“DEI is being killed off in boardrooms - quietly, and fast.” With Deloitte and KPMG rolling back DEI programs, and many companies rethinking their commitments, the climate for inclusion has rarely been this uncertain. Yet global businesses can’t afford to pause. Recruiting across borders, integrating cultures post-M&A, and building high-performing teams all depend on it. That’s why we’re hosting "The Global People Playbook" Talent and People leaders from Mastercard, Walker Crips, and Elastic will share how they’re navigating: ⚡ Upholding DEI on a global stage ⚡ Balancing wellbeing with growth and performance ⚡ Adapting TA when every market plays by different rules ⚡ Keeping culture alive through change, scale, and scrutiny Speakers: Rebecca Oldham (Mastercard) • Kameka McLean, LLB, BA (Hons) (Walker Crips) • Emi Beredugo (Elastic) • Moderated by Tom Jewell (Zinc) 📅 Thursday 18th September 🕕 6:00 – 9:30pm 📍 The Loading Bay, Techspace - Shoreditch 🔗 Register here: https://lnkd.in/eJH4sBjK

"Gen z isn't just the future of workforce. They're already here, and they're reshaping what they expect from employers." That's what I told Jack McCullough about the changing talent landscape in finance. The conventional wisdom? Young professionals just want flexible work and good perks. The reality? They're driving fundamental transformation in how finance operates. Gen Z professionals are: - Pushing for purpose-driven work that connects to ESG and broader impact - Demanding modern tools and seamless technology experiences - Expecting personalized career growth and frequent feedback - Requiring cultures of belonging, not just diversity initiatives The firms that embrace these changes are seeing innovation acceleration and long-term loyalty. 🎧 If you're struggling to attract next-generation talent, this CFO Weekly episode is essential listening. #cfoweekly #genz #talentmanagement #cfo #accounting

🚨 The £550k Leadership Leak: Which Companies Can't Afford It? Data shows executive misalignment hits these sectors hardest: TOP 4 IMPACTED INDUSTRIES 1️⃣ VC/PE-Backed Scale-Ups (30-150ppl) • £250k+ salaries burning runway • Monthly drift = valuation risk at next round • Investors demand "executive maturity" proof 2️⃣ Partner-Led Firms (Law/Accounting/Consulting) • £550k/year lost in unbilled partner hours • Talent churn = client attrition • Cross-selling paralysis 3️⃣ PE Portfolio Companies • 12-18 month synergy clocks ticking • Misalignment spikes integration costs 30%+ 4️⃣ Remote-First Knowledge Firms • "Silent misalignment" in digital work • Meeting bloat wasting 15+ hrs/week ✅ The Fix: Team Accelerator Programme ✔ 90-day measurable KPIs ✔ 30% faster decisions (proven) ✔ Sector-specific results 👉 Learn more & apply: https://heyor.ca/0DACXX "Cut our integration timeline by 4 months—PE board called it 'the missing lever.'" — Portfolio Company CEO Know a team that needs this? Tag them below ⬇️ #ScaleUpLeaders #ProfessionalServices #PEValueCreation

Nestlé did everything right in their recent CEO crisis response, so why did their stock still drop 3.6%? Here's why 👇 They moved fast. Investigation completed, decision made, replacement named. All handled quickly after discovering an undisclosed workplace relationship that violated company policy. But... speed isn't the same as trust rebuilding. When leadership violations make headlines, three key audiences are watching: → Employees (wondering about company culture) → Investors (questioning governance oversight) → Customers (evaluating brand values alignment) Each group needs different messages. Each has different trust thresholds. Sonja Wind's latest Bloomberg article notes this extends "management turmoil" at a company "known for its conservative corporate culture." That phrase, "extends turmoil," is doing a lot of work. It suggests this isn't just about one leader's choices, but about organizational patterns. We should all know by now that code of conduct violations aren't just HR issues. They're brand equity issues that ripple through stock prices and stakeholder confidence. So for leaders and PR teams, the question isn't just "Did we handle this properly?" It's "How do we rebuild trust with the audiences that matter most?"

2. Equity Is the Floor, Not the Ceiling: Why Fairness Can Still Fail People https://lnkd.in/gwA3NDwa. When companies discuss fairness, what they actually mean is sameness. What I often observe is that organizations want to show they are changing and adapting (performative approach = homepages with people from around the world), but they are not genuinely committed to allocating the necessary resources, building expertise, and making systemic changes. This is because doing so would lead to a shift in the organization’s culture, require them to listen to others’ opinions and suggestions, and they fear losing their fit within the system. Consequently, they more or less consciously tend to hire people similar to those already successful within the organization, using this as a proxy for the likelihood that the new hires will nurture and uphold the current system. Belonging requires ongoing culture-building, adapting, and dialogue—meaning conversations among people with different opinions and perspectives who are open to considering that the other’s perspective might add value and enhance their own understanding. Without a shift in mindset, systems, and culture, equity can become merely cosmetic. And that undermines your entire strategy — especially to employees paying attention. Read my full article https://lnkd.in/gwA3NDwa, leave a comment, or contact me directly if you want my help to move forward with the work within your organization. Book a free 30-minute meeting https://lnkd.in/g8vqjFF6 and we can discuss your needs.

M&A market norms are rapidly shifting – but leaders can use this as an opportunity for clever, value-creating, recalibration.    A recent Deloitte analysis by Adam Reilly and Barry Winer (https://deloi.tt/45t7fYf) shows that, despite apparent headwinds and uncertainty in the immediate future, there are real opportunities. These include alternative deal financing opportunities, novel approaches to M&A targeting and strategy, and new ways dealmakers are moving to benefit from changing global realities.  All these pivots give M&A leaders more flexibility and opportunity to realize value; and not only despite, but due to, volatile market conditions.

We are proud to announce the launch of Bernstein’s Global Culture Committee, and the introduction of our culture pillars.   We strongly believe that our business performs better when our teams collaborate. Building on our core values – Client Focus, Intellectual Curiosity, Collaboration, Integrity, Entrepreneurial Spirit, and Analytical Rigor – we are excited to introduce three key pillars that will shape our culture going forward. #BeWell #BeCause #BeLong

73% of wealth teams look, think, and move the same way. The cost? $1.5T in missed value. Here's the truth about trust in wealth management: ↳ Innovation doesn't come from sameness. ↳ It emerges when different minds and abilities collide. It was not until life threw a massive curve ball at me that I realized what diversity and inclusion was really about. ↳ and what an uphill battle some diverse individuals have to get a meaningful seat at the table. Here's what the research proves: ✔️Teams with cognitive diversity solve complex problems 30% faster (Harvard Business Review) ✔️Companies with disability inclusion are 2x more likely to innovate (Accenture) ✔️Diverse-ability teams report 72% better client engagement scores ✔️89% of clients say different perspectives improve their financial outcomes But here's the reality check: Most firms say they value different perspectives. ↳ Few actually do. ↳ slogan vs action Why? Because sameness feels safe. It's comfortable. But in wealth management, comfort is the enemy of excellence. Real breakthroughs happen when: Different abilities bring unique problem-solving approaches Diverse experiences challenge "we've always done it this way" Teams design solutions that work for everyone, not just the majority 💡The a-ha moment? Like I said, I didn’t quite understand the true power of diversity. True innovation isn't about having all the answers – it's about having different ways of finding them. ↳ When we embrace diverse minds and abilities, we don't just build trust. We build solutions that work for everyone. #WealthManagement #Leadership #Trust #DiversityAndInclusion Thank you for reading. I post daily about things that matter to financial advisors and wealth management professionals. Subscribe to my newsletter for a weekly deep dive into topics that matter to financial advisors - like sales development skills, used for the latest technology, growth mindset, M&A, etc. https://lnkd.in/eUy8wJiK 👇 Follow Matthew Curran for more topics like this | ♻️ Share with others

Companies with recognition rich cultures see 31% lower turnover- Deloitte We tested this, and the numbers told the truth. Through cross-departmental campaigns at Eastnets, we spotlighted teams for resilience, creativity, and innovation. It wasn’t about plaques or ceremonies it was about visibility and value. A simple “thank you” today can prevent a resignation tomorrow. How does your workplace make recognition more than just a formality? #Recognition #Engagement #LeadershipDevelopment #CompanyCulture #Fintech