Windō

👂🏾Early Adopters, Students, Grads - we listened and today we deliver…🚀 Windō is excited to announce the launch of our Early Career Opportunities Tracker for young talent to easily discover, track and apply to opportunities at progressive organisations in the #finance, #consulting, #tech and #legal sectors. With 600+ #apprenticeships, #InsightDays, #internships, #placements and #FullTimeRoles catalogued, we’ve uncovered four key insights: 1️⃣ Applications are already open for 20% of these roles—do not wait until September! 2️⃣ A considerable number of insight days are specifically aimed at female, Black, LGBTQ+, disabled students, and those from lower socio-economic backgrounds, which in turn open the door to internships. 3️⃣ Studying tech? Check out some excellent early career opportunities with employers in the finance and consulting sector. 4️⃣ Looking for roles focused on sustainability? We found these to be on the rise. Explore 600+ Early Career Opportunities today: https://lnkd.in/eNFinRTQ #EarlyCareer #DiversityInclusion #TechCareers #Sustainability #Opportunities

🌿 Join us for our next speaker event with James Paull, Head of Carbon at Carbon Responsible Drawing from his extensive experience across financial services and sustainability consulting, James will explore the key question: "A Career in Sustainability – Could I? Should I? How can I?" Join us to learn about: Career pathways and opportunities Essential skills for the sector Tips for entering the workplace Building your professional network Followed by an open Q&A session - your chance to ask anything about starting your sustainability career

🚨 Gen Z isn’t “quiet quitting.” They’re rejecting outdated leadership. A must-read from Fast Company by Jeff LeBlanc challenges the misleading narrative that Gen Z lacks work ethic. The truth? They’re simply unwilling to tolerate leadership that is unclear, unfair, or out of touch with their values. At Windō, our research tracking DEI, wellbeing, and corporate culture across 600+ companies—and our engagement with 1,200+ university society leaders—tells the same story. Our latest Young Talent Values Report confirms that Kindness, Fairness, and Structure—as advocated by the author—are non-negotiable for Gen Z: 🔹 Kindness (Trust and Psychological Safety) ✔ 78% consider a potential employer’s commitment to well-being a priority. ✔ 62% value flexible hours and remote work, highlighting the need for work-life balance. ✔ 69% would leave a company if its values don’t align with theirs. 🔹 Fairness (Equity in Promotions, Pay & Opportunities) ✔ 88% believe employers should disclose graduate salaries upfront for pay transparency. ✔ 67% would sacrifice salary to work for a company that aligns with their values. ✔ 57% consider workforce representation data a key deciding factor in job selection. 🔹 Structure (Clarity, Feedback & Transparency) ✔ 59% feel organizations aren’t transparent about progress on sustainability and equality. ✔ 73% believe employers should set and communicate workforce representation targets. ✔ 51% prioritize an employer’s commitment to sustainability in their job decisions. Forward-thinking companies aren’t losing Gen Z talent—they’re elevating their leadership models to meet the moment. Those that don’t? They risk losing an entire generation. 📖 Read the full article here: https://lnkd.in/e3wFdn6x How is your company evolving to retain the next generation of talent? We can help.  #Leadership #GenZWorkforce #FutureOfWork #DEI #Windō

Our latest Windō data insight highlights a persistent gap between the percentage of people identifying as LGBTQ+ in the U.S. workforce versus the broader U.S. population. 🔹 Gallup’s latest survey (published yesterday) shows LGBTQ+ identification in the U.S. population has risen from 7.1% (2021) to 9.3% (2024). 🔹 Windō data from 21 U.S. companies that have consistently reported on LGBTQ+ workforce representation shows a gradual increase from 3.94% (2021) to 4.30% (2023)—but still falls significantly below national demographics. These companies have yet to report their 2024 data, but will rising anti-DEI and anti-LGBTQ+ sentiment make employees less comfortable self-identifying? This gap underscores the need for companies to create environments where LGBTQ+ employees feel fully seen, supported, and safe to self-identify —because when they are, productivity and retention will rise. But doing so will not be easy amid rising legislative and policy barriers to LGBTQ+ rights and DEI initiatives in the U.S. With 23.1% of Gen Z adults identifying as LGBTQ+ in 2024 and Gen Z set to make up a third of the workforce by 2030, one thing is clear: companies that fail to prioritise inclusion will struggle to attract and retain the workforce of the future. #LGBTQRepresentation #FutureOfWork #DEI #GenZ #DiversityAndInclusion #Gallup #Windō Julie Kratz

Last week, I joined hundreds of others for a LinkedIn Live session with Lily Zheng and Joelle Emerson titled "Strengthening the Work, Whatever We Call It." One key insight that stuck with me was how framing DEI interventions as WIN-WINs—more for us is more for everyone—sets effective efforts apart from ineffective ones. Without this framing, you risk creating a fear of loss. Inspired by this, I dug into the vast Windō DEI database, tracking 600+ companies, to find a real-world example—and I did! Microsoft's commitment to diversity and inclusion has been a story of progress for all—proving that advancing representation in leadership isn’t a zero-sum game. When the company pivoted its employee engagement survey to a "Thriving" methodology in 2022, the goal was to understand whether employees feel energized and empowered to do meaningful work. The data speaks for itself: Representation of ethnic minorities in senior leadership has steadily increased from 29.5% to 42.9% and women in senior leadership from 16.2% to 24.9% over the last 8 years. Over the last three years, white employees and male employees report no decline in their sense of empowerment or energy to do meaningful work. Their thriving scores remained strong at 75% and 77% respectively, demonstrating that creating space for others does not take away from existing voices. This "more for us is more for everyone" approach is a powerful counter-narrative to the fear of loss that too often surrounds diversity initiatives. Thank you, Lily and Joelle, for the inspiration and for sharing such valuable insights during the session! Here is the link to Microsoft's full DEI profile on Windō: https://lnkd.in/dHQ8mhff And if you missed Lily and Joelle's session, you can watch the replay here: https://lnkd.in/dXKeXhbb #Inclusion #Leadership #ThrivingWorkplaces #Microsoft

Earlier this week, our co-founder spoke at the University of Bath. ✨ In this short Q&A session after his talk, he shared actionable tips on: 🌟 Finding an employer that truly aligns with your values and career goals 🌟 Standing out from the crowd during interviews 🌟 Staying motivated and resilient in high-pressure environments Check out the full video and let us know your favourite takeaway in the comments. 👇 #CareerTips #Windō #Leadership Bath Consulting Society

Which FTSE and Fortune companies are reporting diversity goals in 2025? What are those goals—and by when do they plan to achieve them? Which companies have started reporting on disability and lower-socio-economic workforce representation? What’s the performance like across different sectors? - Are we seeing more Female Senior Leaders? - Greater Black or LGBTQ+ representation? Which pay gaps are your competitors reporting? 🌟 In a world where headlines are dominated by individual companies pulling back on DEI, it’s hard to see the wood through the trees. Which of your competitors are maintaining their DEI goals and continuing to make progress against these goals? Windō's quarterly Diversity Reporting Barometer will help you cut through the noise and look beyond clickbait headlines to focus on data at scale. We’ve already analyzed the DEI data for 22 leading companies that have so far reported, and by the end of Q1, we’ll have insights on 100 leading companies. 📍 Sneak Peek: Here’s a preview of the visual, based on data from the 22 companies that have already reported their 2024 DEI data. Launching in early April 2025, this report is designed to provide DEI leaders with the answers they need to track commitments, transparency, and performance. 📢 Register Your Interest If this is something you’re interested in subscribing to, please comment below or send me a DM. #DiversityEquityInclusion #DEI #Leadership #Sustainability #Transparency #Windō

Join us on Feb 11th (14:15–15:15, 8W 2.1) for an inspiring talk with Ken Janssens, co-founder of Windō and ex-J.P. Morgan exec! 🌟 Hear about careers in finance, early applications, and more. Don’t miss this chance - register now via the link: https://lnkd.in/dX6hYQk5

Registration for the 2025 Disability Equality Index® is open now! Now trusted by over 70% of the Fortune 100 and nearly half of the Fortune 500, the Disability Equality Index, organised by our partner Disability:IN, is the most comprehensive benchmarking tool for disability inclusion in the business. Uncover tangible, data-driven insights that can help your company create real business impact. Register today: 🔗 https://lnkd.in/e66Chtj #disabilityinclusion #diversityandinclusion #disabilityequalityindex #DEI #FTSE #Fortune100

Remember Top Trumps? As a token of our appreciation for DEI leaders, we created a special Diversity Champions edition of the classic card game. This limited-edition set celebrates those driving DEI transparency and progress across the UK, US, Spain, France, and Germany—something to spotlight the incredible work in this space. Kat Parsons - we’re thrilled to see how much you’re enjoying yours! This was a limited edition but we have a few spare. WANT ONE? Be among the first 5 to comment below, and we’ll send one your way! And do check us out if you have not done so already: https://lnkd.in/ezbDZqfX Rachel Vecht 🌞🏡, Colin Kimber, Yasmin Marshall, Afkenel Schipstra, Tash Sperrey, Sarah Winship, Seema Bennett, Simon Houghton, Sheila Ingram, Cathryn Greville, Nicola Lathbury