themaygr_ Week of March 27th, 2017 | The May Group
Pages Menu
Categories Menu

Week of March 27th, 2017


Welcome to our  news, research & resources round-up, where consultant Hannah E. Lawson shares the latest collection of news relevant to gender, diversity & inclusion in Australia and the World.

Assessment: How Mindful Are You? – Harvard Business Review 

Mindfulness is the ability to stay focused, while being aware of your thoughts and surroundings and being able to recognise and move past distractions as they arise. In our information-saturated workplaces, this mental skill is becoming as important as emotional intelligence and technical skills. Research shows that people spend almost 47% of their waking hours thinking about something other than what they’re doing, which impairs their creativity, performance, and well-being. This assessment was developed to help you understand how mindful you are, both at work and in general. A rating of your mindfulness is provided with recommendations for improving it. Read More

Failing to market to women is costing serious money. But men don’t want to hear it – Women’s Agenda 

Over the past 100 years, women have evolved as consumers faster and far more powerfully than men. As a result, women have earned the coveted position of being the ‘Chief Purchasing Officers’ of our economy. Women make 9 out of 10 of consumer purchases and, globally, are worth $28T of a $35T consumer-economy. So, why is the business world so uninvested (and apparently disinterested) in giving us what we want? In fact, research conducted by Boston Consulting Group shows that companies continue to: Offer women poorly-conceived products and services; Market these using outdated marketing narratives that promote female stereotypes; and Miss out on an opportunity worth more than $5T. Read More

Teams Solve Problems Faster When They’re More Cognitively Diverse – Harvard Business Review 

Received wisdom is that the more diverse the teams in terms of age, ethnicity, and gender, the more creative and productive they are likely to be. But having run the execution exercise around the world more than 100 times over the last 12 years, the authors have found no correlation between this type of diversity and performance. With an average group size of 16, comprising senior executives, MBA students, general managers, scientists, teachers, and teenagers,  observations have been consistent. Some groups have fared exceptionally well and others incredibly badly, irrespective of diversity in gender, ethnicity, and age.  If not diversity, what accounted for such variability in performance? They wanted to understand what led some groups to succeed and others to crash and burn. This led the authors to consider differences that go beyond gender, ethnicity, or age, and begin to look more closely at cognitive diversity. Read More

Dispelling the myths: why the gender pay gap does not reflect the ‘choices’ women make – The Guardian 

According to the World Economic Forum, there is no country on earth where women make as much as men for the same work. In their 2016 Global Gender Gap Report, it is estimated that, at current rates, it would take another 170 years to close the global pay gap between men and women. The pay data for Australia certainly isn’t bucking this trend. It doesn’t matter which way you look at it, there is consensus that the gender pay gap exists. Even though the overall gap in Australia has reduced slightly over the past two years, according to data from the ABS women still make 16.2% less than men.  Yet, somehow, talking about the pay gap can still be controversial. Earlier this month, the Diversity Council Australia released an important report together with KPMG and the Workplace Gender Equality Agency (WGEA). Called She’s Price(d)less – the economics of the gender pay gap, it presents a picture of the economics underlying the gender pay gap. The resulting report counters the myths and provides the evidence that refutes a whole range of other “reasons” put forward about women earning less because they “choose” to work part-time or take time out of the workforce to care for family members. Read More

Research: Junior Female Scientists Aren’t Getting the Credit They Deserve – Harvard Business Review 

According to the U.S. National Science Foundation, women earn about half of the doctoral degrees in science, yet they represent a mere 21% of the faculty at the full professor level at research institutions in the United States. In explaining these numbers, a great deal of attention has been given to the “glass ceiling” – the idea that women reach a level near the top of their organizations beyond which they simply cannot advance. But women often meet barriers well before they have climbed to the upper echelons. The authors explored why many women aren’t advancing in their early careers by looking at gender differences in publications and research funding. Read More

A Meta-Analytical Integration of over 40 Years of Research on Diversity Training Evaluation – National Centre for Biotechnology Information

This meta-analysis of 260 independent samples assessed the effects of diversity training on four training outcomes over time and across characteristics of training context, design, and participants. While many of the diversity training programs fell short in demonstrating effectiveness on some training characteristics, the analysis does reveal that successful diversity training occurs. The positive effects of diversity training were greater when training was complemented by other diversity initiatives, targeted to both awareness and skills development, and conducted over a significant period of time. The proportion of women in a training group was associated with more favourable reactions to diversity training. Read More

Gender Diversity: The real reason we are still talking about it – Deloitte Diversity & Inclusion

A mountain of highly credible research now documents that gender diversity on boards delivers business value. By way of example, Credit Suisse (2014) and Catalyst (2013) found that companies with gender diverse boards generate significantly higher returns on equity, sales and invested capital when compared to all male boards. AMP Capital (2016) found that when companies have two or more women on the board, they have a better quality of corporate governance. And it gets even better with gender balance, i.e. 50/50 men: Deloitte (2016) and Credit-Suisse (2016). Investment fund manager AMP Capital has released a recent report entitled “Gender diversity: The real reason we are still talking about it”. Read More


Learn more about The May Group’s Inclusive Leadership program and resources, to help you cultivate inclusive and diverse workplaces.