we are in it for the impact!
We are thousands of people designing and exchanging Inclusion Nudges worldwide. Inclusion Nudges are behavioural interventions designed based on insights from behavioural and social science.
You recieve the free 40 page pdf version of the Inclusion Nudges Guidebook with examples and we will let you when we have collected more Inclusion Nudges to share with you. Also, you can share your Inclusion Nudges.
I am one of the thousands…
who believe this approach makes a difference because it de-biases systems, cultures and behaviour. Together we can finally leverage the diversity of human potential for the greater good.
We are a global non-profit peer-to-peer initiative connecting people on nudging to make impact for increasing inclusion.
Designing nudges to achieve inclusiveness was something the Founders, Tinna C. Nielsen & Lisa Kepinski, had each done for years when coming together in 2013. They often experienced that even when they had designed great processes to mitigate bias (‘Process’ Inclusion Nudges), it could be a struggle to get people to buy-in on the changes, and they often found themselves having to convince people – this does not work because that appeals to the rational mind.
The mind that needs to be influenced is the unconscious mind. For that purpose, they developed motivational nudges to make people feel the need for the change (‘Feel the Need’ Inclusion Nudges) and framing people’s perceptions (‘Framing’ Inclusion Nudges) to engage in promoting inclusion and diversity as a performance enhancer and catalyst for innovation and better decision-making instead of a ‘nice to have’.
Each of these three types of Inclusion Nudges are key to enabling greater inclusiveness. And it’s more fun to facilitate change this way.
We are a global non-profit peer-to-peer initiative connecting people on nudging to make impact for increasing inclusion.
Effort to promote inclusiveness, leverage diversity, and mitigate unconscious bias often get stuck. We have seen this over and over again, and its time to break this pattern. Research in behavioural and social science, and particularly behavioral economics, illustrates how we need to design systems, choice processes, environments, cultures, perceptions, and narratives to influence people’s behavior in a predictable direction.
This is needed because the unconscious mind. controlling 90-99% of our behavior, is biased, emotional, tribal, and irrational. Simply being consciously aware is not enough to achieve inclusiveness and mitigate bias, nor are mandates, willpower, or targets. We all have to make inclusiveness the default and norm.
That’s why the Founders, Lisa Kepinski and Tinna C. Nielsen, began this important initiative. We all need to enable inclusivity as a part of our daily jobs and daily actions, behavior, and communications.
This approach has impact as reported in the Newsweek global research report “Achieving Results” which shows that organizations using de-biasing tools, such as Inclusion Nudges, are 3.1x more likely to be on track with achieving their gender, inclusion & diversity goals.
We are a global non-profit peer-to-peer initiative connecting people on nudging to make impact for increasing inclusion.
When Lisa Kepinski and Tinna C. Nielsen met in 2013, they were both working in multinational organisations as internal executives leading the global inclusion and diversity (I&D) strategy & função. Using their deeply experienced backgrounds in I&D and as social scientists, they were both experimenting with designing behavioural interventions and nudging for inclusion.
United through their shared passion for creating more inclusive workplaces and societies, they decided to join forces and start sharing their examples of what worked with people across their networks and to also encouraged people to do the same.
They launched the Inclusion Nudges initiative with ‘ You share one example and we give you all those we collect ’. People started sharing and that was the start of this peer-to-peer community.
They also found it important to make it free of charge to ensure equal access for all people and encourage a wider dialogue and impact.
The people engaged in this initiative today come from all walks of life and all sectors, such as corporate, public, schools, social entrepreneurship, politics, government, NGOs, architects, and more.
Which partnership would work best for you?
Reach out to discuss how we can.
partner to make more impact together.
Matt Wallaert.
Matt supports us with his experience in applying behavioural insights to make changes, and from building and scaling start-ups and tools to promote gender parity: GetRaised, SalaryOrEquity. He is working at the intersection of behavior change and business, based on his academic background in social psychologist. He has worked for Microsoft and now for Clover Health.
Thank you Matt for your advice and help.
Kate Glazebrook.
Kate supports us with her experience from developing and scaling Applied , which is a web platform that takes the bias out of hiring decisions. Applied was incubated in the Behavioural Insights Team, a social purpose company applying behavioural science to social problems, where Kate was the Head of Growth and Equality.
Thank you Kate for your advice and help.
Invitation to join us in partnership.
Giving technical expertise.
Organisations and people that provide services or skills to help develop and drive the initiative’s global activities. It could be: building online platform, social media campaigns, technical support.
Reach out to discuss how we can.
partner to make more impact together.
Great organisations supporting us.
DEEP has designed our new logo and helped us design this website to establish, evolve or extend the Inclusion Nudges Initiative. They have done this 50% pro bono.
Thank you Adam and Kaeli for your support!
Treeshake is helping change makers gain buy-in for change, innovation, and new ideas. They have been helping us make a strategy for how to reach more people for more impact. Treeshake has done this work 50% pro bono.
Thank you Dave, Natalie, and Maximillian.
Great people supporting us.
Julian Garcia.
Website Construction.
Julian built this website from scratch and is a very dedicated person to work with. He has found solutions for all the web challenges we have encountered. Julian has helped many non-profit initiatives as a volunteer.
Thank you Julian for your help.
Silje Vallestad.
Scale up expertise.
Silje Vallestad is a serial entrepreneur and innovator. Since the age of 14 years, she has founded a number of international organisations and companies ranging from NGOs to tech startups. She is the co-founded of FutureTalks.
Thank you Silje for your help.
Christina Vega Pedersen.
Fundraising.
Christina is a business anthropologist and a social entrepreneur, helping organisations change human behaviour and to create great business for a better world. She is a trusted advisor for managers, CEOs and politicians.
Thank you Christina for your help!
You would like to help?
We need help to reach millions of people through communication and social media campaigns. We need help to build an online platform as a tool with all the Inclusion Nudges examples. We need help for many things – just reach out to us .
Invitation to join us in partnership.
Informing others.
Initiative partners are other initiatives and organisations working for the same purpose, joining forces with us to spread the Inclusion Nudges examples and collect more examples to share through your initiatives.
Which partnership would work best for you?
Reach out to discuss how we can.
partner to make more impact together.
Invitation to join us in partnership.
Contributing Inclusion Nudges.
Practitioners and researchers worldwide are contributing examples of inclusion nudges to share with others (in the Inclusion Nudges Guidebook and online on this community platform). You can do the same HERE.
Reach out to discuss how we can.
partner to make more impact together.
Join All Our Generous Contributors.
Abigail Hiza, Alberto Platz, Alexa Mbowa, Alison Maitland, Anita Cassagne, Anita Curle, Ann Dunkin, Axel Jenztsch, Annette Stausholm, Barbara Hopland, Ben Capell, Carol Putnam, Charlotte Sweeney, Cindy Gallop, Debbie Esptein, Elaine Yarbrough, Eric Dziedzic, Flavia Micilotta, Flora Marriott, Gina Badenoch, Gudrun Sander, Howard Ross, Iris Bohnet, Janina Norton, Jo Ann Morris, Jolanda Verbeek, Josefine van Zanten, Julie O’Mara, Juliet Bourke, Karin Middelburg van Goinga, Karsten Jonsen, Katrien Van Eetvelde, Kevin Bradley, Leslie Traub, Lisa Kepinski, Louise Harringe, Lut Nelissen, Manon de Jongh, Martin Swain, Nia Joynson-Romanzina, Renee Anderson, Richard Spada, Sarah Boddey, Sarah Margles, Sergio Franca Leao, Sharon Kyle, Stephen Frost, Sue Johnson, Suzanne Price, Susanne Justesen, Thais Compoint, Tinna C. Nielsen, Ulla Dalgaard, Ursula A. Wynhoven, Verna Myers, Veronika Hucke, Virginia Argarate, Yves Veulliet.
Invitation to join us in partnership.
Supporting financially.
Organisations, companies, foundations, philanthropy investors, and others that support the Inclusion Nudges Initiative financially to make it financially sustainable to make more impact. So far, Tinna and Lisa have self-financed it.
Reach out to discuss how we can partner to make more impact together.
Inclusion Institute has funded 50% of the Inclusion Nudges initiative and community since the beginning.
It’s is specialized consultancy comprised of senior global Inclusion & Diversity and Organizational Development practitioners supporting with in-house experience on what works, and doesn’t, for holistic organisational change. Inclusion Institute is founded by Lisa Kepinski, one of the Founders of Inclusion Nudges initiative and community.
‘Move the Elephant for Inclusiveness’ has funded 50% of the Inclusion Nudges initiative and community since the beginning.
It’s a change-organisation that moves people to redesign communities, organisations, and behaviours by challenging norms and empower people to make changes. It’s founded by Tinna C. Nielsen, one of the Founders of Inclusion Nudges initiative and community.
These ‘Framing’ Inclusion Nudges are interventions designed to frame specific perceptions that foster inclusion, diversity, equlity, gender parity, reduce dicrimination, mitigate unconscious bias and other related issues.
The Inclusion Nudge: Alter the recruiting /workforce planning process by starting with the orientation that all roles may be worked flexibly. If not, then the manager needs to present the case why a role may not be worked flexibly.
Why It Works: This “Opt In/Opt Out” nudge aligns practice with an organization’s intentions of rolling out Flex Work and it ensures the option is not limited to only working mothers. Note that it does not require all roles to be worked flexibly, but the beginning point of the discussion is from a “yes” or “Opt In” position than a position of flex work being the exception. It addresses the bias that flex work is for “less committed employees” or only women by making it for all as the beginning perspective.
Sources: Alison Maitland “Future Work”; Nia Joynson-Romanzina Swiss RE; Ursula Wynhoven, UN WEP; and Lisa Kepinski, Inclusion Institute, shared in the Inclusion Nudges Guidebook, Tinna Nielsen & Lisa Kepinski, 2015.
The Inclusion Nudge: On gender diversity reports show both male & female data, with the majority figure listed first.
Why It Works: By showing majority data first, it interrupts automatic thinking that “accepts” women with low %. It also enables the mind to focus on the majority dynamic in inclusion data and related actions. For example, it can be more jarring to the mind to see 90% male than 10% female, as often leaders are used to seeing such low percentages associated with women. By first seeing the majority, in this example 90% male, causes a pause to the automatic thinking and leaves open space for new questions to be framed.
Sources: Tinna Nielsen, Move the Elephant for Inclusiveness; Lisa Kepinski, Inclusion Institute; and Axel Jentsch, BASF, shared in the Inclusion Nudges Guidebook, Tinna Nielsen & Lisa Kepinski, 2015.
These ‘Process’ Inclusion Nudges are interventions designed to make it easy for people to do inclusiveness as the default and the norm. The purpose is to redesign systems and processes to be inclusive and make people act inclusive as a part of an already existing process.
The Inclusion Nudge: To accompany awareness training on gender balance, brochures with tips and paper “glasses” were distributed to managers prior to a Talent Assessment Meeting. At the close of the talent review discussion, in which no significant shift happened on increasing gender balance, the business unit CEO instructed his staff, to now put on their “gender lens” (which were on the table) and review the discussion for any biases at play.
Why It Works: The “glasses” were a physical prompting nudge that interrupted the business as usual decision making & to reflect on the stated organizational intention of achieving greater gender balance and the recent discussion and decisions that were made.
Source: Sue Johnson & Anita Cassagne, Nestle, shared in the Inclusion Nudges Guidebook, Tinna Nielsen & Lisa Kepinski, 2015.
The Inclusion Nudge “Anonymous CVs Process”: Remove identifying details from all CVs for first screenings. For Executive positions, have the search consultancy deliver the shortlist of candidates anonymously.
“Blind Interview”: Have at least 1 interview panellist participate by phone (not seeing the candidate).
Why It Works: These “Process Inclusion Nudges” aim to reduce the bias of selecting people similar to ourselves and drives more objectivity into the interview & selection process.
Sources: Tinna Nielsen, Move the Elephant for Inclusiveness, and Lisa Kepinski, Inclusion Institute, Tinna Nielsen & Lisa Kepinski.
Feel the Need.
These ‘Feel the Need’ Inclusion Nudges are interventions designed to motivate behavioural change for inclusion. The purpose is to make the unconscious mind ‘feel the need’ rather than making the rational mind understand. These interventions builds on the principle ‘show – don’t tell’.
The Inclusion Nudge : “Illustrate the Power of Implicit Associations” by using a simple question “Can you think of a famous world-class tennis player?” The purpose is to get leaders to experience the power of implicit associations and make them see the results of their answers. Have the leaders make the link to how this leads to exclusion of a wide range of talents.
Why It Works : This Nudge forces a widening of possibilities to counter stereotyping and implicit associations. It acts first as a ‘Feel the Need’ Inclusion Nudge and then becomes a ‘Frame/Anchor’ Inclusion Nudge to help people see the full talent pool.
Source: Alberto Platz, D. Swarovski Corporation AG, shared in the Inclusion Nudges Guidebook, Tinna Nielsen & Lisa Kepinski, 2015.
Humanize the Numbers by also using photos (ex: of the executive committee, or partners, etc.) to illustrate/convey the data.
Photos (human faces) register differently in our mind than numbers. Use the power of both ways of engaging the full brain to see more accurately.
Sources: Tinna Nielsen, Move the Elephant for Inclusiveness; Lisa Kepinski, Inclusion Institute, Tinna Nielsen & Lisa Kepinski.
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