Diversity provides impetus to innovation. For innovation, for the future of the workplace and the future world, you need multi-disciplinary teams who think differently, said Jessie Qin, Partner, EMEIA Advisory Center and Business Transformation, EY. However, digital disruption<\/a> will create an even bigger gap in gender unless organisations take steps to deal with the challenges, Qin told ET’s Saumya Bhattacharya & Anjali Venugopalan in an interview during her recent visit to India. Edited excerpts: 多样性提供了创新的动力。创新,为未来的工作和未来的世界,你需要多学科团队的想法不同,杰西秦说,伙伴,EMEIA咨询中心和业务转型哦,是吧。然而,数字中断将创建一个更大的性别差距,除非组织采取措施应对挑战,秦告诉ET的环球Bhattacharya & Anjali Venugopalan在一次采访中她最近访问印度期间。编辑摘录:
What has been the impact of digital innovation on diversity?<\/strong>
Digital innovation is taking over the workplaces and now is the right time to build diversity. In digital innovation, you need the left brain and the right brain to work together. However, there are pain points and frustration that come from the hypothesis that digital disruption is likely to increase the gender gap.
For instance, there is World Economic Forum<\/a> data that shows if you look at the 15 top economies of the world, digital, robotics and AI will lead to job losses of about 5 million. Men will get one new job out of the three jobs they lose; women, on the other hand, will get only one job out of the five jobs they are losing. What’s even more alarming is that while the disruption stems from technology, women are far less digitally connected — the global Internet<\/a> user gender gap grew from 11% in 2013 to 12% in 2016, according to data from the International Telecommunication Union. The gap remains large in the world’s Least Developed Countries (LDCs) at 31%.
How can companies counter this? <\/strong>
Companies need to make much more effort to bridge this gap. This is not a topic for women, but for organisations and the society at large. This is the time to grow female diversity.
How is EY plugging gender gap? <\/strong>
EY has a focus on getting more women in the workforce. From a partnership perspective, we are at 23% females in leadership, and our target for 2020 is 30%-plus. Gender pay gap<\/a> is one of the frustrations and a trigger point for women to leave the workforce. We have a formal process to address that in India. Once the formal performance appraisals are done, there is an independent committee that looks at high-rated employees among men as a percentage and high-rated employees among women as a percentage, and kind of ensures that as a percentage those numbers are equitable. We do that when bonuses are declared, we do that when increments are announced. We have threshold levels for pay grades and we ensure that women are not paid less than those thresholds.
How can diversity provide impetus to innovation?<\/strong>
I don’t believe 10 engineers put together can create a wonderful piece of product. For innovation, for the future of the workplace and the future world, you need multi-disciplinary teams who think differently. These teams can come from different backgrounds, different languages, different genders. When our clients have a challenge for the future business model, the answer is a multi-disciplinary team where gender plays a key role.
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是数字创新多样性的影响?
数字创新是接手现在的工作场所和是正确的时间来构建多样性。在数字创新,你需要左脑和右脑一起工作。有痛点和沮丧,来自假设数字中断可能会增加性别差距。
公司如何应对呢?
公司需要做出更多的努力填补这一缺口。这不是一个主题为女性,但对组织和社会逍遥法外。这是时间增长女性多样性。
在考虑将性别差距如何?
莎莉有一个专注于让更多女性进入职场。从合作的角度来看,我们在23%的女性领导,2020年,我们的目标是30%以上。性别工资差距是一种挫折和女性离开劳动力的触发点。我们在印度有一个正式的流程来解决。一旦正式绩效评估完成,一个独立委员会,看着高利率的男性雇员的比例和较高的女性员工的比例,并且确保这些数字比例公平。当奖金声明,我们做增量时宣布。薪资等级阈值水平,我们确保女性的收入不低于阈值。
多样性可以提供动力如何创新?
我不相信10工程师可以创建一个宏伟的产品放在一起。创新,为未来的工作和未来的世界,你需要多学科团队的想法不同。这些团队可以来自不同的背景,不同的语言,不同的性别。当我们的客户有一个挑战未来的商业模式,答案是一个多学科小组,性别起着关键作用。
Diversity provides impetus to innovation. For innovation, for the future of the workplace and the future world, you need multi-disciplinary teams who think differently, said Jessie Qin, Partner, EMEIA Advisory Center and Business Transformation, EY. However, digital disruption<\/a> will create an even bigger gap in gender unless organisations take steps to deal with the challenges, Qin told ET’s Saumya Bhattacharya & Anjali Venugopalan in an interview during her recent visit to India. Edited excerpts:
What has been the impact of digital innovation on diversity?<\/strong>
Digital innovation is taking over the workplaces and now is the right time to build diversity. In digital innovation, you need the left brain and the right brain to work together. However, there are pain points and frustration that come from the hypothesis that digital disruption is likely to increase the gender gap.
For instance, there is World Economic Forum<\/a> data that shows if you look at the 15 top economies of the world, digital, robotics and AI will lead to job losses of about 5 million. Men will get one new job out of the three jobs they lose; women, on the other hand, will get only one job out of the five jobs they are losing. What’s even more alarming is that while the disruption stems from technology, women are far less digitally connected — the global Internet<\/a> user gender gap grew from 11% in 2013 to 12% in 2016, according to data from the International Telecommunication Union. The gap remains large in the world’s Least Developed Countries (LDCs) at 31%.
How can companies counter this? <\/strong>
Companies need to make much more effort to bridge this gap. This is not a topic for women, but for organisations and the society at large. This is the time to grow female diversity.
How is EY plugging gender gap? <\/strong>
EY has a focus on getting more women in the workforce. From a partnership perspective, we are at 23% females in leadership, and our target for 2020 is 30%-plus. Gender pay gap<\/a> is one of the frustrations and a trigger point for women to leave the workforce. We have a formal process to address that in India. Once the formal performance appraisals are done, there is an independent committee that looks at high-rated employees among men as a percentage and high-rated employees among women as a percentage, and kind of ensures that as a percentage those numbers are equitable. We do that when bonuses are declared, we do that when increments are announced. We have threshold levels for pay grades and we ensure that women are not paid less than those thresholds.
How can diversity provide impetus to innovation?<\/strong>
I don’t believe 10 engineers put together can create a wonderful piece of product. For innovation, for the future of the workplace and the future world, you need multi-disciplinary teams who think differently. These teams can come from different backgrounds, different languages, different genders. When our clients have a challenge for the future business model, the answer is a multi-disciplinary team where gender plays a key role.
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