Google chief diversity officer focuses on meeting goals

How Naomi Campbell models leadership success at 53 | Why women CEOs often step down sooner than men | There's a sweet spot between hustling and "quiet quitting" Created for {EMAIL} | [Web Version]( February 22, 2024 CONNECT WITH NEXTUP  [LinkedIn]( [Facebook]( [X]( €‰€‰[Tik tok]( [NEW SmartBrief]( Gender equity news from NextUp, Advancing All Women in Business [SIGN UP]( â‹… [SHARE]( [] Top of the week [] [How Naomi Campbell models leadership success at 53]( [How Naomi Campbell models leadership success at 53]( Campbell (Joe Maher/Getty Images) Supermodel Naomi Campbell has dominated runways for most of her life and continues to make waves through her work with up-and-coming designers and creatives from Africa, and offering mentorship and advocating for diversity in the fashion industry. "To be a superstar in any field, one must be tenacious, ambitious, creative and unwavering, and have the audacity to be the beauty and the beast. Naomi is everything," says TV personality RuPaul. Full Story: [Elle magazine]( (2/20) [LinkedIn]( [X]( [Facebook]( [Email]( [] Today's leadership [] [Why women CEOs often step down sooner than men]( The average tenure of women CEOs in Fortune 500 companies is 4.5 years, compared with 7.2 years for men, according to Equilar data, a statistic that reflects factors including that women CEOs are often expected to turn around ailing companies, more often face pushback by activist investors and are less likely to gain experience in roles that lead to the CEO post. Experts say companies and boards can take steps to level the playing field, including ensuring that both women and men CEOs have a fair amount of time to accomplish goals and making sure there is diverse internal talent in positions directly in the line of succession. Full Story: [Fortune (tiered subscription model)]( (2/20) [LinkedIn]( [X]( [Facebook]( [Email]( [] [There's a sweet spot between hustling and "quiet quitting"]( [There's a sweet spot between hustling and "quiet quitting"]( (Rudzhan Nagiev/Getty Images) Leaders seem caught between the impossible demands of wanting the most effort out of their employees while also feeling pressured to offer balance and flexibility to prevent burnout or "quiet quitting." The answer is 85%, says Kristin Lytle, CEO of The Leader's Edge, which is the level of dedication managers can expect because giving 100% all the time is difficult and when employees can't it "doesn't mean they are not contributing and fulfilling their obligations to the team or organization." Full Story: [Success magazine]( (2/2024) [LinkedIn]( [X]( [Facebook]( [Email]( [] [Employee communication strategies when upheaval hits]( When uncertainty such as bankruptcy or an acquisition blindsides a company, communications pros need to act as an information conduit between leaders and employees. Help leaders understand that this will be an ongoing process -- not a one-and-done statement -- and "[l]ook at the channels you can use to leverage leaders, managers and relatable peers throughout the change process," Rebekah Fawcett, head of enterprise communications at US Bank, says. Full Story: [Ragan]( (2/20) [LinkedIn]( [X]( [Facebook]( [Email]( [] Read the latest from SmartBrief [] - [Stop pursuing happiness and focus instead on well-being]( SmartBrief/Leadership (2/21) [] - [Seeing your way to a better speech]( SmartBrief/Leadership (2/15) [] - [What backup catchers teach us about work and life]( SmartBrief/Leadership (2/14) Free eBooks and Resources Free eBooks and resources brought to you by our sponsors - [The Communication Process: Skills to achieve desired outcomes]( - [Microsoft Excel: Unlocking the Power of Spreadsheets]( - [The Top 75 Leadership Quotes of 2023 - Part 1]( - [ChatGPT Newbie: Your Essential Handbook for Navigating ChatGPT]( - [The Visual You - Why Body Language Matters When You Speak]( [] Diversity & Inclusion Trends [] [Google chief diversity officer focuses on meeting goals]( [Google chief diversity officer focuses on meeting goals]( (Pixabay) Google sets five-year racial equity goals and continuously measures the progress, says Chief Diversity Officer Melonie Parker, who aims to reach 80% of the 2025 goals this year. "We use data to understand where we have gaps to parity, and we're then able to set goals and rally the company in ensuring we make progress in those areas," says Parker, who advises leaders to make sure their workforce reflects available talent. Full Story: [BBC]( (2/15) [LinkedIn]( [X]( [Facebook]( [Email]( [] [The face of workplace DEI in 2024 and beyond]( Sixty percent of human resources executives surveyed by Muse and Fairygodboss said they'll spend more on DEI efforts this year, and three trends are likely to shape how that investment is spent, writes The Muse CEO Heather Tenuto. Companies are investing in tools to measure the results of their DEI efforts, hiring managers will spend more time recruiting a truly inclusive workforce and businesses are expected to focus more on employee engagement and retention across all demographics. Full Story: [Fast Company (tiered subscription model)]( (2/22) [LinkedIn]( [X]( [Facebook]( [Email]( [] [Some companies cut DEI teams by half, others double up]( Many large companies are reducing the size of their diversity, equity and inclusion teams by at least 50%, with some like Zoom and Snap replacing their DEI teams with consultants, amid rising legal risk and political animosity toward efforts to increase racial equity in corporate America, according to Revelio Labs. Still, some companies including J.M. Smucker, Prudential and ConocoPhillips have grown their DEI teams by at least 50% last year, with Conagra Brands and NASA doubling their teams. Full Story: [The Washington Post]( (2/18) [LinkedIn]( [X]( [Facebook]( [Email]( [] [How employers can help employees meet child care needs]( [How employers can help employees meet child care needs]( (Pixabay) Child care has become a critical need for working parents, but employers can help by offering caregiving stipends and partnering with services that offer child care provider lists, caregiving industry executives say. "Also, make sure managers are aware of the benefits so that when an employee comes to them and says, 'I'm contemplating what we're going to do when I return from paternity leave,' you're putting it forward so that you get the most utilization," says Lynn Perkins, CEO of UrbanSitter. Full Story: [Employee Benefit News (free registration)]( (2/20) [LinkedIn]( [X]( [Facebook]( [Email]( [] [] It's amazing how accustomed we have become to a certain order. And you become more aware of that order when you see something change it. 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