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Useful Links

Coaching:

European Mentoring and Coaching Council (EMCC):  http://www.emccouncil.org/

International Coaching Federation (ICF): http://www.coachfederation.org/

Association of Executive Coaches:  http://www.aoec.com/


Transcultural Awareness:

Geert Hofstede:  http://www.geert-hofstede.com/


Gender Diversity:

Catalyst – leader in gender diversity and inclusion information, statistics and trends:  http://www.catalyst.org/

The war for female talent

Jay Ralph, Allianz Diversity Council Chief, recently acknowledged that as the majority of university graduates in most countries are now women, “If we are looking for high performing individuals to bring problem solving ability and enhance the quality of management, we cannot afford to ignore the capability and potential of women. In other words: if we want to attract the best to our workforce, we need to increasingly target women as employees.” Mr. Ralph stated that the company is not pursuing quotas but rather a global target of 30% women in the talent pool by 2015 because, “A goal creates serious focus and requires planned actions to achieve it.” Read the whole article with Jay Ralph here: https://www.allianz.com/en/press/news/company_news/human_resources/news_2010-03-15.html


The Business Case for Diversity – various articles:

The very successful Royal Bank of Canada attributes its strong financial performance and the fact that it is still investing in new products while competitors are retrenching in no small part to the very diverse workforce it has employed. "There's no reason a man can't do a better job of serving a female customer, or a Chinese Canadian can't do a better job of serving an East Indian customer," Nixon says. "But as an organization, we need to ensure that our makeup reflects the overall makeup" of the customer base. "It just makes good business sense."
http://www.americanbanker.com/usb_issues/120_5/human-resources-the-business-case-for-diversity-1018035-1.html

Fortune 500 companies with 3 or more women on the Board financially outperform those with the fewest women (Catalyst, October 2007) http://www.catalyst.org/publication/200/the-bottom-line-corporate-performance-and-womens-representation-on-boards

McKinsey study demonstrates companies with women in at least one third of the top leadership positions perform better in key areas than those with no women. (Women Matter, Oct. 2007)  http://www.mckinsey.com/locations/paris/home/womenmatter.asp

London Business School study finds that teams that are 50% male and 50% female are more productive (Harvard Business Review, October 5, 2009) 
http://www.london.edu/assets/documents/facultyandresearch/Innovative_Potential_NOV_2007.pdf

Feminisation of management seems to protect against financial crisis. A larger proportion of female managers appears to balance the risk-taking behaviour of their male colleagues (Financial Times, March 2, 2009) http://www.coachsappho.com/pdf/womenshineindownturn.pdf

French CAC 40 companies with the highest percentages of women managers fared the financial crisis best. (CERAM business School study, October, 2009)
http://www.ft.com/cms/s/0/27836d74-04e4-11de-8166-000077b07658,dwp_uuid=1d22aad4-0732-11de-9294-000077b07658.html?nclick_check=1