Women in Hospitality, Travel, and Leisure 2020 WiH2020 Review

Samaria Avila

In 2017 a group of leaders and opinion formers across hospitality, travel and leisure decided to take action to accelerate progress towards an inclusive culture within our industry and seize the opportunity to come together as an industry to amplify the
impact of individual initiatives. We want as many companies as possible to sign up to The Diversity in Hospitality, Travel and Leisure Charter and actively contribute to making a difference in this area.

Lending Discrimination During Covid-19: Black and Hispanic Women-Owned Businesses

Samaria Avila

NCRC, in collaboration with our academic partners, conducted 60 pre-application mystery shopper tests by telephone with 47 different financial institutions in the Los Angeles, California, metropolitan statistical area (MSA) from July 27 to August 7, 2020, during the last two weeks that federal Paycheck Protection Program (PPP) loans were available to businesses impacted by the coronavirus pandemic. This study was to determine if financial institutions changed their behaviors after being made aware of our previous testing conducted in the Washington, D.C., MSA. The results of that testing were widely reported by the media, including The New York Times, Politico, The Hill and ABC News. The follow-up tests in Los Angeles revealed a combined 21 out of 60 (35%) tests where the White tester was favored over either or both of the Black and Hispanic Testers in violation of the Equal Credit Opportunity Act (ECOA) of 1974. For this round of testing, we conducted 60 multi-layered matched tests which consisted of a Hispanic, Black and White tester each contacting the same financial institution to request information. Thirty of these multi-layered matched tests were conducted by female testers and thirty by male testers. We tested 60 branches from 47 different financial institutions including some national institutions that we had tested in Washington, D.C., during the first round.

Global Gender Gap Report 2020

Sophie Bierly

This year’s report highlights the growing urgency for action. Without the equal inclusion of half of the world’s talent, we will not be able to deliver on the promise of the Fourth Industrial Revolution for all of society, grow our economies for greater shared prosperity or achieve the UN Sustainable Development Goals. At the present rate of change, it will take nearly a century to achieve parity, a timeline we simply cannot accept in today’s globalized world, especially among younger generations who hold increasingly progressive views of gender equality.

Delivering through Diversity

Sophie Bierly

Our latest research reinforces the link between diversity and company financial performance—and suggests how organizations can craft better inclusion strategies for a competitive edge.

Women in Financial Services 2020: A Panoramic Approach

Sophie Bierly

The financial services industry is finally making progress on gender balance in the workforce. Mindsets are shifting and, as a result of hard work and commitment, progress is beginning to be reflected in the numbers.

A $700 Billion Missed Opportunity

Sophie Bierly

Over the past 10 years, achieving gender balance in financial services has remained a challenge across Europe and worldwide, with the industry still male-dominated, particularly at the senior level. While there are now more women in senior leadership roles globally than ever before, progress has been incremental, and there is still a long way to go — something made clear by Oliver Wyman’s new Women in Financial Services Report 2020. Increasingly, this lack of gender balance is to the industry’s commercial detriment.

Does Pay Transparency Close the Gender Wage Gap?

Sophie Bierly

The high-level results of this research show that when respondents agree that pay is transparent in their organization, the gender wage gap vanishes for women doing similar jobs to men when all
compensable factors are adjusted. Analysis of the gender wage gap by industry and occupation largely
follows the same trend. However, there are a few notable exceptions where pay does not quite equalize, mostly in industries with a larger gender wage gap to overcome or in occupations that are significantly
male dominated.