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Resources to the following titles can be found at www. With forty well structured and easy to follow topics to choose from, each workbook has a wide range of case studies, questions and activities to meet both an individual or organization's training needs. Whether studying for an ILM qualification or looking to enhance the skills of your employees, First published in Stay on CRCPress. Exclusive web offer for individuals on all book. The rhetoric of diversity has outpaced the action and people have become tired of hearing about it, despite the lack of substantial progress.
The WGEA report shows around half of employers have policies on the known enablers of gender equality, but few are developing strategies in these areas. Nearly half Similarly, The McKinsey report also highlights some of the more general challenges to human resources functions in large organisations. These challenges present significant obstacles to achieving diversity and inclusion. Many organisations still see diversity policies as a special interest issue, rather than a business performance imperative.
Second, many organisations struggle to articulate a compelling relationship between diversity and return on investment.
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This attitude persists despite a fast-growing body of research cataloguing the financial performance advantages of diversity. Third, even large organisations often do not have particularly high levels of capability when it comes to diversity and inclusion. Many human resources professionals combine this accountability with other roles. Even where there are dedicated diversity resources, such as diversity officers or councils, the depth of expertise is often lacking, their authorities and level of accountability is unclear, and the role is often a detour from a career path headed elsewhere.
Perhaps in response to diversity fatigue, many practitioners are starting to broaden the perspective on why diversity should matter to organisations. An increasing body of research supports the notion that socio-demographically diverse people who think and problem-solve in diverse ways, tend to outperform groups of homogeneous experts.
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We now know that demographic diversity through culture, gender and age can trigger these performance-enhancing effects. They signal the need to consider a broad range of perspectives and promote more rigorous development and communication of ideas. Taken this way, diversity is positioned as a means to a commercial end.
The goal is to maximise the value of collective intellectual capital. I offer a variety of techniques, practices and learning resources for those who want to do creative business the creative way. Below is a list of these creative tools for creative entrepreneurs.
See if any might be useful for you. These workshops are for creativepreneurs people who run passion, mission and purpose centered businesses or non-profits. The workshops take place on the 3rd Tuesday of each month online at 7pm London time Facebook Live Video but the advice is timeless and you can catch up with the replays anytime.
You can watch, listen and sign-up for the Go Creative! Workshops here. Post our creative challenges and successes 4. Share the latest blogging, podcasting, social media and other creative business tools and tips. We come from many different disciplines: writers, artists, filmmakers, coaches, counselors, movers, makers, and shakers of all kinds.
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