eve-olution newsletter May 2005
Contents
- Statistic of the month
- Book of the month
- Understanding the business case for diversity by Melanie Allison, Senior Consultant
- Coaching Tip by Jane Campion, eve-olution's strategic coach
- Creative Female Leader
Statistic of the month
12% of men say they do most of the housework, the same proportion as in 1954. Source: The Observer
Book of the month
Blink by Malcolm Gladwell
Written by the author of The Tipping Point – an interesting and illustrative look at the power of instinct. This book will show you how to hone your intuitive skills to 'know' in an instant – becoming better decision makers. Gladwell reveals the power of 'blink' and how we can radically transform our understanding of the world and how we run our businesses and even our societies.
Understanding the business case for diversity
by Melanie Allison, Senior Consultant
Much to the surprise of many diversity practitioners, Stephen Overell wrote in the FT (21 February), to the effect that there is no tangible bottom-line benefit to diversity, citing evidence from CIPD and Leeds University studies. The thrust of the article was that although organisations talk much hot air about the business case, the proof in hard cash terms could not be unearthed, according to the academics who had found it "impossible to conclude whether diversity does bring net business benefits".
In March I wrote to Stephen suggesting that he might have done his research a little differently, given the plethora of case studies from the US and, to a lesser extent, Europe, which clearly demonstrate a tangible business case and articulate real financial benefits from the effective management of diversity.
Indeed, a subsidiary of the FT's own corporate group, Pearson, is actively involved in such a study, published by the Spartacus Group, that demonstrates an actual Earnings Per Share factor for companies who effectively manage diversity – thus directly linking diversity performance to corporate earnings.
Stephen stated that the article was "based overall consideration of the literature on diversity and business organisations, rather than isolated studies" and that "When aggregated, this paints a complicated picture, as the piece mentioned, and indicates some very big holes in the evidence for 'a business case'". This is quite different from the inference of the published article – that there is no evidence at all.
He went on to refer to the views of David Thomas, author of several pieces for the Harvard Business Review, about why the research has proved so mixed: "wishy-washy commitment from companies - becoming interested in diversity for PR reasons etc – meant its impact on organisations was radically restricted." This failed to add much meaningful perspective although it was suggested that this may be a "fruitful line of further research". More positively, he did acknowledge that "the CIPD's report is not particularly helpful to CIPD itself: like its US equivalent, the Society for Human Resource Management, the CIPD remains fully signed up to the business case, and believes that evidence will accrue over time."
Finally, Mr Overell pointed out unequivocally that – against a backdrop of difficulty in convincing business audiences to adopt a proactive approach to diversity – "it is not our job to be helpful to any one side in a debate; it is to try and be balanced. The premise of the article was that diversity has often been sold as being clearly advantageous to companies, when 10 years of top grade academic research has yielded mixed, inconclusive results. Demonstrating the complexity of this subject is in no way misleading."
It is extremely damaging that reporting of this nature should go unchallenged before such an influential audience – hence this article. As diversity professionals, we do not (yet) have a collective voice with which to respond - although I am working with others to change that, and if you are interested in finding out more, you can email me at melanie@eve-olution.net.
Coaching Tip by Jane Campion, eve-olution's strategic coach
Work/life balance and feeling "at one" at work
Are you living your Plan A? Are you doing all that you love to do, being all you want to be, blessed to be able to do it?
Or are you toying with a Plan B which is another life altogether? Maybe you're even living it in your imagination, going beyond PAYE-land to get the balance you seek.
Maybe you're halfway between, one of those people your employer hopes to retain – although you may not know it by the way you feel sometimes – one of the many women seeking a rewarding, professional life as well as a personal life – not an afterlife.
Thousands of women spoke recently through their coaches in a survey among around 100 coaches in the USA and work/life balance was the second biggest challenge listed – right after self-confidence. Sound familiar? These were the same top two as the recent coaching tip survey among eve-olution's network. (See April's newsletter for the confidence and visibility coaching tip.)
So take heart. If you're not living and loving your Plan A, you're up there with many, many executive women, but eve-olution isn't going to leave the matter there. And neither should you.
Click here for this month's tip... (MS Word document, 25kb)
Creative Female Leader
Feedback from the last event:
'Ideal pace, great content – I feel thoroughly enriched by this experience.'
Director, Bank of Scotland'Great being with smart, inspiring people. I can leap off the cliff and see what happens. If I can speed read then I can do anything!'
Consultant'Thanks for an energising, inspiring experience that has really given me focus, impetus and food for thought. I thoroughly recommend it – to anyone! A real tonic.'
Senior Diversity Practitioner'Generally very well managed through information giving and ensuring involvement'
Director, Barclays Bank'Great to connect to other women and be inspired by them and their achievements.'
Senior Manager, Compass Group