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2020全球女性人才发展报告(英文版)(1).pdf

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2020全球女性人才发展报告(英文版)(1).pdf

equalitylets get real aboutWhen Women Thrive offers an evidence-based approach to improving diversity and inclusion. For our 2020 global report, we surveyed more than 1,150 companies in 54 countries, representing over seven million employees worldwide. Uncover the active measures you can take to ensure equality of opportunity, experience and pay and nurture an inclusive culture. Lets get real about equality 2When Women Thrive 2020 global report 3Contents010407020508030609ForewordFive years later: How do we boldly shape a diverse global workforce and inclusive culture?Hardwire it!AcknowledgementsWalk the talkGlossary of termsParticipating organizationsAbout MercerBright futureLets get real about equality 4ForewordTodays leaders are quick to point out how focused they are on empowering women and how hard theyre working to build diverse teams, but its time to get real about it. Were still a long way from gender equality.Across industries and geographies, women continue to face challenges from unfair treatment to unequal pay and limited access to opportunity for career development and advancement. These stubborn realities are why, six years ago, we at Mercer founded our When Women Thrive, Businesses Thrive research and consulting practice. Since then, weve gone from proving the business case for gender equality to how to accelerate the trajectory and get it done. Were continuing to invest in this research for our clients because diversity and inclusion are good not only for business but also for the society we share. Significantly, weve almost doubled the number of respondents participating in our 2020 research compared to our 2016 report. The research now represents 1,157 organizations with 7 million employees from 54 countries. This surge in participation includes many organizations in emerging markets, demonstrating that gender equality is no longer just an issue for the mature economies indeed, it has evolved into a global imperative. In this years research, 81% of our respondents across all regions rated diversity and inclusion as “important” or “very important.”Still, we found that womens representation has only slightly improved: 40% of the global workforce is female, up from 38% in 2016. Female representation in executive and senior management levels also saw a modest 3% uptick. Progress, yes, but not enough. We know that diverse teams bring value to organizations, and a substantial and growing body of research shows that companies with a more equal gender balance substantially outperform those without. But study after study shows that women, people of color, LGBTQ+ people and those with disabilities remain vastly underrepresented in leadership roles and executive positions. Only 33 companies on the Fortune 500 are run by women thats about 7%. In terms of board seats at those same companies, only about one-third are held by women and minorities. What will move the needle toward gender equality and true diversity and inclusion? Our 2020 When Women Thrive research shows that three key components, when put together, will drive real change. Gender equality can thrive at organizations that: 1. Use data-driven insights to inform decisions and measure success, leveraging assessments such as Mercers Internal Labor Market Analysis® methodology and Mercer | EDGE.2. Set clear and visible goals that ensure values dont get diluted. 3. Drive culture and tone from the top: A deep leadership commitment to taking action and engaging employees is part of the solution. Organizations agree on the imperatives of gender equality, diversity and inclusion, so why is progress so slow? I hold that theres not enough accountability. We need leaders who not only believe in the business value of diversity and inclusion but also take responsibility for it, ensuring that it flows throughout the organization not as a mandate, but as a powerful component of culture. At Mercer, we routinely take a hard, objective look at ourselves, 01When Women Thrive 2020 global report 5our leaders, our processes and our programs to find opportunities for impact; for example, we did a business impact analysis and found that project teams with greater gender diversity had 28% higher win rates.Policies, processes and programs need to be aligned and connected to eliminate bias especially the unconscious bias that leads people to hire and develop people who look, talk and think like they themselves do. These are challenging goals and aspirations, but the organizations that live up to them will empower themselves and their employees for a better future. Welcome to the brighter horizons outlined in our 2020 research! Martine Ferland President and Chief Executive Officer, Mercer01Lets get real about equality 6About this reportOur global and regional responses for each survey question are available for download at mercer/wwt-research. In addition to this global report, Mercer will publish 17 additional reports in 2020 to share insights and solutions relevant to particular geographies and industries.About the When Women Thrive surveyOur 2020 global survey was conducted between September 23 and November 22, 2019. Respondents were surveyed on topics relating to: Engagement, accountability and leadership Organization design and governance Pay equity commitments and analysis Talent practices and career development Financial wellness, health and caregiving Organizational flexibility Policies and programsRespondents provided workforce data aggregated by gender, age group and career level for a 12-month period, including starting and ending headcounts, hires, promotions and exits. In addition, US respondents provided race/ethnicity data by gender and career levels. Data were analyzed using descriptive statistics and Mercers proprietary Internal Labor Market Analysis® (ILM) mapping, which has been a hallmark of the When Women Thrive research. 01The Lets Get Real About Equality: When Women Thrive 2020 Global Report builds upon our seminal 2014 and 2016 research that looked at the achievements made to date and the ground yet to cover. Learnings from this research help guide organizations in the steps they must take to successfully institutionalize the policies, practices and programs that will help ensure equality of opportunity, experience and pay and ultimately nurture an inclusive culture.Our 2020 research is notable for its remarkable size and geographic scope, placing it as one of the most comprehensive workforce gender equality studies in the world. We observed a substantial increase in participation from regions where the focus on diversity and inclusion (D race; ethnicity; nationality; language; age; cognitive and physical abilities and characteristics; sexual orientation; education; religion; socioeconomic situation; marital status; social role; personality traits; and ways of thinking.We define inclusion as practices that provide an equitable and fair distribution of resources, such as jobs, income and access to opportunities and information, which ultimately drive and support a culture where all members can thrive. Such acts and practices enable all members, including those from underrepresented groups, to be respected and appreciated for their unique contributions and to be fully integrated into the formal and informal networks of an organization.Mercer encourages organizations to be inclusive of all genders, including cisgender women and men, transgender women and men, and non-binary individuals. Although some organizations are beginning to track the broader spectrum of gender identity in their workforces, most still exclusively track employee gender as male and female, which is reflected in the binary data collected in this research. This research was conducted in collaboration with EDGE Certified Foundation.EDGE Certification is the leading global assessment methodology and business certification standard for gender equality. Getting certified validates an organizations ability to create an optimal workplace that benefits both women and men. EDGE Certification provides a competitive advantage by recognizing an organization as a gender-enlightened environment in which to work, invest and do business. Mercer is the exclusive Accredited Licensing Partner for EDGE in the US, UK and Latin America.01Lets get real about equality 802When Women Thrive 2020 global report 9Five years later: How do we boldly shape a diverse global workforce and inclusive culture?In the five years since Mercer conducted its ground-breaking research and published the landmark global report When Women Thrive, Businesses Thrive, “thriving” has embodied the spirt of an era indelibly marked by empowering movements. The pursuit of workforce D lets be smart about how we do it.Lets Get Real About Equality: When Women Thrive 2020 Global Report enables organizations to progress further from wherever their starting point may be. We provide guidance for those looking to get started and activate, those building on a strong foundation to accelerate or those ready to truly thrive. At Mercer, our position on “thriving” has evolved along with the times and, fittingly, we are embracing the concept in a more inclusive way. Truly, when women thrive, businesses thrive; we now have more and more examples demonstrating that this is indeed the case. But today, women thriving transcends business. When women thrive, so do men, families, communities, countries and society as a whole. Collectively, by driving equality, we are creating a better, more equitable world for everyone. 02Lets get real about equality 10Pressure cookerOver the past five years, important factors and forces have emerged and evolved, resulting in increased pressure on organizations for greater progress. This pressure is coming from many directions. So much so, few organizations are untouched in some way: Environmental, social and corporate governance (ESG): The rise in ESG investing has increased the focus on diversity as a way for stakeholders to measure the social impact of an investment. Disclosure: Weve seen an increase in voluntary disclosure of gender representation by organizations, notably in the tech sector, and a growing recognition among business leaders that gender parity provides a competitive advantage. For example, in September 2018, media company Bloomberg announced the launch of its Gender Equality Index, a partnership with the UK government to track the performance of public organizations with a commitment to advancing women globally. Shareholder activism: Activism among shareholders is also on the rise, with resolutions promoting further progress and diversity gaining increasing support. For example, in January 2019, Arjuna Capital challenged 12 top banks and technology giants to reveal their median gender pay gap.1 Regulation and quotas: More countries, especially in Europe, now have gender quotas for senior executives and boards. Pay-equity mandates: And, of course, mandates to bridge pervasive pay gaps are high on the agenda. Governments, such as in the UK and France, have issued new reporting requirements on gender-pay differences, with 40 economies enacting 62 reforms that will help women realize their potential and contribute to economic growth and development globally.2The pressure isnt coming just from legislation. In one globally galvanizing event, the champion US Womens National Team turned the World Cup soccer playing field into a global stage for equal pay when it filed a lawsuit against US Soccer for parity with male athletes paychecks. Millennial and Generation Z demands: These generations have experienced an equality of opportunity and experience in education, sports and more. They expect it in the workplace as well, along with equal pay, and are vocal and active in ensuring they get it.All of these developments come in an environment where the fundamental role of business is shifting. In August 2019, the influential Business Roundtable3signed a pledge to redefine the purpose of a corporation from maximizing profits to committing “to lead their organizations for the benefit of all stakeholders customers, employees, suppliers, communities, and shareholders.”Larry Fink, Founder, Chairman and CEO of BlackRock, offered the same admonition to businesses: Look beyond quarterly results and collect information on how you are managing sustainability-related questions including workforce diversity.4Add into the mix countless media headlines; increasing pressure from worker affinity, activist and advocacy groups; and demands from shareholders and stakeholders, and these voices will not be ignored. Plus and this is a big plus the business case has been proven, time and time again!1Arjuna Capital. “12 US Banks and Tech Giants Targeted with Median Gender Pay Gap Shareholder Proposal,” 13 Feburary 2019, available at arjuna-capital/news/press-release-12-u-s-banks-and-tech-giants-targeted-with-median-gender-pay-gap-shareholder-proposal. 2The World Bank. “40 Economies Make 62 Legal Reforms to Advance Womens Economic Participation,” 2020, available at worldbank/en/news/press-release/2020/01/14/40-economies-make-62-legal-reforms-to-advance-womens-economic-participation. 3The Business Roundtable comprises CEOs from a broad spectrum of nearly 200 leading organizations.4Fink L. “A Fundamental Reshaping of Finance,” BlackRock, 2019, available at blackrock/uk/individual/larry-fink-ceo-letter?siteEntryPassthrough=true&cid=ppc:CEOLetter:Google:responsive:UK:keyword&gclid=CjwKCAiA66_xBRBhEiwAhrMuLUJfvE5eUOuKpVbse_2fnlOyKy9_9pp3TBeT-jzkLoC9A6XaDLD1uBoCb6AQAvD_BwE&gclsrc=aw.ds. 02

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