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While on one hand, Maryland-based hotel chain <keyword id="183920" type="CITY" weightage="100" keywordseo="Marriott-International">Marriott International</keyword> is working on its over $12 billion acquisition of Starwood Hotels so that it can attain the position of world's biggest hotel chain, there is one more agenda that is being silently being worked upon, that of gender diversity. 
 
It was last year that the company introduced its diversity and inclusion goals in India, and now, hotel-specific targets have been allotted to its HR leaders in India so that they increase the percentage of women employees accordingly. Moreover, these women are being hired for senior level as against the typical restricted roles in front office, spa operations and communications. Some such posts include the director of operations at JW Marriott Mumbai Sahar, market director of sales and marketing at Bengaluru and NCR. 
 
As of now, there are over 1200 women employees working for the company across India, out of which 25% are managers. 
 
"In the last two years we have consciously shifted our focus in enhancing our efforts to acquire and retain women. We have educated our workforce to sensitise them towards diversity. This year, we have launched a practice to create mentorship relationships for high potential women leaders to provide adequate support to them personally and professionally," Gurmeet Singh, area director of human resources, India subcontinent, Marriott International, told <a href="http://economictimes.indiatimes.com/jobs/us-hotel-chain-marriott-to-hire-more-women-for-senior-roles/articleshow/53037788.cms">ET</a>. 
 
<a href="http://marriott2.typepad.com/.a/6a0128763ee05d970c01b8d0afcbdd970c">Image source</a>

Marriott hotels aim for gender diversity, to hire more women for senior roles

A recent survey has come up with results that women are better business leaders because they can multitask and collaborate better. 
 The survey was titled Women Leaders: Change Agents For Gender Responsive Organisations, was conducted by <keyword id="3524156" type="UNKNOWN" weightage="100" keywordseo="yes-CFO-insights">YES CFO Insights</keyword>, an initiative of YES Institute. 
 
Also read: <a href="http://www.businessinsider.in/Companies-with-women-in-leadership-roles-perform-better/articleshow/52798854.cms">Companies with women in leadership roles perform better</a> 
 As per the results, more than 90% of the 227 women business leaders, surveyed from across sectors, said that <keyword id="499855" type="UNKNOWN" weightage="100" keywordseo="Gender-diversity">gender diversity</keyword> does good to an organisation. About half of the survey respondents belonged to the top management, while more than a quarter belonged to senior- and middle-management positions, with junior positions making up the rest. 
 
Also read: <a href="http://www.businessinsider.in/6-successful-women-entrepreneurs-who-rock-the-Indian-startup-scene/articleshow/50820638.cms">6 successful women entrepreneurs who rock the Indian startup scene</a> 
 "We believe that women leaders would be better placed to understand and appreciate the constraints faced by women in the workforce, thereby leading the change," Namita Vikas, country head, responsible for banking at <keyword id="45660" type="CITY" weightage="100" keywordseo="Yes-Bank">YES Bank</keyword>, told <a href="http://economictimes.indiatimes.com/jobs/women-have-better-ability-to-multitask-and-collaborate-yes-bank-survey/articleshow/53442157.cms">ET</a>. "Being in decision-making positions, and perhaps with the hindsight of their own experiences, they may better align their organisations to support the professional growth of their women employees, and help them realise their full potential," she added. 
 
Also read: <a href="http://www.businessinsider.in/Marriott-India-gender-diversity/articleshow/53041547.cms">Marriott hotels aim for gender diversity, to hire more women for senior roles</a> 
 
Talking of challenges that women face in their career, the survey cites <a href="http://www.businessinsider.in/The-bias-against-women-is-so-much-worse-in-tech-than-in-science-says-this-startup-founder/articleshow/53033450.cms">gender stereotyping</a>, a lack of leadership opportunities and a pay disparity between men and women as some common challenges. Solutions, it said, could be regular one-to-one meetings, skill and personality development programmes, rewards and recognition programmes and special focus groups. 
 
Also read: <a href="http://www.businessinsider.in/Over-half-of-all-the-employees-at-this-top-Silicon-Valley-VC-firm-are-women/articleshow/52765056.cms">Over half of all the employees at this top Silicon Valley VC firm are women</a> 
 
<a href="http://static1.squarespace.com/static/55661efae4b0959a7c6d130f/t/558c47dde4b0adbb0553a695/1435254541794/SheEO-header-blog2.png?format=1500w">Image source</a>

Women multitask better than men, says Yes Bank survey

<div class="image-container float_right" style="width:400px"><div class="image"></div>Kellan Elliott-McCrea, Etsy CTO</div>Woman make up half of the workforce, yet only <a href="http://www.catalyst.org/knowledge/women-ceos-fortune-1000">4.2 percent of Fortune 500 CEOs are female</a>. 
That's a shocking percentage when you also consider that there are <a href="http://www.businessinsider.com/women-college-men-2011-8">more women than men graduating from universities</a> and <a href="http://www.census.gov/newsroom/releases/archives/facts_for_features_special_editions/cb13-ff04.html">graduate schools in America</a>. 
According to Facebook COO Sheryl Sandberg, <a href="http://www.businessinsider.com/sheryl-sandberg-lean-in-2013-2">we're in a "stalled revolution" for women</a>. 
Ultimately having fewer women at the top is bad business. 
It's proven that companies <a href="http://www.businessinsider.com/new-research-on-gender-diversity-in-the-boardroom-2012-9">perform better when they have more women</a> on boards. "Women add their own perspectives, experience and knowledge to the board, which cannot be found any other way than by having <keyword id="6358360" type="CITY" weightage="60" keywordseo="gender">gender</keyword> diversity," says Carol Evans, CEO of the <a href="http://www.nafe.com/?service=vpage/1474">National Association for Female Executives</a> (NAFE).
To identify the top companies that support women in leadership roles, NAFE recently compiled a list <a href="http://www.workingmother.com/best-companies/2013-nafe-top-50-companies-executive-women" class="p1">of the top 10 companies</a> for women to work for right now, based off a survey that resulted in 200 applications. Here's the final list of companies and why they're great for women:
1. IBM
Why it's great: Aside from having a female CEO, Ginni Rometty, this technology company has "more than 12,000 women that are considered part of the executive pipeline."
Headquartered in Armonk, N.Y., 30 percent of IBM's global workforce of 441,912 employees are women and 27 percent of them are senior managers.
2. Abbott
Why it's great: "In 2011, there were 77 percent more women in executive management roles at Abbott than there were in 2001."
Headquartered in Abbott Park, Ill., 49 percent of Abbott's workforce of 32,683 employees are women and 42 percent of them are senior managers.
3. AstraZeneca
Why it's great: "Formal mentoring programs (live and virtual) support women with the potential to move into leadership roles."
Headquartered in Wilmington, Del., 55 percent of AstraZeneca's workforce of 9,249 employees are women and 41 percent of them are senior managers.
4. General Mills
Why it's great: "There are sponsorship initiatives that pair vice-president-and director-level advocates with promising female leaders in the manufacturing, information systems and engineering functions."
Headquartered in Minneapolis, Minn., 40 percent of General Mills' workforce of 16,939 employees are women and 37 percent of them are senior managers.
5. Johnson &amp; Johnson
Why it's great: "Johnson &amp; Johnson’s Crossing the Finish Line program educates multicultural women and their supervisors about how to overcome barriers to advancement and accelerate their careers; in 2011, the program’s offerings doubled."
Headquartered in New Brunswick, N.J., 47 percent of Johnson &amp; Johnson's workforce of 35,942 employees are women and 31 percent of them are senior managers.
6. KPMG
Why it's great: "In a recent employee survey, 81 percent of the women who work for this audit, tax and advisory services firm said they had opportunities for learning and professional development."
Headquartered in New York, N.Y., 47 percent of KPMG's workforce of 22,152 employees are women and 37 percent of them are senior managers.
7. Marriott International
Why it's great: "The number of female corporate executives at Marriott International has increased 80 percent since 2002."
Headquartered in Bethesda, Md., 55 percent of Marriott International's workforce of 100,412 employees are women and 40 percent of them are senior managers.
8. Proctor &amp; Gamble
Why it's great: "Up-and-coming female employees also have access to valuable networking and coaching opportunities that can help advance them into key positions, largely due to the efforts of the company’s Corporate Women’s Leadership Team, comprised of senior female managers from every business function."
Headquartered in Cincinnati, Ohio, 43 percent of Proctor &amp; Gamble's workforce of 34,300 employees are women and 34 percent of them are senior managers.
9. Prudential Financial
Why it's great: "Women not only represent the majority of employees studying for the firm’s on-site MBA degree but also have increased their participation in executive coaching by at least 40 percent since 2010."
Headquartered in Newark, N.J., 52 percent of Prudential Financial's workforce of 18,866 employees are women and 33 percent of them are senior managers.
10. State Farm Insurance
Why it's great: "Women who are looking to refine their leadership skills participate in the company’s 194 employee resource groups or take advantage of its myriad mentoring opportunities, which help them accelerate their professional growth, manage the arc of their <keyword id="6354910" type="ORGANIZATION" weightage="100" keywordseo="Careers">careers</keyword> and navigate different cultures and generations."
Headquartered in Bloomington, Ill., 63 percent of State Farm Insurance's workforce of 63,258 employees are women and 40 percent of them are senior managers.

The Best Companies For Senior Women To Work For Right Now

<ul class="summary-list"><li>Florida Gov. Ron DeSantis has gotten into high-profile fights with Disney and Big Tech.</li><li>It's a model Republicans should follow, he said at a conservative conference near Miami. </li></ul>AVENTURA, Florida — Florida Gov. Ron DeSantis has battled large corporation on everything from diversity trainings to environmental, social, and governance investing. He even <a href="https://www.businessinsider.com/ron-desantis-targets-disney-self-governing-status-dont-say-gay-2022-4" target="_blank" rel="noopener">took on</a> family-favorite Disney by <a href="https://www.businessinsider.com/disney-reedy-creek-improvement-district-self-governing-republicans-say-gay-2022-4" target="_blank" rel="noopener">stripping</a> the company of its self-governing status.It's a surprising approach to business for a Republican who has support from more than <a href="https://www.heraldtribune.com/restricted/?return=https%3A%2F%2Fwww.heraldtribune.com%2Fstory%2Fnews%2Fpolitics%2Felections%2F2022%2F05%2F25%2Fron-desantis-campaign-billionaire-supporters-florida-governor-election%2F9707459002%2F" target="_blank" rel="noopener">40 billionaire donors</a>, and one that some <a href="https://www.newsweek.com/larry-hogan-rips-desantis-heavy-hand-disney-cruise-lines-schools-1694564" target="_blank" rel="noopener">critics</a> have <a href="https://www.washingtonpost.com/business/2022/04/21/desantis-disney-gop-business/" target="_blank" rel="noopener">called</a> heavy-handed and polarizing. Republicans have historically doled out major tax breaks to corporations while eschewing regulations in favor of a more hands-off posture. But on Sunday evening in an hourlong speech before the National Conservatism Conference, DeSantis said Republicans' approach and thinking about big business needs to change, arguing that his experiences in Florida provide a "lesson for people on the right." "Corporatism is not the same as free enterprise, and I think too many Republicans have viewed limited government to basically mean whatever is best for corporate America is how we want to do the economy," DeSantis said during his keynote speech before a crowd of friendly attendees at the JW Marriott Miami Turnberry Resort."And my view is — obviously free enterprise is the best economic system — but that is a means to an end. It's a means to having a good fulfilling life and a prosperous society. It's not an end in and of itself."DeSantis has pushed through numerous contentious policies as governor that netted him national headlines and <a href="https://www.businessinsider.com/joe-biden-slams-florida-dont-say-gay-bill-desantis-support-2022-2" target="_blank" rel="noopener">criticisms</a> from the Biden administration. With the attention has come <a href="https://www.businessinsider.com/mar-a-lago-fbi-raid-could-freeze-out-trumps-gop-challengers-like-desantis-2022-8" target="_blank" rel="noopener">speculation</a> that he <a href="https://www.businessinsider.com/ron-desantis-shouldnt-run-against-donald-trump-gop-operative-says-2022-8" target="_blank" rel="noopener">may run</a> for president in 2024.First, however, he has to win reelection in Florida in November. He'll be facing off against <a href="https://www.businessinsider.com/elections-florida-gov-ron-desantis-will-face-democrat-charlie-crist-2022-8" target="_blank" rel="noopener">former Rep. Charlie Crist</a>, a Democrat who was a Republican governor of Florida from 2007 to 2011. <div type="image" title="Florida Governor Ron DeSantis speaks during the inaugural Moms For Liberty Summit at the Tampa Marriott Water Street on July 15, 2022 in Tampa, Florida. DeSantis is up for reelection in the 2022 Gubernatorial race against Democrat Charlie Crist." height="1666" width="2222" msid="94143356" hostid="261"></div><h2>DeSantis' list of actions against corporations is growing</h2>DeSantis has taken numerous actions against what he refers to as "woke corporations." Most recently, he pushed the State Board of Administration to ban the consideration of "social, political, or ideological interests" — such as ESG — when it decides what investments to make for the state's pension fund. The governor also revoked Disney World's self-governing status after the company <a href="https://www.businessinsider.com/desantis-says-he-told-disney-to-stay-out-of-dont-say-gay-fight-2022-6" target="_blank" rel="noopener">pleaded</a> with the governor to oppose the Parental Rights in Education Act. The bill limits discussions about gender identity and sexual orientation in a way critics say is too vague and will harm LGBTQ students, parents, and teachers. Critics have dubbed the law the "<a href="https://www.businessinsider.com/fight-over-floridas-dont-say-gay-bill-explained-2022-2" target="_blank" rel="noopener">Don't Say Gay</a>" bill. Another law, the "<a href="https://www.businessinsider.com/florida-judge-blocks-anti-woke-law-on-schools-and-businesses-2022-8" target="_blank" rel="noopener">Stop WOKE Act</a>," would limit the way private companies carry out mandatory diversity, equity, and inclusion trainings. Companies that have 15 employees or more could face civil lawsuits if a worker accuses them of violating the law, which says businesses can't implement trainings saying members of a specific ethnic group are inherently racist or that people should feel guilty for actions committed by their predecessors.And soon after former President Donald Trump left office and was <a href="https://www.businessinsider.com/trump-twitter-ban-backfired-maga-world-keeps-his-voice-there-2022-4" target="_blank" rel="noopener">booted off social media</a> platforms for his role in the January 6, 2021, violent attack on the Capitol, DeSantis signed a bill into law to prevent tech companies from censoring political candidates. "There's some people that criticize us in Florida because we've taken action to stand up to big tech companies," DeSantis said Sunday evening. "They say you know what, it's private. Let them do what they want to do. First of all, they cannot be viewed as private entities given that we know without a shadow of a doubt they are doing the regime's bidding when it comes to censorship."<div type="image" title="Say Gay billboard" height="512" width="1024" msid="94143358" hostid="261"></div><h2>But not all his plans are working </h2>Some of the business laws in Florida are in litigation. The business portion of the "Stop WOKE Act" is <a href="https://www.businessinsider.com/florida-judge-blocks-anti-woke-law-on-schools-and-businesses-2022-8" target="_blank" rel="noopener">being stayed</a> after a judge cited free speech violations. The tech law has been <a href="https://www.businessinsider.com/florida-tech-censorship-law-violates-firms-1a-rights-ruling-2022-5" target="_blank" rel="noopener">blocked</a> by an appeals court, with Circuit Judge Kevin Newsom writing in the opinion that "the government can't tell a private person or entity what to say or how to say it." Other Florida laws have been confusing to navigate. This week, for instance, a Miami school board <a href="https://www.businessinsider.com/miami-school-board-votes-against-lgbtq-history-measures-citing-dont-say-gay-2022-9" target="_blank" rel="noopener">rejected</a> a measure to observe LGBTQ History month, even though the governor's office said it wouldn't have violated the Parental Rights law. But DeSantis doubled down on his actions during Sunday night's speech and predicted his administration would prevail against legal challenges. He accused "corporate America" of having too much power in America and of "exercising quasi-public power in terms of using their economic power to change policy in this country.""What I'm doing is using government to give space to the individual citizen to be able to participate in society to be able to speak his or her mind," DeSantis said. "And I think that's an absolutely appropriate use of government power. "

Florida Gov. Ron DeSantis says Republicans are approaching big business all wrong: 'Corporatism is not the same as free enterprise'

The country's biggest employers, including Walmart and Amazon, should 'say goodbye to attracting top female talent' in abortion 'trigger law' states

<a href="https://www.businessinsider.com/cost-of-inequity-how-inequity-persists-in-american-daily-life-2021-6"></a><div type="image" title="Rachel J Robasciotti circle" height="337" width="450" msid="83989225" hostid="261"></div><ul class="summary-list"><li>Racial inequity in <keyword id="35175" type="ORGANIZATION" weightage="60" keywordseo="investing">investing</keyword> is a multi-faceted problem, says Angelique Brunner.</li><li>We talked with business founders Brunner and Rachel Robasciotti on how they're directing change.</li><li>Robasciotti is an asset manager and Brunner runs a real estate investment firm.</li></ul>Rachel Robasciotti understood from a young age the systemic issues that had led to her growing up poor in northern California.Three men in Robasciotti's family were killed by police officers. She lived in a rural, racially segregated area, which at one point was in danger of being wiped out by a dam break."When I came into finance, I came in as a person who knew very directly the impacts of racial, gender, and economic climate justice issues," Robasciotti told Insider. "I could see how they all wove together, because I lived it."When Robasciotti graduated from high school at 15 and attended the University of California at Berkeley to study political economy, she set out to make a difference in financial advising, helping people from disenfranchised communities improve their situations.But eventually she realized her time would be better spent in asset management, where she thought she could create more significant change. She cofounded<a href="https://robasciotti.com"> Robasciotti &amp; Philipson</a> in 2014 and later<a href="https://adasina.com"> Adasina Social Capital</a>, both of which invest with a focus on social justice."From the very beginning I thought what I would do was help individuals - like women, people of color, queer folks - which I did for many years as a wealth manager," she said. "What I realized, though, is you can only change things only one person at a time or one family at a time. What we really needed to do was be more in the space of asset management and directing the wealth."Everybody's, like, 'Yes, racial justice!,' and I'm, like, 'We could start with who owns and directs the wealth in this country, because that fuels everything,'" she added.Representation is a broader problem in the investment space. This is problematic because it leads to things like groupthink in an industry, where a shared perspective leads to a reinforcement of prior biases, and can leave other groups' needs unmet.Representation is also an issue in the greater business world. For example, only two Black women have ever been chairs of S&amp;P 500 firms. This lack of diversity has arguably hurt performance, data shows. Bank of America found that firms with an above-average racial and ethnically diverse workforce outperform less diverse peers in return on <keyword id="6391506" type="UNKNOWN" weightage="60" keywordseo="Equity">equity</keyword> by 8% in a year.<h2 dir="ltr">More than representation</h2>But beyond representation, there are other ways that change can be directed. For one, there is asset allocation.Robasciotti and her team at Adasina have created a <a href="https://adasina.com/wp-content/uploads/2020/12/Adasina-Racial-Justice-Exclusion-List.pdf">list of firms</a> that they exclude from their portfolios because, in their view, they engage in activities that propagate racial injustice. For example, Adasina's exclusion list as of September 2020 features <a href="https://markets.businessinsider.com/stocks/sdxof-stock" target="_blank" rel="noopener noreferrer">Sodexo</a> and cites the company's <a href="https://investigate.afsc.org/company/sodexo" target="_blank" rel="noopener noreferrer">provision of catering services to prisons</a> in Australia and the UK. It also includes <a href="https://markets.businessinsider.com/stocks/ba-stock" target="_blank" rel="noopener noreferrer">Boeing</a> because of their involvements in making <a href="https://investigate.afsc.org/company/boeing" target="_blank" rel="noopener noreferrer">surveillance equipment</a>."Sodexo only provides services where we can make a positive impact on prisoner's lives and will not work in countries with capital punishment," a spokesperson said, adding that the death penalty in many US states did not match its ethical principles. Boeing did not respond to Insider's request for comment.This approach matters because if investors increasingly decline to allocate money to certain firms for these reasons, their share-price performance will suffer. Therefore, if companies and their executives wish not to endure poor stock performance or miss out on gains, they will correct behavior that isn't in line with what investors want.Known under the umbrella term as environmental, social, and governance (ESG) investing, this style of allocating money is becoming more popular:<a href="https://www.businessinsider.com/stocks-to-buy-esg-investing-4-companies-to-profit-from-2020-8"> Investor flows into ESG-focused exchange-traded funds jumped 700%</a> last year.Further, there are structural elements of the investing process that can change, like due diligence, Robasciotti said. Many investors choose to give money to fund managers who meet criteria like having over $200 million in assets under management and a three-year track record. This puts a lot of minority fund managers at a disadvantage from the start and keeps money with those who are already the wealthiest and most powerful, Robasciotti said.<h2 dir="ltr">Inequity beyond equities</h2>But inequity in investing isn't only an issue to be dealt with in and through equity <keyword id="31671" type="CITY" weightage="100" keywordseo="markets">markets</keyword>. It rears its head in other areas, too, like real estate and business investment.For example, banks are less likely to invest in entrepreneurs who are people of color, or in businesses in minority neighborhoods, according to Angelique Brunner, the founder and CEO of<a href="https://www.eb5capital.com"> EB5 Capital</a>, a real estate investment firm. And even if they do, it's often less that the entrepreneur would need.In other words, people who want to invest in a business of their own to grow wealth often can't because they have less access to capital.Some businesses have tried to address the problem. Marriott, for instance, started to provide credit enhancement - essentially supporting the underwriting of a deal - to increase the chances of a person of color accessing credit to start a hotel licensed under their name, Brunner said.<div type="image" title="Angelique Brunner" height="240" width="320" msid="83989227" hostid="261"></div>Brunner founded EB5 Capital to address this. The firm helps connect immigrant investors with projects that need funding in underserved areas, where US banks are less likely to provide backing.But racial inequity, when it comes to investing and all its implications, is a broad and difficult issue to fix. Robasciotti says better representation in an industry alone isn't enough. Brunner says the behavior of numerous parties needs to change."This is a multifaceted problem, and it's going to be a multifaceted solution," Brunner said. "It's not on corporations alone, it's not on capital markets alone, it's not on municipalities alone. "The history of how we got to now involved bad actors on every side of the equation. And so the history of how we get to where we want to be will involve intentionality from every actor in the equation."

Racial inequity in investing is robbing everyone of handsome financial returns. 2 founders break down the specific ways they're shaking up the industry and making it more equitable.

<div class="KonaFilter image-container display-table"><div><div class="image on-image">NVIDIAThe technology company Nvidia, whose <keyword id="6357081" type="UNKNOWN" weightage="60" keywordseo="employees">employees</keyword> are shown here, is ranked among the best companies in terms of transparency regarding employee data like pay equity.</div></div></div><ul class="summary-list"><li>Billionaire investor <a href="http://www.businessinsider.com/category/paul-tudor-jones">Paul Tudor Jones</a> cofounded the nonprofit <a href="https://www.businessinsider.com/category/just-capital">Just Capital</a> in 2013 to measure what Americans want from corporations, and which of these companies are contributing to a "more just" society.</li><li>Just previously ranked 890 of the companies in the Russell 1000 and has now published a report on how these companies disclose workplace practices like equal pay analyses and paid parental leave.</li><li>Those that did reported a return on equity of up to 3% for eight of the the nine practices. Only 18 companies disclosed all nine of the practices taken into consideration, including Goldman Sachs, Nike, Nvidia, and PepsiCo.</li><li>This article is part of Business Insider's ongoing series on <a href="https://www.businessinsider.com/better-capitalism">Better Capitalism</a>.</li><li><a href="https://www.businessinsider.com/?hprecirc-bullet">Visit BusinessInsider.com for more stories.</a></li></ul>Since 2013, the nonprofit Just Capital has been tracking how the largest companies in America take into account all of their stakeholders, not just shareholders. It's consistently found through annual polls that Americans are most interested, as both consumers and prospective employees, in how companies treat their workers.Yet, when Just did an extensive analysis of how 890 of the companies in the Russell 1000 index disclose employee data like equal pay and paid parental leave programs, the "overall picture" was "sobering," Just CEO Martin Whittaker told Business Insider. The report, "<a href="https://justcapital.com/reports/the-win-win-of-just-jobs/#the-state-of-disclosure">The Win-Win of Just Jobs</a>," was published on April 17, 2019."It's sort of an interesting paradox where you've got the most important issue given the new frontier of corporate performance, [and] it's arguably the least reported on, least disclosed, most uneven and difficult to get information," he said.Just's team of researchers gathered all public data on nine criteria related to what it calls "human capital." The team discovered that only 18 of the companies both disclosed and tracked the progress of all the criteria. It found no clear trends related to industry, but it did find that for eight of the nine criteria, there was a return on equity (ROE) of between 1.2 and 3%.Whittaker said that he's hopeful more companies are recognizing the importance of publicly tracking metrics that benefit employees, and said that he expects a shift similar to the way companies began taking environmental initiatives seriously around 25 years ago. It was initially acceptable to simply state a policy, but then stakeholders demanded increasingly extensive data and signs of progress.Alison Omens, Just's managing director of programs and strategic engagement, led the project and told us that a similar demand for metrics around employees has been increasing year over year. "There's just a different set of expectations and questions in moments of uncertainty, and yet more transparency on social media, extolling your values and hiring millennials, and a tight labor market," she said.She wants Just's report to show, in this early stage of determining what to track and how to disclose it, "There's a way to do this, and here are the companies that are doing it well."These are the nine criteria Just measured:<ul><li>Gender pay equity analysis: 7% disclosed, had 3% ROE advantage</li><li>Diversity and equal opportunity policy: 86% disclosed, had 2.5% ROE advantage</li><li>Diversity and equal opportunity targets: 11% disclosed, had 2.4% ROE advantage</li><li>Paid time off policy: 28% disclosed in detail, had no ROE advantage</li><li>Paid parental leave policy: 28% disclosed in detail, had 2.2% ROE advantage</li><li>Day care services: 23% disclosed, had 2.5% ROE advantage</li><li>Flexible working hours: 45% disclosed, had 2% ROE advantage</li><li>Career development policy: 72% disclosed, had 1.4% ROE advantage</li><li>Tuition reimbursement policy: 68% disclosed, had 1.2% ROE advantage</li></ul>The companies that disclosed all nine criteria include: 3M, Alliance Data Systems, Boston Scientific, Eli Lilly, Goldman Sachs, Hasbro, Intel, Jones Lang LaSalle, Marriott, Nike, Nvidia, PayPal, PepsiCo, Qualcomm, State Street, Symantec, Texas Instruments, and Wells Fargo.Read more: <a href="https://www.businessinsider.com/us-public-companies-fail-to-release-pay-equity-reports-2019-4">Of the 890 largest US companies, only 65 have reviewed their gender pay gap and made the reports public - and that lack of transparency is holding women back</a>Nvidia's head of corporate responsibility, Tonie Hansen, told us that she was surprised to learn how low the disclosure numbers were. She said that Nvidia made a decision to be transparent regardless of where its data or policies are at in a particular moment, as long as it's also showing how it can improve them.Hansen mentioned that there is lots of room for improvement in its diversity numbers, for example, but the important thing is that both the existing data and the progress made in balancing them is shown to the public. She recommended more companies do the same."Don't be afraid to put data out there that doesn't look as great if you can explain what you're doing to actually make it better - that's the important thing," she said. "Bring people on that journey. Because you do get credit for being transparent in providing that information, and then the next piece of that credit is how well you're doing on that information."Hansen sees the demand for this data on employees to only be increasing from here, and thinks it's inevitable that more companies will recognize the importance of transparency. "I don't think that you have much of a choice these days, if you're a larger company," she said.<h2><a href="https://justcapital.com/reports/the-win-win-of-just-jobs/#the-state-of-disclosure">You can find the full interactive report here »</a></h2> <div class="margin-top"> <h3>NOW WATCH: <a href="https://www.businessinsider.com/kim-scott-radical-candor-apple-google-career-jobs-careers-boss-2017-3">These are the two conversations every boss should have with their employees to create the perfect team</a></h3> <div> </div> </div>

Only 18 out of 890 major US companies are fully transparent on worker issues - and that openness is helping them grow their bottom line

<ul><li>LinkedIn ranked companies that are chased by Indians to work with and stay for longer once onboard — and Flipkart tops the list. </li><li>The report assessed members on four parameters — interest in the company, engagement with the company’s employees, job demand and employee retention. </li><li>Internet companies including Amazon, Zomato, Ola and Alphabet have been dominating the top spots.</li></ul>Technology and Internet companies continue to dominate the top places to work in India, according to the latest annual Linkedin survey ranking Indian companies. While e-commerce giant Flipkart jumped to the first position from second last year, several other homegrown giants — Zomato, Swiggy and Freshworks — featured prominently among the top 25 companies preferred by Indian professionals.. Given that more millennials and even GenZ are now joining the workforce, Indian companies appear to be paying increasing attention to work culture in addition to offering better wages and exposure to the most sought-after skills. The report analysed over 610 million LinkedIn members, gauging job seekers’ interest in the company, employee engagement, job demands, and employee retention. Here are the top 25 companies <a href="https://www.linkedin.com/pulse/top-companies-2019-where-india-wants-work-now-editors-india-/?published=t">ranked</a> by the company. 1. Flipkart (Walmart) Walmart-owned e-commerce company Flipkart gave rise to many millionaires after its acquisition. The e-commerce giant, which has a headcount of over 13,000 employees in India, has been ranked first by job seekers. In fact, according to a <a href="https://www.businessinsider.in/in-india-flipkart-tops-the-fairness-quotient-for-gig-economy-workers-report/articleshow/68593359.cms">recent report on gig economy platforms</a>, in terms of working conditions, Flipkart topped the charts. 2. Amazon Even as the new e-commerce norms come into effect in India, global retail giant Amazon, has still been on a hiring spree in India with nearly 1,950 job postings, as on April 2. Presently, the company has 50,000 employees in India. It competes neck and neck with rival Flipkart, and has recently made a foray into offline segment as well, setting up <a href="https://www.businessinsider.in/amazon-plans-to-open-over-100-kiosks-across-malls-in-india-report/articleshow/68579967.cms">kiosks in malls</a>. 3. OYO Hotel chain Oyo has been diversifying beyond its flagship hospitality business. Its latest acquisition of Innov8 mark its entry into the food market and co-working space. The company is also in talks to acquire FreshMenu. As a long term goal, the hotel chain is aiming to overtake Marriott, five years down the line. It has 7,000 employees in India, according to LinkedIn. 4. One97 Communications (Paytm) One97 Communications, the parent company of Paytm, ranks fourth on the list. It boasts of flexible and informal work culture, and has apparently removed restrictions on blocking calendars, encouraging impromptu meetings. 5. Uber With a more sustainable approach, Uber aims to put 1 million green cars on Indian roads by 2022.The ride-hailing firm Uber has a headcount of 1,700 employees. The company is reportedly planning to double the new hires in the products and engineering domain. 6. Swiggy Food aggregator Swiggy, a recent entrant to India’s unicorn club, has been hiring in the areas of sales, operations and business development. The company, which has 6,000 people onboard in India presently, is also reportedly planning to <a href="https://www.businessinsider.in/swiggy-in-talks-to-acquire-ubereats-india-operations/articleshow/68110377.cms">diversify</a>. 7. Tata Consultancy Services (TCS) India’s largest IT services company, TCS, has grown four-fold since 2007. The company has been increasingly hiring fresh graduates via <a href="https://www.businessinsider.in/wipro-campus-placements-to-double/articleshow/67719782.cms">campus placements</a>, and added nearly 27,000 employees last year. 8. Zomato The food-tech unicorn, which claims to cater nearly 21 million monthly orders, is also a top employer. Its hiring has focused primarily on skills including AutoCAD, employee engagement and web content writing. 9. Alphabet (Google) Alphabet, the parent company of Google, has gravitated back to elite campus hires after two consecutive non-hiring years. The company is reportedly actively looking for engineering, machine learning, algorithms and media &amp; communication candidates. 10. Reliance Industries With Jio sweeping the Internet market and disrupting the telecom space in India, Reliance Industries has claimed the 10th position. Among its employee perks is a 24*7 assistance to an employee’s family in case of emergencies like road accidents and fire. 11. EY The company has a strength of 42,000 in India. Focussing on digital transformation, the company plans to hire 2,000 new professionals across AI, blockchain and analytics domain. 12. Adobe To keep its employees happy, the company lets its employees set aside 25% of their earned salary for stock purchase at discounted rates twice in a year. 13. <keyword id="136162" type="COMPANY" weightage="20" keywordseo="Boston-Consulting-Group">Boston Consulting Group</keyword> (BCG) With more people interested in offshore placements, this comes as a benefit to its employees, the company offers over 25% to work outside their native country at least once a year. Recently, the company hired fresh <a href="https://www.businessinsider.in/accenture-bcg-dominate-campus-placements-at-business-schools-in-india/articleshow/68045145.cms">MBA graduates</a> from India’s elite colleges — including IIMs. 14. YES Bank As it plans to expand its footprint in India over the next two years, the company is aggressively looking to hire PDS beneficiaries, along with automating the loan approvals to ease the process. 15. IBM The company has a headcount of over 100,000 in India with maximum hires taking place in the engineering, Information Technology and Consulting domain. The company is also considering cascading style sheets (CSS), HTML, jQuery skills. 16. Daimler AG Breaking the monotony, the automotive company plans to come up with 52 new products in 2019. The fastest-growing skills in the company are MySQL, Javascript and Python. 17. Freshworks Here’s a company that has an eye for alternate talent at work. The company, for instance, is open for engineering hires who are social or full time musicians. Most of the new hires in the company have been from sales, engineering and product management. 18. Accenture Accenture has been one of the <a href="https://www.businessinsider.in/accenture-bcg-dominate-campus-placements-at-business-schools-in-india/articleshow/68045145.cms">top employers</a> in the engineering domain. To retain talent, the company allows sabbaticals providing them with the opportunity for higher education. Also, employee benefits for women include an hour off during workdays to look after their children below the age of 15 years. 19. Ola The cab aggregator is focussing on bringing green cars to the Indian market. Most of the new hires in the company are for engineering, operations and business development skills. However, being a cab service provider, the company has seen demand for skills including automotive design. 20. ICICI Bank Breaking the stereotypes, India’s second largest private bank looks to cut hierarchy system to boost accountability and efficiency in the bank. Digital marketing and engineering have emerged as top skills. 21. PwC India Management consulting firm, PwC India, the company welcomes employees from not just accounts and taxation background but diverse fields such as journalists, environmentalists and design thinkers among others. 22. KPMG India One of the largest accounting firms in India, KPMG has been offering overseas assignments to nearly 3,000 employees across 100 countries in order to keep the attrition rate minimum. Accounting and consulting have been the most in-demand skills for the company while looking to hire new talent. 23. Larsen &amp; Toubro Keeping the right gender balance, the engineering conglomerate claims to have male female remuneration ratio at 1:1. The construction company has also been hiring skills such as Python coding and financial services. 24. Oracle India is Oracle’s sixth largest market in data management space. The company is looking to hire IT and engineering skills, as it plans to open its first data centre in India. 25. Qualcomm As the company eyes Indian markets, it will create 10,000 jobs in the country by establishing its largest facility outside the US, according to the <keyword id="4894774" type="PERSON" weightage="20" keywordseo="linkedin-report">LinkedIn report</keyword>.

Here are the 25 most popular workplaces in India, according to LinkedIn

<div class="KonaFilter image-container display-table float_right"><div><div class="image on-image"><a href="https://www.youtube.com/watch?v=rQebmygKq7A">CBS / 60 Minutes / YouTube</a>Apple CEO Tim Cook</div></div></div>One day after Georgia Governor Nathan Deal <a href="http://www.businessinsider.com/salesforce-ceo-won-his-georgia-showdown-2016-3">agreed to veto a bill</a> that critics said would have encouraged discrimination against gay people, a similar fight in North Carolina has ramped up. On Tuesday, over 80 CEOs and business leaders signed an open letter asking North Carolina Governor Pat McCrory to repeal a controversial law <a href="http://www.businessinsider.com/ap-nc-lawmakers-return-to-address-transgender-bathroom-measure-2016-3">passed last week.</a>Signatures included Apple CEO Tim Cook, IBM CEO Ginni Rometty, Facebook CEO Mark Zuckerberg and, naturally, Salesforce CEO Marc Benioff, who has been the Silicon Valley point-person speaking out against state-level laws that negatively impact the LGBT community.The law, which was passed by North Carolina's legislature in a one-day session and immediately signed into law by the governor, has been called <a href="http://www.businessinsider.com/nc-ag-wont-defend-controversial-transgender-law-2016-3">a "national embarrassment"</a> by North Carolina's attorney general. The law was in reaction to a regulation passed by the city of Charlotte that allowed transgender people to use bathrooms based on their gender identity. The new state law requires people to use the bathrooms based on their biological sex.But it goes beyond regulating bathroom use and prevents local governments from passing regulations that eliminate discrimination based on sexual orientation or identity, according to a lawsuit <a href="http://www.npr.org/sections/thetwo-way/2016/03/28/472164084/aclu-sues-over-north-carolinas-law-blocking-anti-discrimination-legislation">that's already been filed by the ACLU</a>.The business community, particularly the tech community, and Hollywood are up in arms about the law.Here's the letter:Dear Governor McCrory,We write with concerns about legislation you signed into law last week, HB 2, which has overturned protections for LGBT people and sanctioned discrimination across North Carolina. Put simply, HB 2 is not a bill that reflects the values of our companies, of our country, or even the overwhelming majority of North Carolinians.We are disappointed in your decision to sign this discriminatory legislation into law. The business community, by and large, has consistently communicated to lawmakers at every level that such laws are bad for our employees and bad for business. This is not a direction in which states move when they are seeking to provide successful, thriving hubs for business and economic development. We believe that HB 2 will make it far more challenging for businesses across the state to recruit and retain the nation's best and brightest workers and attract the most talented students from across the nation. It will also diminish the state's draw as a destination for tourism, new businesses, and economic activity.Discrimination is wrong and we believe it has no place in North Carolina or anywhere in our country. As companies that pride ourselves on being inclusive and welcoming to all, we strongly urge you and the leadership of North Carolina's legislature to repeal this law in the upcoming legislative session.Sincerely, Karen Appleton, Senior Vice President, Box Brandee Barker, Cofounder, The Pramana Collective Marc Benioff, CEO, Salesforce Chip Bergh, President and CEO, Levi Strauss &amp; Co. Michael Birch, Founder, Blab Ed Black, President and CEO, Computer &amp; Communications Industry Association Nathan Blecharczyk, Cofounder and CTO, Airbnb Steven R. Boal, CEO, Quotient Technology Inc. Lorna Borenstein, CEO, Grokker Brad Brinegar, Chairman and CEO, McKinney Lloyd Carney, CEO, Brocade Communications Systems, Inc. Brian Chesky, CEO, Airbnb Ron Conway, Founder and Co-Managing Partner, SV Angel Tim Cook, CEO, Apple Dean Debnam, Chairman and CEO, Workplace Options Jack Dorsey, CEO, Square and Twitter David Ebersman, Cofounder and CEO, Lyra Health Jared Fliesler, General Partner, Matrix Partners Joe Gebbia, Cofounder and Chief Product Officer, Airbnb Jason Goldberg, CEO, Pepo Alan King, President and COO, Workplace Options Kristen Koh Goldstein, CEO, BackOps Mitchell Gold, co-founder and chair-man, Mitchell Gold + Bob Williams John H. Graham IV, President and CEO, American Society of Association Executives Logan Green, CEO, Lyft Paul Graham, Founder, Y Combinator David Hassell, CEO, 15Five Charles H. Hill III, Executive Vice President, Worldwide Human Resources, Pfizer Inc. Reid Hoffman, Chairman, LinkedIn Robert Hohman, Cofounder &amp; CEO, Glassdoor Drew Houston, CEO, Dropbox Chad Hurley, Cofounder, YouTube Dave Imre, Partner and CEO, IMRE Dev Ittycheria, President &amp; CEO, MongoDB Laurene Powell Jobs, President, Emerson Collective Cecily Joseph, VP Corporate Responsibility and Chief Diversity Officer, Symantec Corporation David Karp, Founder and CEO, Tumblr Travis Katz, Founder and CEO, Gogobot Brian Krzanich, CEO, Intel Joshua Kushner, Managing Partner, Thrive Capital Max Levchin, CEO, Affirm Dion Lim, CEO, NextLesson Shan-lyn Ma, CEO, Zola Marissa Mayer, President and CEO, Yahoo Melody McCloskey, CEO, StyleSeat Douglas Merrill, CEO, Zestfinance Dyke Messinger, President and CEO, Power Curbers Inc. Hari Nair, Vice President and General Manager, Orbitz.com &amp; CheapTickets.com Michael Natenshon, CEO, Marine Layer Alexi G. Nazem, Cofounder and CEO, Nomad Health Laurie J. Olson, EVP, Strategy, Portfolio and Commercial Operations, Pfizer Inc. Bob Page, Founder and CEO, Replacements, Ltd. Michelle Peluso, Strategic Advisor and former CEO, Gilt Sundar Pichai, CEO, Google Mark Pincus, Founder and Executive Chairman, Zynga Hosain Rahman, CEO, Jawbone Bill Ready, CEO, Braintree Evan Reece, CEO, Liftopia Stan Reiss, General Partner, Matrix Partners John Replogle, CEO, Seventh Generation Virginia M. Rometty, Chairman, President and CEO, IBM Corporation Dan Rosensweig, CEO, Chegg Kevin P. Ryan, Founder and Chairman, Alleycorp Bijan Sabet, General Partner, Spark Capital Julie Samuels, President, Engine George A. Scangos, PhD, CEO, Biogen Dan Schulman, President and CEO, PayPal Adam Shankman, Director and Producer Gary Shapiro, President and CEO, Consumer Technology Association David A. Shaywitz, MD, PhD, Chief Medical Officer, DNAnexus Ben Silbermann, CEO, Pinterest Brad Smith, President and Chief Legal Officer, Microsoft Arne Sorenson, President and CEO, Marriott International David Spector, Cofounder, ThirdLove Jeremy Stoppelman, CEO, Yelp Bret Taylor, CEO, Quip Todd Thibodeaux, CEO, CompTIA David Tisch, Managing Partner, BoxGroup Nirav Tolia, Cofounder and CEO, Nextdoor Kevin A. Trapani, President and CEO, The Redwood Groups Ken Wasch, President, Software &amp; Information Industry Association Bob &amp; Harvey Weinstein, Co-Founders and Co-Chairmen, The Weinstein Company Mark Zuckerberg, Founder and CEO, Facebook <div class="margin-top"> <h3>NOW WATCH: <a href="http://www.businessinsider.com/peter-bergen-terrorists-reasons-isis-brussels-2016-3">Terrorism expert reveals 4 key reasons people become violent extremists</a></h3> <div> <div> <div class="ooyala-video-player" data-video-autoplay="false" data-video-id="E3eW5hMjE6SgUisggnJ72OAAAoK05LjG" data-player-variable="ooyalapopvideo" id="ooyalaplayer_popvideo" style="width:1280px;height:720px"></div> </div> </div> </div>

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