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By Sarah Coury, Jess Huang, Ankur Kumar, Sara Prince, Alexis Krivkovich, and Lareina Yee, McKinsey & Company
This is the sixth year of the Women in the Workplace study—in a year unlike any other. This effort, conducted in partnership with LeanIn.Org, tracks the progress of women in corporate America.
By Kevin Dolan, Vivian Hunt, Sara Prince, and Sandra Sancier-Sultan, McKinsey & Company
COVID-19 is confronting companies around the world with a daunting degree of disruption. In the immediate term, some face devastating losses of revenue, dislocations to operations and supply chains, and challenges to liquidity and solvency. Others are coping with enormous unexpected spikes in demand.
By Vivian Hunt, Dennis Layton, and Sara Prince, McKinsey & Company
New research makes it increasingly clear that companies with more diverse workforces perform better financially.
By Diana Ellsworth, Ruth Imose, Stephanie Madner, and Rens van den Broek, McKinsey & Company
Thoughtful action now can help teams build new habits, strengthen connections, and encourage the growth of inclusive cultures that will better realize the full potential of all employees.
By Aria Florant, JP Julien, Shelley Stewart, Nina Yancy, and Jason Wright, McKinsey & Company
A lack of financial inclusion for black Americans exists at every level of the financial system. Understanding the sources of exclusion is the first step to fixing the system.
Podcast, McKinsey & Company
Despite visible signs of progress, workplace challenges persist for members of the LGBTQ+ community. Here’s what companies can do to help their LGBTQ+ employees bring their authentic selves to work.
By Diana Ellsworth, Ana Mendy, and Gavin Sullivan, McKinsey & Company
LGBTQ+ rights over the past two decades, with many companies making public gestures of support. Hundreds of major consumer brands have become regular sponsors of annual Pride events.
By Mekala Krishnan, Anu Madgavkar, Kweilin Ellingrud, Lareina Yee, Vivian Hunt, Olivia White, and Deepa Mahajan, McKinsey & Company
In 2015, the 193 member countries of the United Nations came together to commit to 17 Sustainable Development Goals. Goal 5 focused on gender equality and set the ambitious target of achieving gender equality and empowering women and girls everywhere by 2030.
By Stacey Chin, Alexis Krivkovich, and Marie-Claude Nadeau, McKinsey & Company
Men still make up most of the management ranks at banks and insurers. New survey data and interviews with female executives point the way to improving gender diversity.
By Quora via Forbes
How can diversity in leadership change the way we work? originally appeared on Quora: the place to gain and share knowledge, empowering people to learn from others and better understand the world.
By Dana Brownlee, Forbes
In response to recent Black Lives Matters demonstrations in the wake of George Floyd’s killing, corporate America doubled down on its commitment to antiracism.
By Shaheena Janjuha-Jivraj, Forbes
Black History Month 2020 provided even more attention to events and discussions focusing on creating cultures where sensitive conversations are aligned with practical ways to move forward.
By Liz Kislik, Forbes
Many organizations see diversity and inclusion (D&I) as a complex, challenging subject or a burdensome task without an assured payoff. Leaders often don’t know where to start their D&I efforts, and they may turn away from initiatives when they’re not sure how to get traction.
By Jill Griffin, Forbes
Joanna Rees is an investor, entrepreneur, advisor, educator and mentor with deep expertise in helping companies and organizations define their market and build powerful brands.
By Jesica Mateu, Forbes
Políticas y acciones concretas de inclusión y diversidad ya no solo generan más oportunidades, también promueven la productividad y la innovación, provocando un crecimiento del 20% en la calidad de la toma de decisiones.
By Andrea Velasco, By Futuro Sostenible
La diversidad empresarial implica que las compañías abran sus puertas a cualquier persona, con independencia de su género, religión, origen étnico o estado de salud. Sin embargo, hasta hace poco los colectivos minoritarios no eran significativos en los departamentos de Recursos Humanos. Esto supuso una pérdida de talento tan relevante que firmas de talla mundial y pymes ya están incluyéndolos en sus plantillas en aras de mejorar la competitividad.
By Lissett Bastidas, By Sintec Consulting
La Diversidad e Inclusión cada vez son más críticos para la sostenibilidad y competitividad de los negocios. Entender nuestro estado actual y la manera en que lo hacen las empresas mejor rankeadas en este ámbito nos puede ayudar a dar pasos importantes hacia adelante.
By Herminia Ibarra and Nana von Bernuth, Harvard Business Review
Sponsorship is emerging as a valuable tool for increasing diversity in an organization’s senior ranks. The authors define sponsorship as “a helping relationship in which seHernior, powerful people use their personal clout to talk up, advocate for, and place a more junior person in a key role.” In this piece, they define a number of specific do’s and don’t’s that apply specifically to the use of sponsorship to help the careers of promising employees from underrepresented groups, and to boost diversity at the executive level.
By Mita Mallick, Harvard Business Review
The growing force of the racial justice movement in the United States has pushed many companies to start searching — internally and externally — for their first Chief Diversity/Equity/Inclusion Officer
By Michael Slepian, Harvard Business Review
Sometimes, efforts at inclusion can backfire. Consider the manager who talks to her low-wage employees about upcoming international travel plans, or the co-worker who expresses surprise that a Black colleague doesn’t conform to a stereotype.