Standard Chartered’s aim to become a leader in gender diversity feeds into its larger diversity agenda, which includes efforts aimed at employee engagement and productivity, women’s representation, and work-life balance.
As of 2011, 33 percent of ALLETE's board directors are women. ALLETE's commitment during its search process to finding exceptionally qualified nominees, and the resultant jump in the proportion of women board members, helps subvert the frequent complaint that there are not enough qualified women to serve on corporate boards of directors.
Learn about how Commonwealth Bank of Australia (CBA)'s initiative, Opening the Door for Gender Diversity, seeks to increase the number of women in senior leadership positions through a variety of strategies and programs aimed at breaking down barriers women and diverse populations often face in the workplace.
The mission of IBM's Women’s DNG is to provide a forum for action and strategy at the country and regional levels to advance IBM’s business objectives by helping the women who comprise its membership to be more effective in the workplace.
Read about how the Levi Strauss Foundation and BSR launched the Health Enables Returns Workplace Program for Women, or HERproject, providing factory-based women’s health education to promote awareness and access to services.
In 2007 Credit Suisse Switzerland launched employee networks as part of its regional Diversity & Inclusion function in order to expand its US employee networks into other regions across the globe. The areas of focus of the Swiss employee networks are based both on employee needs and current topics of interest in the region.
Learn about how, with the support and participation of senior leaders at CH2M HILL, the company made a conscious decision to develop high-potential women more quickly by valuing potential over seniority in awarding critical assignments and job opportunities.