Scott Mands says:
In the end the Party would announce that two and two made five, and you would have to believe it. It was inevitable that they should make that claim sooner or later: the logic of their position demanded it. Not merely the validity of experience, but the very existence of external reality was tacitly denied by their philosophy. (Winston Smith 1984) Is he really saying that if we consider the issues properly we don’t have to consider them????
Safia Boot says:
I agree with Michael Moran - another 40 years is too long. We have more than enough research and rhetoric coming out of our ears as to the business case for diversity and still organisations are dragging their feet and the HR function itself lacks diversity so is not the shining beacon it could be for this agenda. Peter Hunter is under a false illusion if he thinks that organisations due to their profit motive naturally and automatically pick the ‘best’. It depends on your definition of the ‘best’ and whether you recognise it when you see it. Too often More...
I like your note, and agree with most of what you have written. However, the vast majority of HR leaders are to blame for accepting the ball tossed across the fence by leaders. Indeed many think it is a measure of their power or position at the table. It is for this reason I really like Jac Fritz Enz's recent article diassembling HR. http://www.hreonline.com/HRE/view/story.jhtml?id=533350819
Pravin Paritkar says:
I truly believe you that the talent lies just around you - it needs to be tapped with the Belief that people do possess some potential expertise in different domain and wait to get these tapped... Good Tips .. appreciate..
Peter A Hunter says:
Business's are in business to make money. They do that by picking the best people, then put those people in the best places to achieve that goal. If we have to start promoting people to fill quotas we get people in positions where they are not the best for the job, they simply fill a quota. How is that supposed to support the primary goal of business? Remember when the South African Rand was one of the strongest currencies in the world? Peter A Hunter www.breakingthemould.co.uk
Connor O'Malley says:
I think you'll find there are a lot of SMEs taking on many apprentices. I think small businesses are getting a rough deal we are leading the way on employing people. On another note Star Trek - Really?
Former FTSE board member says:
As there is not an equal pool of male and females qualified to be board members, this will be a distortion. There are less senior women available because many women chose to stop working. My concern is that qualified candidates will end up taking on too many roles (and therefore not having time to devote to the role) or unqualified people will be added to make up quotas. Being a board member is no something to be taken lightly and I think this legislation is counter-productive.
Sarah Armitage says:
A powerful and succinct summation of the lessons learned. Sound insights for any organisation or large project. Thank you!
Andy Lippok says:
Absolutely we should abolish performance appraisals as they are based on underlying assumptions, beliefs and thinking that are unsupported by science and research. The book by Tom Coens and Mary Jenkins "Abolishing Performance Appraisals" explains clearly why they backfire and what to do instead. The fundamental false assumption is that performance is due to the people when research and case studies show that it is due almost wholly on the system, i.e. the way the work works. Replacing appraisals with a different approach frees people to do what they really want, delivers better service, reduces costs and increases morale. What More...
Michael Moran says:
Only 15% of NEDs of Europe's biggest companies are woman. At this rate of progress it will take 40 years to achieve something close to gender balance in the continent's leading boardrooms. McKinsey's evidence that the share price of companies with deiverse management teams were 17% higher 2003-2007 than industry average. I think legislation is the order of the day. I think 40 years is a little too long.
Andy Lippok says:
I would recommend everyone to first read the book "Abolishing Performance Appraisals" by Tom Coens and Mary Jenkins, and then come back here and attempt to defend what many managers and certainly employees already know and have known for years! Appraisals and performacne management are based on outdated assumptions, beliefs and thinking unsupported by research and science. As Deming would say in these circumstances, first get knowledge, then do something different. What comes to mind for me here is how Einstein defined madness, doing the same thins over and over again and expecting a different result. After 30 years of More...
Laura Mellor says:
Surely it is about appointing on merit regardless of gender? This quota will seriously diminish the credibility of female board members.
J Angulo says:
Completely agree with the comments against this initiative. We work too hard to stand on our own merit to have our position discredited by this regulation. And, if we have to live with this, it should indeed be both ways. This is just one more example of over regulation by the EU.
Duncan Fisher says:
On Tuesday all the leading UK experts on leave arrangements internationally signed a joint letter saying the proposed leave system in UK won't work - there will be no more sharing than there is now. The system being introduced is extremely bizarre by international standards. For example, a father's eligibility for leave is defined by the mother's work status, not his own, a profound statement that mothers and fathers are unequal - other countries do not do this. Elements of a leave system that have been shown to be vital to stimulate sharing have been omitted. The Government has scored More...
CC Employee says:
Very Amazed at the article- As an Computacenter Employee - It's absolutley close to Impossible to be able to work away from office for few min's let alone work anywhere!! They will put you through disapliany if flexible working is mentioned - the culture in CC - management downwards Needs to practice what they preach.. Currently that's not the case At all - Huge problem within CC..
colin watt says:
many hr people trained or grew up in a non unionised environment, so greater awareness must be a good thing, especially at a time when there is more to be gained from better workplace relations. its not all table thumping, great partnerships can add value to businesses, and improve engagement.
Jon Ingham, Strategic HCM says:
I'd tend towards disagreeing with the above (though not necessarily agreeing in full with the proposals). But I'd suggest that whilst clearly not ideal, businesses have only got themselves to blame for us having to come to this. The comment on 'making real progress' is just not true - we haven't. We know businesses would be perform better with more women on the Board, and we know women would face better career prospects if there were. The proposals are a blunt stick (yes of course, we'd really just like a better group of people on our boards, not just women) More...
Anthony Bennett says:
I agree with other comments and also feel that this will undermine the achievement of any new, female board appointment! It will be assumed by many the appointment was to fulfil "quotas" rather than the individual's achievement.
Alison Love says:
I agree that this could be an important change in helping to change attitudes but that progress is likely to be slow. I live in hope that the more men who start excercising their rights to leave and flexible working the greater the progress will be made towards both changing attitudes and equality generally. I am not a pessimist by nature but wonder if I will see this in my lifetime given the rate of progress on for example equal pay.Being more optomistic, any progress must be seen as positive.
J gillen says:
Yet more nonsence from this irrelevant organisation. selection for all positons within a company should be basd upon ability and performance only. gender is silly and belittles women. The EU would be better emploed getting thier own accounts in order rather than writing more laws which destroy jobs and growth. their account have not passed and an audit for ten years or close to. a disgrace.
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