{"id":3705,"date":"2019-04-08T11:51:21","date_gmt":"2019-04-08T03:51:21","guid":{"rendered":"https:\/\/www.levin.com.hk\/%e6%9c%aa%e5%88%86%e9%a1%9e\/how-goldman-sachs-is-making-a-revolutionary-pitch-for-workplace-equality\/"},"modified":"2019-04-08T11:51:21","modified_gmt":"2019-04-08T03:51:21","slug":"how-goldman-sachs-is-making-a-revolutionary-pitch-for-workplace-equality","status":"publish","type":"post","link":"https:\/\/www.levin.com.hk\/zh-hant\/blog-zh-hant\/how-goldman-sachs-is-making-a-revolutionary-pitch-for-workplace-equality\/","title":{"rendered":"How Goldman Sachs Is Making A Revolutionary Pitch For Workplace Equality"},"content":{"rendered":"

In just the last few years, the conversation surrounding women\u2019s equality has been wide-ranging, ever-evolving, and contentious; from #MeToo, to the reflexive and often violent backlash, it seems that the cultural reevaluation of how women fit into society is deservedly at the center of the public discourse. At the core of it has been the growing awareness of how women are systematically held back (just this week,\u00a0NASA faced backlash<\/a>\u00a0after scrapping what was set to be a historic all-women spacewalk because, at the heart of it, workplaces are structured to favor men and disadvantage women; it didn\u2019t have two suits that fit). These problems affect women in every field, and it\u2019s not hard to imagine how this continues to happen; for one, women are not recruited or promoted in anywhere near the numbers of their male counterparts, which just creates a feedback loop of self-perpetuating bias.<\/span><\/p>\n

This isn\u2019t a secret. It\u2019s never been a secret. The research has been done, the numbers crunched. Men \u2013 as a rule \u2013 don\u2019t promote women nearly as often as they promote and mentor other men. Women aren\u2019t hired in the same numbers, and those that\u00a0do<\/em>\u00a0get hired are met with workplace cultures that weren\u2019t designed with them in mind. None of this is\u00a0news<\/em>; it\u2019s been endlessly covered and re-covered in thinkpiece jeremiads written for people who already agree to nod along to. I myself have done that work. And, as someone who has lived most of her life in the corporate world, it\u2019s impossible not to do this work without some pessimism. Change, at best, is slow.<\/span><\/p>\n

Which is what\u00a0makes the news coming out of Goldman Sachs<\/a>\u00a0so exciting: a policy change aimed at fundamentally reinventing hiring culture at one of the biggest financial firms in the world. I spoke with representatives from Goldman to see what it was and how it was going to work. That\u2019s a critical question in an era when slapping down a new policy or diversity initiative is often more an empty PR move in response to\u00a0criticism than a force for change. So I did not go in with high hopes.<\/span><\/p>\n

But Goldman\u2019s new policy, roundly oversimplified in reporting as \u201c50% of junior bankers must be women,\u201d actually seems to be a far-reaching and meaningful effort at reform. I was struck by how much it was driven by a deep, data-driven analysis of\u00a0why<\/em>\u00a0women (and other minorities) don\u2019t end up in leadership roles, with real efforts to locate problems in the company\u2019s promotion and recruitment pipeline that couldn\u2019t simply be fixed by with statements about how diversity matters or implementing, but not enforcing, a quota. You can\u2019t fix a culture that easily.<\/span><\/p>\n

Goldman, to its immense credit, is focusing on improvement over time driven by incentivizing better practices. Goldman\u2019s managers (overwhelmingly white men) will quickly discover that continuing the same old hiring practices will impact compensation and promotions. Goldman has begun the process of redefining what successful hiring looks like by dangling both carrot and stick: follow the new hiring procedures \u2013 which demand widening the search and mandate diverse candidates for new positions \u2013 or find yourself held accountable for falling short of the firm\u2019s goals.<\/span><\/p>\n

Source : Forbes<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

In just the last few years, the conversation surrounding wom Continue Reading<\/a><\/p>\n","protected":false},"author":8,"featured_media":3703,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[80],"tags":[],"_links":{"self":[{"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/posts\/3705"}],"collection":[{"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/comments?post=3705"}],"version-history":[{"count":0,"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/posts\/3705\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/media\/3703"}],"wp:attachment":[{"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/media?parent=3705"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/categories?post=3705"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.levin.com.hk\/zh-hant\/wp-json\/wp\/v2\/tags?post=3705"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}