Baker Tilly Appoints Shane Lloyd as Head of Diversity Inclusion and Belonging OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Baker Tilly Appoints Shane Lloyd as Head of Diversity, Inclusion and Belonging

CHICAGO–(BUSINESS WIRE)–Leading advisory CPA firm Baker Tilly US, LLP (Baker Tilly) appoints Shane Lloyd as head of diversity, inclusion and belonging, reporting to CEO Alan Whitman. He is the first executive in this dedicated role for Baker Tilly where its diversity, inclusion and belonging strategy is embedded into all aspects of its business.

Lloyd was first introduced to Baker Tilly as a lead consultant at Cook Ross, an organizational development firm hired by Baker Tilly to assess its diversity, equity and inclusion (DEI) strategy and plan.

“Shane has tremendous ability to lead with both intellect and empathy, while setting the bar high for how we can keep getting better as an organization,” said Baker Tilly CEO Alan Whitman. “Personally, I felt challenged and inspired by the perspectives he brought.”

Following Cook Ross, Lloyd joined Amazon to advance their DEI efforts first within its Worldwide Consumer organization as the inclusion and engagement lead, and then as the Global Diversity, Equity and Inclusion learning leader. He has experience working in higher education at Brown and Yale Universities and in public health.

“I was drawn to Baker Tilly’s commitment to building the competencies and skills necessary to drive meaningful change,” Lloyd said. “Diversity and inclusion work means taking a methodical look at systems, and it also means going off script, valuing calculated disruption and taking risks. Baker Tilly embraces all of that.”

Lloyd holds a bachelor’s degree in behavioral neuroscience from Northeastern University and a master’s degree in public health from Brown University. Lloyd serves as the vice chair for the Maryland Montgomery County Racial Equity and Social Justice Advisory Committee and holds advisory roles in several non-profit organizations.

About Baker Tilly US, LLP (bakertilly.com)

Baker Tilly US, LLP (Baker Tilly) is a leading advisory CPA firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles and Chicago. Baker Tilly is an independent member of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 148 territories, with 36,000 professionals and a combined worldwide revenue of $4.0 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Twitter.

© Baker Tilly US, LLP

Contacts

Nicole Berkeland

[email protected]

Baker Tilly Media Relations

[email protected] 612 876 4891

Nissan Americas Names New Chief Diversity Equity and Inclusion Officer OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Nissan Americas Names New Chief Diversity, Equity and Inclusion Officer

Chandra Vasser, a 17-year Nissan veteran, named to newly-created role

NASHVILLE, Tenn.–(BUSINESS WIRE)–Nissan has named Chandra Vasser to the new position of vice president and chief diversity, equity and inclusion officer, for its Americas region.


In this newly created role, Vasser will drive Nissan’s strategy to expand diversity, equity and inclusion (DEI) across business functions in the Americas region, while developing partnerships and plans to share the company’s DEI commitment with employees, customers and the community.

“Taking actions to strengthen our focus on diversity, equity and inclusion is a critical part of the culture change that we’ve committed to with our Nissan NEXT transformation,” said Jérémie Papin, chairperson, Nissan Americas. “Chandra brings great experience to the role and will drive how we value equity and inclusion with all of our stakeholders, including employees, customers, dealers and suppliers.”

Vasser most recently was a director of finance for several sales and marketing functions in Nissan’s U.S. business operations. She joined Nissan in 2004 and worked in positions of increasing responsibility in the finance and purchasing functions.

Among her roles, she currently is a member of Nissan’s Diversity Advisory Council, and she previously worked as director of purchasing for several functional areas, which included leadership of supplier diversity. Under her leadership, Nissan was recognized as the “2016 Corporation of the Year” by the TriState Minority Supplier Development Council (TSMSDC).

Vasser earned her bachelor’s degree in accounting from Tennessee State University, and an MBA from the Owen Graduate School of Management at Vanderbilt University. She recently completed the McKinsey Academy’s Black Executive Leadership Program.

For more information about our products, services and commitment to sustainable mobility, visit nissanusa.com. You can also follow us on Facebook, Instagram, Twitter and LinkedIn and see all our latest videos on YouTube.

Contacts

Media Contact
Ashli Bobo

Nissan Corporate Communications

[email protected]

New Partnership Offers Scholarships to Improve Access to Careers in Finance OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

New Partnership Offers Scholarships to Improve Access to Careers in Finance

To help more students from underrepresented schools launch careers in the financial services industry, SIFMA and Knopman Marks Financial Training have partnered with the Financial Industry Regulatory Authority (FINRA) to support SIE Exam preparation.

NEW YORK–(BUSINESS WIRE)–#DEI–The Securities Industry and Financial Markets Association (SIFMA), the trade association for broker-dealers, investment banks and asset managers operating in the U.S. and global capital markets, and Knopman Marks Financial Training, a leader in FINRA exam preparation, have announced a partnership to help students from diverse backgrounds pursue a career in finance by offering scholarships.

These firms recognize that companies that prioritize diversity and inclusion foster greater innovation and outperform financially.

To help build equity through education, Knopman Marks will offer scholarships to SIFMA Invest! students interested in training for the Securities Industry Essentials (SIE) Exam, the mandatory first step to all securities licensing.

SIFMA Invest!, a program and online platform, offers students enrolled at Historically Black Colleges and Universities (HBCUs) and Minority Serving Institutions (MSIs) opportunities to pursue a career in financial services.

“SIFMA is committed to expanding our outreach to students as they consider careers in the financial services industry. As SIFMA Invest! continues to provide educational opportunities to America’s HBCUs and MSIs, our partnership with Knopman Marks will help students have access to training material as they look to take and pass the FINRA Securities Industry Essentials exam. We are excited to announce this partnership,” said Cheryl Crispen, SIFMA EVP of Communications and Marketing.

The program also helps connect students with the existing efforts of The Financial Industry Regulatory Authority (FINRA), the organization that regulates member brokerage firms and exchange markets, to supply pre-paid vouchers to cover the cost of the SIE exam for students.

“We’re excited to partner with SIFMA and FINRA to help these students reach their career goals,” said Brian Marks, President of Knopman Marks Financial Training. “We look forward to making our SIE scholarships available to help open up access to a career in finance to those who otherwise would not have that opportunity.”

The Knopman Marks Scholarship offers training to prepare students to take the SIE Exam, a foundational exam for a career in financial planning or securities. Passing the SIE Exam will enable those in disadvantaged socio-economic or educational circumstances to stand out to employers in the financial services industry.

The SIFMA Invest! Platform offers students an opportunity to learn more about the financial services industry as a career choice. They can connect with SIFMA members, obtain resume assistance, and access mentors and networking opportunities.

The SIE Exam does not require sponsorship and provides an edge in the race to secure a competitive internship, analyst position, or another registered position at a financial firm. Candidates who train with Knopman Marks consistently score the highest pass rates in the industry. In a typical year, 98% of candidates studying with Knopman Marks for the SIE Exam pass on their first try.

“We’re dedicated to creating a more diverse and inclusive financial services industry,” says Marcia Larson, Head of Partnerships at Knopman Marks. “We’re excited to share our team’s expertise with candidates seeking to break into the industry.”

About SIFMA Invest!

The SIFMA Invest! program and virtual platform offers students enrolled at Historically Black Colleges and Universities (HBCUs) and Minority Serving Institutions (MSIs) a myriad of educational, industry research and career development opportunities for those interested in pursuing a career in financial services. SIFMA Invest! Provides students with new and fresh educational resources; opportunities to study for and take the FINRA Securities Industry Essentials (SIE) exam; chances to connect with SIFMA member firms and obtain resume assistance; and access to mentors and networking opportunities with financial services professionals through virtual events, webinars and student forums.

About Knopman Marks Financial Training

With the best exam results in the industry, Knopman Marks Financial Training is the leader in FINRA test prep. We have helped thousands of candidates pass their licensing exams on the first attempt, and our pass rates are consistently above the industry average. That’s why the biggest Wall Street firms trust us to train their new analysts and associates. Our expert instructors have led programs on five continents and prepared more than 100,000 students for various FINRA and other licensing examinations. Visit www.knopman.com to learn more about how Knopman Marks inspires financial professionals to thrive by preparing them for their exams—and their careers.

Contacts

Those seeking to apply to the SIFMA Invest! program can contact [email protected].

To learn about participating in a Knopman Marks SIE Scholarship partnership program, please contact [email protected]

For SIFMA press inquiries, please contact Lindsay Gilbride at [email protected].

For Knopman Marks press inquiries, please contact Sydney Berman; (917) 594-4835 x1008; [email protected]

Coalition of Tech Companies and Academic Experts Launch Unprecedented Report to Transform Diversity, Equity, and Inclusion Outcomes within Tech Industry OutBuro LGBTQ

Coalition of Tech Companies and Academic Experts Launch Unprecedented Report to Transform Diversity, Equity, and Inclusion Outcomes within Tech Industry

Over 30 CEOs and Leaders from Leading Tech Companies Pledge to Take Action and Drive Change

WASHINGTON–(BUSINESS WIRE)–Today a coalition of 29 leading diversity, equity, and inclusion (DEI) experts from academia and the tech industry released a new report, Action to Catalyze Tech (ACT), which calls on tech companies to commit to bold, collective action by open-sourcing DEI best practices, encouraging collaboration on systemic solutions, and increasing accountability to drive change.

Convened by the Aspen Institute, the National Center for Women & Information Technology (NCWIT), PwC, and Snap Inc., a cross-industry working group partnered for over a year to aggregate relevant, research-based actions that businesses can take to help radically improve DEI outcomes. The ACT Report compiles this research in one place and provides a blueprint and tools for companies at all stages — from startups to mature organizations — to implement to drive internal and sector-wide change. The full report is available here: https://actreport.com/.

Over 30 CEOs and executives from leading technology organizations, including Airbnb, Apple, Dropbox, Etsy, Google, LinkedIn, Twitter, Salesforce, Spotify, and Uber, have committed to being founding signatories of the ACT Report, pledging to hold themselves and their companies accountable to accelerate progress toward achieving DEI success. Together, these founding signatories represent more than 500,000 tech employees.

As part of the pledge, company signatories commit to developing company-specific strategies for pursuing or enhancing activity around the report’s four recommendations, which include:

  • Model and incentivize inclusive leadership, including by recognizing DEI as a business imperative.
  • Operationalize DEI throughout the business by applying a framework to address how to spend money (supplier diversity), design and build products (product inclusion), and think about talent.
  • Share DEI demographic data with a new industry partner, the Tech Equity Accountability Mechanism, incubated by the Aspen Institute, with the goal of creating industry-wide standards for reporting such data.
  • Transform future pathways into tech for underrepresented talent, including by helping solve the acute lack of computer science teachers from underrepresented backgrounds.

The tech industry remains dominated by white men,” said Vivian Schiller, Executive Director of Aspen Digital, a program of the Aspen Institute. “Justice for underrepresented communities requires sustained commitment, transparency, and accountability from leadership, and that’s what we strive toward with Catalyze Tech. We are glad that so many tech companies are committing to implement recommendations made in this report, and eager to support the sector on the path to true equity.”

Increasing diversity, equity, and inclusion is more than a numbers game. True change occurs when company leaders remove the systemic biases and barriers to fostering inclusive organizational cultures,” said Lucy Sanders, CEO and Founder, NCWIT. “It is imperative that we continue to call upon tech companies to take action, and contribute to making the tech industry a more accurate reflection of a broad society.”

So often the tech industry moves fast and shoots for the stars — yet when it comes to diversity and inclusion, the industry’s progress has been agonizingly slow. It is long past time for urgency and accountability, and the ACT Report sets out a tangible roadmap for companies of all sizes,” said Oona King, Vice President of Diversity, Equity and Inclusion at Snap Inc. and the Chair of the Catalyze Tech Working Group. “Collective action is key, and needs everyone in business — from CEOs to interns — to be inspired to act.”

Diversity, equity and inclusion must be treated with the same prioritization, investment and rigor as other C-Suite priorities — it demands collaboration, accountability and transparency to help accelerate systemic and sustainable change,” said Shannon Schuyler, Chief Purpose & Inclusion Officer at PwC US. “The commitments laid out in the ACT report strive to do just that, from the talent we hire, to the suppliers we work with, to the products we create — inspiring a culture of belonging should be felt through every corner of an organization if we are to drive change at scale.”

The full list of companies that have signed on to commit to the report’s recommendations at launch are: Airbnb; Apple; Ariel Investments; Cisco; DoorDash; Dropbox; Etsy; Google; Headspace Health; Justworks; LinkedIn; Maven; Netflix; Nextdoor; PwC; Ro; Salesforce; Snap; Spotify; Twitter; Uber; Vimeo; Warby Parker; and Wipro; along with PledgeLA and the companies that form the Alliance for Global Inclusion: Applied Materials, Dell, Intel, Micron Technology, Nasdaq, and NTT Data.

On November 3, Catalyze Tech will convene the first annual DEI Innovation Summit, which will bring together CEOs and leaders from signatory companies, DEI experts, and advocates to discuss cross-industry alignment, and how to put the report’s recommendations into action. The Summit, held virtually, will begin at 9:00 a.m. PT, and it will be available to watch for free here.

Learn more about this effort at ACTReport.com.

About Catalyze Tech

Catalyze Tech is a new initiative to align the tech industry around collective action for diversity, equity, and inclusion (DEI), based on the belief that outcomes cannot be transformed by any one leader or company alone. They are an industry-wide challenge that must be tackled by working together.

The coalition’s founding recommendations, released in its Action to Catalyze Tech (ACT) Report, were developed over the course of a year by a cross-industry working group of academics, DEI experts, think tanks, and tech companies, with the goal of bringing companies together to define industry standards for DEI and determine and commit to the collective action needed to solve systemic inequity in tech.

The working group that developed the report included experts and academics from AnitaB.org; Aspen Digital, a program of the Aspen Institute; Bennington College; Brookings Institution; Computing Alliance of Hispanic-Serving Institutions, University of Texas at El Paso; Constellations Center for Equity in Computing at the Georgia Institute of Technology; Coqual; CSforAll; Expanding Diversity and Gender Equity in Tech (EDGE in Tech)™ Initiative at the University of California; Google; Harvard Business School; IncluSTEM; Kapor Center; LA-Tech.org; Management Leadership for Tomorrow; National Center for Women & Information Technology; Powered By Decisions, LLC; PwC; QSIDE Institute; Reboot Representation; Scholastic Education Solutions; Snap Inc.; University of Massachusetts Amherst; and the Women and Public Policy Program at the Harvard Kennedy School.

Contacts

Press:

[email protected]

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Inclusion 2021 – Chats with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace

Ahead of his speaking participation at the online DEI festival, INCLUSION 2021, we caught up with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace, and Founder & CEO of Brave Trainings on his thoughts on Diversity, Equity, Inclusion, and Belonging in the workplace.

Don’t miss your chance to catch Cornell speaking on an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace.

Discussing Working towards a racially just workforce: One year on from global Black liberation uprisings 2020, Cornell will be joined by Leslie Gray, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla and Asif Sadiq MBE, Senior Vice President, Head of Equity and Inclusion at WarnerMedia International. Together they will tackle:

  • How have the commitments made by companies to address racial inequalities across the world since June 2020 translated into action? Has adequate progress been made in the short term? 
  • What should companies be aiming for in regards to quotas, and what are the pitfalls when quotas are the only driver for race diversity
  • How can companies create a safe work environment for Black and people of colour – what actions can be implemented?
  • There is also an emotional tax associated with being Black in the workplace – what are companies doing to ensure the wellbeing of their BIPOC employees?
  • Who is getting it right and from where can we draw inspiration?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities, and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
  • Grow your network during our INCLUSION social hour meetups
  • Discover how to support minorities, heal divides and increase staff unity

Hear from our incredible high profile line-up of 75+ expert speakers leading the charge for diversity, equity, and inclusion change in the workplace, including:

Visual Portfolio, Posts & Image Gallery for WordPress
Rashmi Verma, Global Head of Diversity & Inclusion at HUGO BOSS
Joseph Nwosu, Co Lead of the Black at Experian Network (ERG) at Experian
Cecilia Weckstrom, Senior Global Director, Head of Diversity, Inclusion & People Innovation at LEGO Group
Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

Become a show sponsor…

Join RW3, WorkJam, Personio and BiasProof in the movement for change. Becoming an official partner or exhibitor at INCLUSION 2021 will help raise your visibility, connect with your target audience, develop your talent pipeline and improve your profitability. Position your brand as a real leader in the global movement for D&I change in the workplace. Click here for more information.

We can’t wait to see you in October. Tickets are limited, so make sure to grab yours now before they run out.

Thank you to all our sponsors:

Platinum Sponsor

Culture Wizard by RW3 - Global Inclusion Experts

Gold Sponsor

WorkJam

Silver Sponsors

Personio - The HR Operating System
BIASPROOF

Partners

Inclusion 2021 Partners - OutBuro LGBTQ Professionals lesbian gay bisexual transgender nonbinary queer onlin networking community job listings

Our Partner Charity

autistica

Inclusion 2021 Summit - OutBuro LGBTQ profession entrepreneur networking online community gay lesbian transgender queer bisexual nonbinary

Inclusion 2021 Summit – Equity, Diversity, and Inclusion in the Workplace

Don’t miss your chance to catch an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace. OutBüro is a partner and will be hosting LGBTQ+ Inclusion break-out sessions and available in the main lobby for additional information and engagement.

Discussing Wellbeing in a Post-Pandemic World – Defining Expectations and Reprogramming Routines, Anna Mouchref, Leading Culture & Diversity, Siemens Digital Industries; Praveen Gopalan, Environmental Sustainability & Employee Engagement Programme Manager for BBC Studios and Dr. Shaun Davis, Global Director of Safety, Health, Wellbeing & Sustainability, Royal Mail will cover:

  • What impact has the pandemic had on employee wellbeing over the last year – can this be measured, and if so, how?
  • As many organisations move to a hybrid workforce model, what should be considered and implemented in terms of employee wellbeing?
  • What steps can and should leaders take to role-model behaviours, to promote a culture of wellbeing among their workforce?
  • Why is a more holistic relationship between work and life more beneficial and what has been the impact of the pandemic
  • How can you stay agile and review the approach to wellbeing in response to changing external factors?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
  • Grow your network during our INCLUSION social hour meetups
  • Discover how to support minorities, heal divides and increase staff unity

Hear from our incredible high profile line-up of 75+ expert speakers leading the charge for diversity, equity, and inclusion change in the workplace, including:

Visual Portfolio, Posts & Image Gallery for WordPress
Rashmi Verma, Global Head of Diversity & Inclusion at HUGO BOSS
Joseph Nwosu, Co Lead of the Black at Experian Network (ERG) at Experian
Cecilia Weckstrom, Senior Global Director, Head of Diversity, Inclusion & People Innovation at LEGO Group
Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

Become a show sponsor…

Join RW3, WorkJam, Personio and BiasProof in the movement for change. Becoming an official partner or exhibitor at INCLUSION 2021 will help raise your visibility, connect with your target audience, develop your talent pipeline and improve your profitability. Position your brand as a real leader in the global movement for D&I change in the workplace. Click here for more information.

We can’t wait to see you in October. Tickets are limited, so make sure to grab yours now before they run out.

Thank you to all our sponsors:

Platinum Sponsor

Culture Wizard by RW3 - Global Inclusion Experts

Gold Sponsor

WorkJam

Silver Sponsors

Personio - The HR Operating System
BIASPROOF

Partners

Inclusion 2021 Partners - OutBuro LGBTQ Professionals lesbian gay bisexual transgender nonbinary queer onlin networking community job listings

Our Partner Charity

autistica

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Maximus Named to Forbes’ List of America’s Best Employers for Diversity

RESTON, Va.–(BUSINESS WIRE)–Maximus (NYSE: MMS), a leading provider of government services worldwide, was named to Forbes’ list of America’s Best Employers for Diversity 2021. Maximus is honored to have received such recognition highlighting our ongoing efforts to create a more inclusive workplace and culture for diversity, equity, and inclusion (DE&I).

“Today’s social justice movement has brought needed focus and renewed energy to issues our nation has faced for hundreds of years. We must ensure our efforts and resources support the right initiatives. And to do so, Maximus must lead by example. This recognition showcases our continued strides toward our commitment to diversity, equity, and inclusion,” said Michelle Link, Chief Human Resources Officer, Maximus.

As part of our ongoing strategy to increase DE&I in the workplace, Maximus seeks to foster a culture that respects and values individual contributions and differences. A commitment to create a more inclusive workplace has materialized through many forms, including developing DE&I workshops, monthly Community Conversations, and networking events. In 2020, the Company launched its DE&I Steering and Design Committees which lead efforts around employee diversity across race and ethnicity, gender, position, and division.

“We are seeing a shift in nationwide consciousness. Systemic change won’t happen overnight, but that won’t keep us from advocating and leading our efforts. We could not have the positive impact on the lives of the individuals and families we serve without a diverse and inclusive workforce and culture,” said Link.

In partnership with Statista, a market research company, Forbes selected America’s Best Employers for Diversity based upon an independent survey of over 50,000 U.S. employees who work for companies with a minimum of 1,000 employees. Participants rated organizations based on several criteria, including age, gender, ethnicity, disability, sexual orientation, equality, and general diversity. The list recognizes the top 500 employers who received the most recommendations from employees and have the most proactive diversity and inclusion initiatives including the most diverse boards and top governing ranks.

Discover more about Maximus’ commitment to DE&I.

About Maximus

Since 1975, Maximus (NYSE: MMS) has operated under its founding mission of Helping Government Serve the People®, enabling citizens around the globe to successfully engage with their governments at all levels and across a variety of health and human services programs. Maximus delivers innovative business process management and technology solutions that contribute to improved outcomes for citizens and higher levels of productivity, accuracy, accountability, and efficiency of government-sponsored programs. With approximately 34,000 employees worldwide, Maximus is a proud partner to government agencies in the United States, Australia, Canada, Italy, Saudi Arabia, Singapore, South Korea, Sweden, and the United Kingdom. For more information, visit maximus.com.

Contacts

Investor Relations
James Francis 703.251.8526

[email protected]

Madison West 703.251.8443

[email protected]

Media & Public Relations
Eileen Rivera 571.329.3410

[email protected]

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Vaya Vision Survey Reveals Significant Biases in Leadership Development and DE&I Initiatives

  • Wide gaps divide males and females in selection for career advancement
  • Lack of objective assessments jeopardize women and minority leadership growth
  • Perceptions of company DE&I commitment, connection and engagement differ between genders and races

CHICAGO–(BUSINESS WIRE)–Vaya Group, a global leadership development consultancy, announced key findings of its annual 2021 Vaya Vision Survey of more than 1,000 U.S. professionals. As businesses struggle with how to acclimate hybrid workers, develop valued employees and manage growing pressures to diversify their workforce, the results revealed insights into how today’s leaders should prepare for tomorrow’s world of work.


The Vaya Vision survey explored how companies are approaching Leadership Development (LD) programs, as well as how businesses are faring with their Diversity, Equity and Inclusion (DE&I) initiatives. In both cases, vast inequities persist and pose serious challenges to executive management.

LD Programs Show Gender Imbalance in Selection and Participation

When it comes to developing emerging leaders and high potential (HiPo) talent, the survey found that men have several advantages over their female counterparts. For example:

  • 22% more men than women participate in LD programs – that’s nearly a quarter more of the workforce.
  • 58% more women than men have to ask to be included in LD opportunities. The biggest group is women in upper management – 67% of who have to self-advocate for LD. This is followed by 50% of Asian women.
  • 40% more males than females are informally assessed for enrollment in LD programs, 39% more men are formally assessed, and 35% more men are selected by their managers.
  • 63% of emerging leaders are chosen based on subjective, biased and informal criteria vs. a professional, formal assessment.

“It’s concerning than females and people of color are so widely underrepresented for selection in LD programs and not given the same opportunity as men to fully develop their leadership skills. Many candidates are selected by their managers for LD opportunities based on similarities and a ‘looks like me’ approach – not by an objective, unbiased assessment,” said Paul Eccher, PhD, co-founder, president and chief executive officer, Vaya Group.

DE&I Deficiencies Lead to Misperceptions

Lack of a formal assessment process to identify and develop emerging leaders has a domino effect on the rest of the organization. When companies lack diversity in leadership, employees tend to develop skewed perceptions. This, in turn, impacts their sense of recognition, belonging and connectedness.

Here’s what the survey found:

  • Caucasian men are nearly twice as likely as other respondents (including women and minorities) to say that their organization visibly reinforces its commitment to diversity, and that diverse representation has increased.
  • Less than 1 in 4 minority respondents believe that promotions are based on objective measures. In particular, non-Caucasian women feel the most under-recognized for their work, starting with 24% of Asian females. This is followed by African-American women (19%) and Latino/Hispanic women (15%).
  • 40% of white men feel connected and engaged at their company compared to 28% of white women, 24% of Asian women and 13% of Asian men.

“One’s sense of inclusion and belonging is important to how employees perceive their value in the workplace, as well as how committed the organization is to their career advancement. As highlighted by this survey, there’s ample opportunity to create more sustainable pathways to DE&I success in leadership development. Organizations who ignore the perceptions and needs of their people now will likely struggle with a lack of diverse representation for years to come,” added Dr. Eccher.

Vaya Group is committed to helping businesses empower their HiPo employees to be future leaders with proven assessments, professional coaching and highly individualized virtual LD solutions like VayabilityTM.

For more information on the Vaya Vision survey, please visit: www.vayapath.com/vayavision.

About Vaya Group

Vaya Group helps the world’s leading companies identify, assess, cultivate and promote the talent needed to thrive in a competitive marketplace. Trusted by Fortune 1000 organizations spanning the globe and across industries, Vaya Group has provided assessment and coaching services to C-suite and senior executives, as well as managers and employees at all levels. Vaya Group was recognized on the Inc. 5000 annual list of America’s Fastest-Growing Companies. To learn more, visit www.vayapath.com.

Contacts

Staci Rubinstein

[email protected]
847.219.5742

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Clark Construction Group Partners with Other Industry Leaders to Launch Construction Inclusion Week

BETHESDA, Md.–(BUSINESS WIRE)–Clark Construction Group is proud to announce the company’s participation as a founding member of Construction Inclusion Week, an initiative to build awareness, celebrate diversity and equity, and foster inclusion across the construction industry.

In 2020, Clark joined fellow general contractors DPR, Turner, Gilbane, Mortenson, and McCarthy, to form the “Time for Change” consortium to identify ways to advance diversity, equity, and inclusion within the construction industry. Through this effort, Construction Inclusion Week was created. The inaugural week-long event, which kicks off on October 18, 2021, is open to the entire industry.

The theme for this year’s Construction Inclusion Week is “Building the Foundation for Inclusion.” Topics will include leadership commitment and accountability, unconscious bias, supplier diversity, jobsite culture, and community service and outreach.

“As business leaders, we have a unique opportunity to leverage our collective voices and resources to identify and solve key industry and societal challenges,” said Robby Moser, president and chief executive officer for Clark Construction. “Clark is honored to be part of this industrywide journey to build and foster a culture of diversity, equity, and inclusion, where our people and communities can thrive.”

Clark is continuously evaluating ways to strengthen its Inclusion & Diversity strategy, which is anchored by four key tenets.

  • Culture – Continually develop a positive, inclusive, and respectful workplace
  • Growth – Attract, retain, grow, and promote a diverse mix of talent at all levels of the organization
  • Resources – Provide the resources and support for its employees and company to thrive
  • Engagement – Positively impact communities by providing access to opportunity

These pillars inform the company’s efforts to foster meaningful change and yield a more diverse and inclusive business, industry, and society.

Like Construction Safety Week, Construction Inclusion Week demonstrates how a united industry can collectively set expectations for behaviors that foster positive and lasting change. Participating firms will have access to materials and resources such as toolkits and conversation guides to bring awareness to diversity, equity, and inclusion concepts for jobsites, teams, and organizations.

Visit www.constructioninclusionweek.com to sign up and learn more.

About Clark Construction Group

Clark Construction Group is one of the nation’s most experienced and respected providers of building and civil construction services companies with annual revenues of approximately $5 billion. Headquartered in Bethesda, Maryland, the company has offices strategically located to serve clients throughout the country. For more information, visit www.clarkconstruction.com.

Contacts

MEDIA CONTACT:
Carly Thayer

+1 (202) 756-7244

[email protected]

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AMN Healthcare COO Kelly Rakowski Honored with National Diversity Council Inclusive Leadership Award

DALLAS–(BUSINESS WIRE)–Kelly Rakowski, Group President and Chief Operating Officer, Strategic Talent Solutions, at AMN Healthcare (NYSE: AMN), has received the 2021 Inclusive Leadership Award from the National Diversity Council.


I’m very grateful for this honor and proud to be a team member of AMN Healthcare, where a shared vision of diversity, equality, and inclusion at all levels of the company is the foundation of our service,” Rakowski stated. “Now is a crucial time when our responses to unprecedented events can become opportunities to build a more just and inclusive industry and community.”

The Inclusive Leadership Award honors executives and innovative leaders in all industries for their passion to build effective systems by demonstrating “fairness, empathy, and integrity through inclusive leadership practices that embrace the differences of team members while boosting innovation and impacting bottom-line success.” The National Diversity Council is a non-profit organization that brings together the private, public, and non-profit sectors to advance diversity and inclusion by transforming workplaces and communities into inclusive environments.

Rakowski serves as an advocate for diversity in leadership and the healthcare talent pool. She has been recognized as an industry spokesperson for developing innovative solutions to many of the challenges that hospitals, clinics, and other providers face in today’s rapidly evolving healthcare landscape.

AMN Healthcare is a leader in the commitment to and pursuit of diversity, equality, and inclusion in the healthcare industry and in the communities where we work and live. The company’s action strategy and programs have resulted in a team that is 65% women, with an executive team that includes women as CEO, Chief Legal Officer, Group President & COO of Strategic Talent Solutions, and divisional and brand presidents; a Board of Directors that is 63% women, and a team that is 33% people of color. AMN is continuously working to improve diversity, equality, and inclusion at all levels of the company and industry while seeking social justice in the community and society.

More information about DE&I at AMN can be found in the 2020 Corporate Social Responsibility Report and on the AMN DE&I webpage.

About AMN Healthcare

AMN Healthcare is the leader and innovator in total talent solutions for healthcare organizations across the nation. The Company provides access to the most comprehensive network of quality healthcare professionals through its innovative recruitment strategies and breadth of career opportunities. With insights and expertise, AMN Healthcare helps providers optimize their workforce to successfully reduce complexity, increase efficiency and improve patient outcomes. AMN total talent solutions include managed services programs, clinical and interim healthcare leaders, temporary staffing, executive search solutions, vendor management systems, recruitment process outsourcing, predictive modeling, language interpretation services, revenue cycle solutions, credentialing and other services. Clients include acute-care hospitals, community health centers and clinics, physician practice groups, retail and urgent care centers, home health facilities, schools and many other healthcare settings. AMN Healthcare is committed to fostering and maintaining a diverse team that reflects the communities we serve. Our commitment to the inclusion of many different backgrounds, experiences and perspectives enables our innovation and leadership in the healthcare services industry. For more information about AMN Healthcare, visit www.amnhealthcare.com.

Contacts

Media Contact
Jim Gogek

Corporate Communications

AMN Healthcare

(858) 350-3209

[email protected]

Investor Contact
Randle Reece

Director, Investor Relations

AMN Healthcare

(866) 861-3229

[email protected]

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