Business Computer Projects’ Post

𝘐𝘯𝘵𝘦𝘳𝘦𝘴𝘵𝘪𝘯𝘨 𝘳𝘦𝘢𝘥 𝘢𝘳𝘰𝘶𝘯𝘥 𝘸𝘩𝘢𝘵 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴𝘦𝘴 𝘤𝘢𝘯 𝘥𝘰 𝘵𝘰 𝘦𝘯𝘴𝘶𝘳𝘦 𝘨𝘦𝘯𝘥𝘦𝘳 𝘱𝘢𝘳𝘪𝘵𝘺. 𝑲𝒆𝒚 𝑻𝒂𝒌𝒆𝒂𝒘𝒂𝒚𝒔 🔹𝐅𝐨𝐬𝐭𝐞𝐫 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞𝐬: Implement balanced recruitment processes to attract diverse talent from the outset, avoiding biases that may deter women from pursuing roles in traditionally male-dominated fields like procurement and logistics. 🔸𝐔𝐬𝐞 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐋𝐚𝐧𝐠𝐮𝐚𝐠𝐞 𝐢𝐧 𝐉𝐨𝐛 𝐀𝐝𝐯𝐞𝐫𝐭𝐢𝐬𝐞𝐦𝐞𝐧𝐭𝐬: Ensure job adverts use language that encourages all qualified candidates to apply, avoiding unconscious biases and stereotypes that may deter women from applying. 🔹𝐁𝐫𝐨𝐚𝐝𝐞𝐧 𝐭𝐡𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐨𝐨𝐥: Consider candidates from diverse educational backgrounds, recognising that problem-solving and strategic thinking skills can emerge from various disciplines, not just STEM. 🔸𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐯𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐒𝐭𝐲𝐥𝐞𝐬: Shift towards leadership styles that emphasise collaboration and empowerment, such as "servant leadership," to ensure all team members, including quieter individuals, are recognised and encouraged to thrive. 🔹𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐄𝐪𝐮𝐚𝐥 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐟𝐨𝐫 𝐀𝐝𝐯𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭: Develop and encourage talent within the organisation, ensuring that women have equal opportunities for advancement into leadership roles, and that evaluations and promotions are fair and unbiased. Lastly from me - An 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐚𝐧𝐝 𝐰𝐞𝐥𝐜𝐨𝐦𝐢𝐧𝐠 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 not only fosters diversity of thought, creativity, and innovation but also drives gender parity by removing barriers to entry and advancement, attracting top talent, and enhancing the company's brand and reputation. #diversityandinclusion #genderequality #genderparity #supplychainjobs

Strategies for Cultivating Gender Diversity in Senior Business Roles Did you know that a third of global businesses currently need more women in senior management roles? Unfortunately, female representation in senior business positions is dwindling in many parts of the world. ✨ In the UK, only 19% of senior business positions are held by women. ✨ Similarly, the US has recorded its highest level of business without any women in senior roles since 2011. ✨ Across the EU, women hold only 15% of executive roles and a mere 5% of CEO positions in major publicly listed companies. At the current pace, achieving gender parity in senior management is projected to take until 2060. To encourage women to ascend to board levels, a broader cultural shift is needed, along with active initiatives providing women with opportunities to reach their full potential. Companies can make various changes in this regard: ✔ Reduce the number of criteria in job adverts to increase the number of female applicants. ✔ Avoid stereotypically ‘masculine’ language and use terms more appealing to women. ✔ Highlight equal pay and diversity policies. ✔ Tailor your interviews, focusing on evidence and proof of abilities. ✔ Include at least one female staff member in the interview process. ✔ Implement mentoring schemes and leadership programs. ✔ Encourage young women in their careers and provide guidance on developing necessary skills. ✔ Network with high-profile women for inspiration. ✔ Incentivize Joint Paternity Leave. ✔ Value flexibility in work hours and locations. By implementing these changes, companies can improve overall employee retention and attract more female talent. Attracting more female talent is not only crucial for gender diversity but also for overall business success. Adopting these strategies can contribute to a more inclusive and thriving work environment. #genderdiversity #executiverecruitment

“The lingering perception that some fields, like procurement, are less accommodating to women impacts the number of women pursuing roles in these areas.” How can businesses push for gender parity in procurement and supply chain? Efficio Vice President and Co-founder Melaye Ras-Work and Recruitment Manager Libby Keen share their insights on challenges, progress made, and actions to make sure procurement supply chain don’t miss out on valuable talent. Have a read in Logistics Manager Magazine: https://lnkd.in/e48TgHvx #diversityequityinclusion #genderparity #procurement #supplychain #internationalwomensday

🌟 "Behind every successful organization are men and women with diverse perspectives and experiences." 🌟 👩💼👨💼 Let's harness the power of gender diversity in organizations! 🌍💼 In today's dynamic business world, the collaboration of diverse minds isn't just beneficial – it's essential. When women and men come together in managerial roles, they bring unique insights and approaches to the table. 🔍 Different Perspectives, Better Decisions: Diverse teams make better decisions because they consider a wide range of viewpoints and factors. For instance, women may prioritize communication and empathy in conflict resolution, while men may lean towards solution-oriented strategies. By blending these perspectives, teams arrive at more informed and thoughtful decisions. 💡 Creativity and Innovation: Gender-diverse teams foster creativity and innovation by sparking new ideas and approaches. Women and men may approach challenges differently, leading to breakthrough solutions that might not have emerged in a homogenous group. 🤝 Inclusive Work Environment: Gender diversity in leadership creates a more inclusive work environment where everyone feels valued and respected. This inclusivity enhances employee engagement and satisfaction, ultimately driving better business outcomes. Organizations prioritize gender diversity for various reasons, including promoting an inclusive workplace culture, meeting diversity quotas, or addressing historical imbalances. While these initiatives are crucial, it's equally important for organizations to ensure that hiring decisions are based on merit, qualifications, and suitability for the role. So let's champion gender diversity in leadership roles! By embracing diverse perspectives and experiences, we're not just promoting equality – we're unlocking the full potential of our organizations. Together, let's build a brighter, more inclusive future for all. 💼🌟 #GenderDiversity #InclusiveLeadership #BusinessSuccess What are your thoughts on this? Let's continue the conversation and work towards a more diverse and inclusive workplace! 🌟💬

I had the pleasure of contributing to Business Manager - HR Magazine sharing my insights on “Women: Workplace Woes” The new-age corporate women today are not only smart and strong but also technically skilled and emotionally sturdier. Women are born master jugglers who learn this art early on in their lives right from planning, organizing, budgeting, conflict management etc. But when it comes to the corporate world their competence is often subjected to special scrutiny and barriers- yes, the legendary glass ceiling particularly in matters of elevation. The bottom line is that women employees need to work harder to prove themselves and progress, and they often operate in a smaller margin of error as compared to men. Companies need to take more decisive actions, consider gender diversity as a business priority and create a fair and equal workplace culture with inclusive policies. Gender diversity sparks innovation, creativity, and profitability and holds the potential to benefit organizations and the broader economy. Business Manager - HR Magazine Anil Kaushik gratitude for extending this opportunity to share my views.

𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐜𝐞 𝐨𝐟 𝐅𝐞𝐦𝐚𝐥𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐢𝐧 𝐚𝐧 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 Female employees play a crucial role in organizations for a variety of reasons, contributing significantly to the success and growth of a company. 𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐏𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞𝐬: Female employees bring diverse perspectives and experiences, which can lead to more innovative problem-solving and decision-making. This diversity can enhance creativity and drive better business solutions. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞: Research shows that organizations with more gender diversity often perform better financially. A mix of genders can lead to a more balanced approach to risk-taking and decision-making. 𝐁𝐞𝐭𝐭𝐞𝐫 𝐂𝐮𝐬𝐭𝐨𝐦𝐞𝐫 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬: Female employees can offer valuable insights into customer needs and preferences, particularly if the company serves a diverse customer base. Understanding and meeting the needs of different demographics can improve customer satisfaction and loyalty. 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐝 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐂𝐮𝐥𝐭𝐮𝐫𝐞: Gender diversity can contribute to a more inclusive and positive workplace culture. A balanced workforce fosters an environment where different viewpoints are respected, leading to higher employee morale and satisfaction. 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐨𝐨𝐥 𝐄𝐱𝐩𝐚𝐧𝐬𝐢𝐨𝐧: By actively recruiting and retaining female employees, organizations tap into a larger talent pool. This not only helps fill skill gaps but also ensures that the best candidates are considered for positions. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐑𝐨𝐥𝐞 𝐌𝐨𝐝𝐞𝐥𝐬: Female employees in leadership positions serve as role models, inspiring others and demonstrating that women can succeed in various roles, including those traditionally dominated by men. This can help in breaking down stereotypes and encouraging more women to pursue careers in different fields. 𝐋𝐞𝐠𝐚𝐥 𝐚𝐧𝐝 𝐄𝐭𝐡𝐢𝐜𝐚𝐥 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬: Promoting gender equality aligns with legal requirements and ethical standards. Many regions have regulations that mandate equal opportunities, and adhering to these standards is important for legal compliance and maintaining a good reputation. 𝐁𝐞𝐭𝐭𝐞𝐫 𝐓𝐞𝐚𝐦 𝐃𝐲𝐧𝐚𝐦𝐢𝐜𝐬: Gender-diverse teams often benefit from better collaboration and communication. Different approaches to problem-solving and team dynamics can enhance overall team performance and productivity. 𝐀𝐭𝐭𝐫𝐚𝐜𝐭𝐢𝐧𝐠 𝐓𝐚𝐥𝐞𝐧𝐭:  Organizations that are known for their commitment to gender equality and diversity are often more attractive to top talent. Prospective employees are increasingly looking for workplaces that reflect their values and offer equal opportunities. 𝐒𝐨𝐜𝐢𝐚𝐥 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲: Companies that support gender diversity and inclusion contribute positively to societal change. Promoting gender equality in the workplace reflects a commitment to social responsibility and can enhance a company’s brand and reputation.

🌍 Closing the Gender Gap in Leadership Despite strides in boardroom diversity, the UK still faces a significant gender gap in leadership roles. Explore the challenges and opportunities for fostering true equality in the workplace. Read to learn more. #GenderEquality #LeadershipDiversity #WomenInLeadership #WorkplaceInclusion #LeadershipRoles #WomenEmpowerment

HR leaders share strategies for enhancing gender diversity in organisations

But Désiré, why would you want to focus on women at the executive level? The answer is simple: while (gender) diversity is important at every level of an organization, the impact at the executive level is even greater. Here´s why:  - Setting the example: When women are represented at the top, it sets a powerful example for the rest of the organization, showing that leadership is accessible to all. - Significant gender gap: Despite progress, there is still a lot of work to do when it comes to gender diversity at the executive level. - Innovation and profitability: Studies show that companies with more diverse leadership teams are more innovative and perform better. - Driving culture change: Executive leaders shape company culture. When women are part of the decision-making group, they will contribute to inclusive work environments in the rest of the company. - Female talent attracts female talent: When women see other women in executive roles, it creates a domino effect. It will not only inspire talented women at all levels to aspire higher, but it will also attract new female talent to join the organization and create a (lasting) ripple effect. I see this often with our candidates, and it’s crucial for organizations to understand the importance of this! Placing women at the executive level isn´t just about meeting quotas. It´s about transforming organizations from the top down. And we have the network to make it happen. Do you think that filling this role with a female leader is too difficult? With the Femme Network Scan, we tap into our network and review the viability of the search. For a small fee, you take away the concerns for you and your management to work with a specialized diversity recruitment agency like ours. Do you have questions about the Femme Network Scan or unsure if it’s right for your organization? Don’t hesitate to reach out, we’re here to help. #FemmeWorks #exectuviesearch #diversityrecruitment #femaleleaders

Gender diversity isn't just a checkbox—it's a transformative force that can drive meaningful change in any organization. During my time at Lenovo, I had the privilege of collaborating closely with other top managers and our HR team to lead our gender diversity initiative. Together, we worked across departments to foster an environment where diverse perspectives were not only welcomed but celebrated. By integrating this focus into our culture, we redefined brand perception and achieved a +23% increase in diversity within the organization. While Europe has made significant strides toward gender diversity in the corporate world, the challenge is far from being fully solved. Despite various policies and regulations designed to promote equal opportunities, many corporations still struggle with representation, particularly at senior leadership levels. Cultural biases and ingrained practices can slow progress, even in industries that publicly champion inclusivity. The gender pay gap persists, and leadership positions remain disproportionately male in many sectors. At Lenovo, we worked hard to break through these barriers. Our approach wasn’t just about improving internal culture—it was about driving measurable business outcomes. Diverse teams bring varied perspectives to problem-solving, decision-making, and innovation, which directly impact the bottom line. Creating a truly inclusive workplace requires continuous effort, cross-functional collaboration, and leadership buy-in. It’s not just an HR responsibility—it’s a company-wide initiative. So, while Europe is advancing, there is still work to be done. How is your organization addressing gender diversity in 2024, and what obstacles have you encountered?