As we began the 4.5% promise two years ago, we saw an opportunity to put action to our belief that we are all responsible for making the world a better place. The “we” means each of us as organizations, individuals, and collectively as citizens of the world.
Welcome guest blogger, Charlie Kuhn, Cultures of Dignity's co-founder and CEO. We asked Charlie to share with us how we can reframe and better understand what it means to strive for cultures of dignity.
There is no doubt that team dynamics drive strategic performance. Properly aligning various competencies to match a current strategic challenge can mean the difference between success and failure. However, what truly makes an effective team extends far beyond skillset. When it comes to team composition, Artemis Connection believes: diversity matters.
At the turn of the century, organizational science expert Margaret Wheatley observed the basic human impulse behind organizing: “to accomplish something important that we could not accomplish alone.” When it comes to executing strategy, teams exist for just that reason. However, aligning teams around a shared vision represents one of the most difficult organizational challenges in modern times. Why? Teams drive effective strategy.
The mid-market represents a powerful economic segment in our economy. Larger than your local mom-and-pop shop but smaller than a publicly-owned corporation, companies in the mid-market range from manufacturers of critical parts to service providers in B2B markets. Strategy in a segment as broadly defined as the mid-market therefore poses different challenges for senior management.
As an extension of our ongoing efforts towards gender and racial equity in the workforce, we are excited to announce a brand new program and certification tailored specifically for the entertainment industry. ASCEND is a multi-tier program that promotes the active sponsorship of women into leadership roles at studios, networks, agencies, creative organizations, and entertainment technology companies. Our mission is to play an active role in rebuilding the new standard for equality, inclusion and workplace conduct in the entertainment industry.
In 2016, Artemis Connection launched Project Ascendance, a study on the racial and gender divide in STEM fields. An initiative of our 4.5% Giving Back Promise, Project Ascendance seeks to build a body of research and create actionable plans for women and minorities to advance their careers in STEM. This blog series shares preliminary findings from our research, based on individual interviews, literature review, and analyses.
A year ago, we launched the 4.5% Promise, Artemis Connection’s commitment to giving back via our time and our resources. Our intentional philanthropic approach devotes 4.5% of Artemis staff time to changing lives, communities, and organizations, leverage learnings from our learning lab, people, and resources to make it all happen. We launched this initiative because we believe it is the responsibility of every one of us to make the world a better place, and that that responsibility extends to companies and corporations of all sizes, ours included.
Women and minority STEM majors, think back (maybe way back, ahem) to your undergraduate years. Do you remember the process by which you selected a major? Did you have a process? Who influenced your choice of degree? Do you remember facing any challenges as a STEM major because of your gender or minority status?
In our previous article, we shared our findings on the impact that early childhood socialization and K-6 education have on gender and minority gaps in STEM careers. This week we're considering the role secondary education and role models play on a child's decision to eventually pursue a STEM career.