Advancing Diversity and InclusionPromoting diversity and inclusion isn’t just a goal that organizations should strive to achieve. It is our responsibility to create opportunities for people of all backgrounds across America.The CEOs of Business Roundtable, who lead companies with tens of millions of employees, believe that all of us are responsible for making the world a better place than we found it.
By advancing diversity and inclusion, Business Roundtable members are acting on their responsibility as leaders. The benefits MetLife derives from its diversity and inclusion efforts are broad. They help us better attract top performers and build a workforce of engaged employees, understand the needs of our customers and communities, and strengthen our image and brand. Perhaps most compelling, research continues to show that firms with greater leadership diversity deliver higher earnings and better returns than those that lag in this area, making diversity and inclusion a business imperative.Steven A.
KandarianChairman, President and Chief Executive Officer. Engaging EmployeesMetLife sponsors seven Diversity Business Resource Networks that operate through 43 chapters around the world. More than 20,000 of our employees are engaged with these networks, which connect women; families; those with diverse abilities; military veterans; gay, lesbian, bisexual and transgender individuals; and multicultural and rising professionals.
Through their participation, employees learn from each other’s experiences and access professional development opportunities while also supporting the communities in which we operate. Providing Professional DevelopmentAnother of our most effective practices has been our focus on preparing women to assume leadership responsibilities. Our main vehicles for this are our Global Women’s Initiative (GWI) and our Global Leadership Development Program. The goal of GWI is to shape MetLife’s culture in ways that will make us an employer of choice among women. Within GWI we have created a Developing Women’s Career Experience program that gives women the opportunity to develop their skills and access leadership experiences while connecting with leaders throughout the company. Highlighting Business ResultsThe benefits MetLife derives from its diversity and inclusion efforts are broad.
Corporate Leadership Development Programs
They help us better attract top performers and build a workforce of engaged employees, understand the needs of our customers and communities, and strengthen our image and brand. Perhaps most compelling, research continues to show that firms with greater leadership diversity deliver higher earnings and better returns than those that lag in this area, making diversity and inclusion a business imperative.
In 2013, the TOMODACHI Initiative in partnership with MetLife Japan launched the to develop the next generation of global female leaders. The program aims to equip women with 21st century leadership skills, self-confidence, and the network required to successfully navigate their leadership journey in an ever-changing world. Through the year-long program, highly-motivated Japanese women university students work to hone their leadership skills. The students attend regular group sessions hosted by the U.S. Embassy that provide training in leadership development and financial empowerment by MetLife Japan.
The students are also paired with female mid-career professionals as mentors to have one-on-one support and networking opportunities. Mentees also visit Washington, D.C. And New York for a weeklong study trip. Throughout the program mentees and mentors are invited to attend special seminars with members of government and business leaders.The TMWLP was originally held in Tokyo and Osaka and has expanded to include Naha, Fukuoka, and Sapporo on a rotating basis. The program is held in four cities each year. The 2017-2018 TMWLP program will be held in Tokyo, Osaka, Naha, and Fukuoka. In the four-year period from 2013 to 2017, a total of 338 women (169 women university students and 169 mentors) have taken part.
MENTEE (Student): 2017-2018 TMWLP Student Application Form CLOSED. MENTOR (Professional):The deadline for mentor applications has been extended.
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9How likely is it that you would recommend us to a friend or colleague? 10(0 not at all likely - 10 extremely likely). This article is part of the The ranking of the Development Programs by Business Area has been divided into 5 categories, i.e. Commercial, Finance, HR, Operations, Rotational. The Human Resources Business Area counts 79 Development Programs in our Directory., and were the top programs in Human Resources.Noteworthy is that 7 Development Programs are full-time, and 3 are internships. Johnson & Johnson has 1 full-time program and 1 internship program amongst the top 10! Danaher Human Resources Development Program made its entry in this year's ranking, and ranks at the 1st place!
The program gained 201% in views from last year. Consequently, Johnson & Johnson Human Resources Leadership Development Program lost a place and now ranks at the 2nd place, but has still gained 45% in views.
Corporate Leadership DevelopmentA recent global survey about corporate leadership development programs reports a shift in the best corporate leadership development approaches revealing that the current trend is towards customization and personalization. In the world of customizing cars, sneakers, and ring tones people expect to have their jobs designed to fit their career goals. Which, in other words, means that one size fits one.Needless to say, the benefits of a successfully implemented corporate leadership development program are numerous. Just to name a few:. Attraction and retention of talent.
Increased productivity and profitability. Increased organizational agility. Improved management communication and alignmentThis study revealed that 53% of the leaders around the world are struggling with accelerating leadership development, 43% with retention of top talent and 36% with engaging and motivating top talent. Corporate Leadership Development: What are successful companies doing?The top three strategies respondents are using to address corporate leadership development are:. Download yeti campus. Growing talent internally by identifying high performing leaders (78%).
Providing experiential learning opportunities (action learning) (62%). Providing coaching, mentoring, job shadowing and rotational programs (55%)Great benefits of Action LearningLately, I had the chance to see first hand how effective the action learning approach can be. As part of the Red Shoe Movement we have an Ambassador School (an offsite action learning program) where a group of volunteer high potential young women get together to prepare a Signature Event.During this time, the group meets biweekly to decide every detail of the event and receive hands-on training on: event planning and execution, logistics, communication style, group facilitation, negotiation, and professional appearance. They become each other’s best supporters and cheerleaders, a tight group of women who grow into their own style of leadership. Each one gets multiple opportunities to sharpen their leadership skills by being put in charge of various parts of the process. What are Successful Companies Doing?As a result, every one of the women experienced unprecedented engagement in their jobs and careers: From promotions, to changes in career tracks, to heightened participation in issues affecting their organization’s bottom line, and so on.Our first group of Ambassadors, not only executed a flawless event at The New York Times (where 230 professional women got together to discuss topics of their interest,) but they decided to stay involved and move on to the next level of responsibility.
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