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Korn Ferry commissioned a global study to identify best practices & tools for effective succession planning. Our Global Privacy Policy has changed; please view it here. See our Cookie Policy to learn more. We help CEOs shape their Diversity, Equity & Inclusion (DE&I) commitments and coach them on how to lead change. The pandemic and protests of 2020 shined a spotlight on businesses owned by people of color—and how ineffective most supplier diversity programs have been in building them up. Lessons and insights from senior Black leaders in corporate America. Build agile, smart, and inclusive teams that harness their diversity to outperform. Middle managers are at the heart of every organization, responsible for managing the performance and development of 80 percent of the workforce. Korn Ferry takes the privacy and security of your information seriously. Help people become more inclusive in their daily work through learning experiences such as: Unleash the power of underrepresented groups through a wide range of high-impact development programs including: Power of Choice for racially underrepresented and other groups. In the wake of the tragic killings of George Floyd, Breonna Taylor, Ahmaud Arbery, and so many others before them, it's beyond time to tackle this difficult subject head-on. By closing this banner, scrolling this page, clicking a link or continuing to browse, … It’s an emotionally explosive word and one that some believe corporations have vehemently rejected as a serious problem in their organizations. By closing this banner, scrolling this page, clicking a link or continuing to browse, you agree to the use of cookies. We use inclusive design techniques to build talent processes around the most overlooked user. By closing this banner, scrolling this page, clicking a link or continuing to browse, you agree to the use of cookies. We offer a variety of sessions to help organizations have real, productive conversations that address today’s issues around race, bias, white privilege, and inclusion. Six choices that empower underrepresented talent to achieve. Why one size fits all leaves most of us out. Black voices on their pain and angerWatch now >, How whites can become authentic alliesWatch now >, Addressing systemic racism through structural inclusionWatch now >, Creating a racially equitable future as inclusive leadersWatch now >, What board directors can do to eradicate racism in the corporate worldWatch now >. Korn Ferry uses cookies to provide you with the best experience with the site. We assess senior leaders against the Korn Ferry Inclusive Leader model and make recommendations on development areas. Change is hard. • The Southern Poverty In this webinar series, we will discuss what business leaders at all levels can say and do to tackle racism in their organizations and in society. Racism must end, and we need to accept that race—and all differences—do matter. HEAR ME: Black voices on their pain and anger. Healthcare boards are among the least diverse of any industry, and as COVID-19 shows, that’s a big problem for its future. The race conversation with executives: A facilitated virtual classroom session to help executives and senior leaders wrestle with the challenges they face personally when talking about, and addressing, the complex issue of race and racism. Take our diagnostic to find out. How inclusive are you? A key corporate governance outfit weighs in on the latest tensions, asking firms to release data likely to reveal slow, if any, progress on racial diversity. Our Global Privacy Policy has changed; please view it here. Essentially, as soon as your workforce works from home or works from somewhere that is outside the office doors, you need to connect with them and lead them instead of managing them against a set of tasks. Critics worry that video interviews during the pandemic may be inadvertently handicapping older candidates. Many of the talent systems and processes designed to optimize human performance are in fact riddled with built‑in biases.

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