A non-disclosure agreement is a confidentiality agreement used by companies in order to protect privileged information and sensitive information.
You don’t need a law degree or knowledge of fancy terminology to put together a basic, workable project agreement. All you need to do is spell out the basic arrangements and expectations of the project.
Velocity Women’s Summit 2020
Keynote by Kara Helander
Kara Helander is a Co-Founder of SODI as well as the Managing Director and Chief Diversity Officer at The Carlyle Group
How equal-opportunity statements are failing to prevent discrimination and foster diversity.
Increasing Workplace Diversity: Evidence from a Recruiting Experiment at a Fortune 500 Company
Jeffrey A. Flory, Andreas Leibbrandt, Christina Rott, Olga Stoddard
Claremont McKenna College, Monash University, Maastricht University, Brigham Young University
Abstract
The persistent lack of workplace diversity in management may lead to organizational vulnerabilities. White males occupy most high-profile positions in the largest U.S. corporations whereas African Americans, Hispanics, and women are clearly underrepresented in leadership roles. While many firms and other organizations have set ambitious goals to increase demographic diversity in their ranks, there is a dearth of empirical evidence on effective ways to reach them. We use a natural field experiment to test several hypotheses on effective means to attract minority candidates for top professional careers. By randomly varying the content in recruiting materials of a major financial services corporation with over 10,000 employees, we test different types of signals regarding the extent and manner in which the employer values diversity among its workers. We find that signaling explicit interest in employee diversity has a strong positive effect on interest in openings among racial minority candidates, the likelihood that they apply, and the probability that they are selected. These results uncover an effective method for disrupting monocultures in management through a minor intervention that influences sorting among job-seekers into high-profile careers. Read the full working paper here.
Andreas Leibbrandt’s lightning round presentation on how equal opportunity statements may actually decrease applications rates from underrepresented groups at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
Joan C. Williams’ lightning round presentation on Bias at Work: results from a national dataset on unconscious bias at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
Erika Hall’s lighting round presentation on why authenticity matters when attracting diverse talent at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
Manish Goel’s presentation on technological innovations in diversity and inclusion at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
Nikos Nikiforakis’ lightning round presentation on motherhood and competitiveness at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
Olga Stoddard’s lightning round presentation about how the balance of gender impacts team performance at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
Jeffrey Flory’s lighting round presentation about increasing hiring rates of under-represented groups at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
Denise Lewin Loyd’s lightning round presentation on favoritism threat, why minority groups feel pressured to change their evaluations of others within their group, at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
John List’s keynote presentation about the economics of diversity and inclusion at SODI 2018.
Please do not distribute. These slides are for SODI participants and for learning purposes only.
SODI Co-Founders Kara Helander and Jeffrey Flory present findings from SODI research collaborations to Santa Clara University.
Leveraging behavioral sciences to transform our systems of work and learning
Check out the new blog from one of SODI’s co-founders, Kara Helander, expert in advancing diversity & inclusion in the private sector.
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