ALL IN is a two-year program that supports business and employer social responsibility. ALL IN champions and participants have committed to promoting diversity, inclusion, and equity in their workplaces. Employers work together in a cohort to maintain accountability and facilitate collaborative learning experiences. Each new cohort launches in January; to get involved, contact Aster Hathaway at aster@wnywfdn.org today!
ALL IN employers have committed to promoting diversity, inclusion and equity in their workplaces. Participation in ALL IN allows organizations to demonstrate tangible examples of progress to regulators, investors, funders, community and employees. By joining ALL IN, you have access to data, resources, and opportunities to shape and participate in relevant learning activities and recognition as a civil leader on corporate social responsibility as it relates to equity in the workplace. Membership includes up to date resources and research, web administration, data collection/analysis, learning collaborative events, and promotion.
It boosts your bottom line
- A better balance of men and women in the workplace can deliver returns with less volatility. i
- Positive correlations exist between financial performance and companies with the highest proportion of female executives. ii
- When it comes to the value of women in leadership positions, companies with top quartile representation of women in executive committees in general perform better than companies with no women at the top, by some estimates with a 47% average return on equity. iii
- There is a correlation between a “critical mass” of at least three women in a corporation’s management team and its organizational and financial performance. iv
i Morgan Stanley. (2016, May 11). Why it pays to invest in gender diversity. Retrieved from https://www.morganstanley.com/ideas/gender-diversity-investment-framework
ii Noland, M., Moran, T., & Kotschwar, B. (2016). Is gender diversity profitable? Evidence from a global survey. Working Paper Series, 16(3). Retrieved from https://piie.com/publications/wp/wp16-3.pdf
iii World Economic Forum. (2014). The global gender gap index 2014: The case for gender equality. Retrieved from http://reports.weforum.org/global-gender-gap-report-2014/part-1/the-case-for-gender-equality/
iv McKinsey & Company. (2008). Women matter 2: Female leadership, a competitive edge for the future. Retrieved from https://www.mckinsey.com/~/media/McKinsey/Business%20Functions/Organization/Our%20Insights/Women%20matter/Women_matter_oct2008_english.ashx
It helps with recruitment and retention
- Companies that take a strong, progressive stance toward increased gender diversity reap the rewards in terms of increased retention and attraction of female employees.
- Being a family-friendly employer is a great way to attract top talent - both female and male.
- Many women don’t feel companies communicate enough about their culture and policies and benefits during the recruitment and interview process. Being an “ALL IN” business gives employers a tangible way to communicate the efforts they are making to promote gender equity through policies and benefits.
Newman, R. (2016). Gender equality in the workplace: We aren’t there yet. The Fairy Godboss. Retrieved from https://fairygodboss.com/articles/gender-equality-in-the-workplace-we-are-not-there-yet
Women hold great leadership attributes
- Women tend to make more ethical decisions even if it means missing out on an upcoming promotion/bonus opportunity. v
- The top four leadership attributes executives value most for success today - intellectual stimulation, inspiration, participatory decision-making and setting expectations/rewards - are more commonly found among women. vi
- Ultimately, organizational performance increases when there is diversity of styles among the leadership team thus supporting the benefit of having women in leadership positions. vi
