Sector News

The data show it: diverse companies do better

October 7, 2019
Diversity & Inclusion

The search for proof of a link between responsible business and investment return is still in its early days. But the data are clear in one area: diverse companies make better investments.

The popularity of sustainable investing has soared with assets under management reaching $31tn in 2018, up from $23tn two years earlier, according to the Global Sustainable Investment Alliance.

But, for sustainability to truly merge with mainstream investing, evidence needs to be clear of a correlation between environmental, social and governance (ESG) policies and investment returns.

> Read the full article on the Financial Times website

By Jessica Alsford

Source: Financial Times

comments closed

Related News

September 25, 2022

What has (and hasn’t) changed about being a Chief Diversity Officer

Diversity & Inclusion

In the wake of George Floyd’s murder, corporate interest in DEI is higher than ever. But has this increased attention racial justice and inequity led to real, meaningful change? The authors conducted interviews with more than 40 CDOs before and after summer 2020 and identified four major shifts in how these leaders perceived their companies’ engagement with DEI.

September 17, 2022

3 workplace biases that derail mid-career women

Diversity & Inclusion

Mid-career women are often surprised by the levels of bias and discrimination they encounter in the workplace, especially if they’ve successfully avoided it earlier in their careers. After speaking to 100 senior women executives, the authors identified three distinct kinds of bias and discrimination faced by mid-career women. They describe each bias and conclude with recommendations for overcoming them.

September 11, 2022

Working women and the war for talent

Diversity & Inclusion

Bain research shows that men and women have consistent motivations when it comes to work, across factors like financial orientation and camaraderie. They also have similar attitudes on inclusion, with fewer than 30% feeling included in the workplace. Despite a lack of intrinsic differences, women and men continue to have different outcomes and experiences at work, due to meaningful imbalances in occupation choice, prioritization of flexibility, and the perpetuation of biases.