April 17, 2019 /3BL Media/ — Historically, financial institutions in the United States have not served people of color effectively or fairly. Even today, people of color have less access to credit, pay higher interest rates for loans, and are less likely to receive venture capital funding as compared to their White counterparts. Serving these markets effectively is not only a moral imperative, but also an economic opportunity to enhance a company’s bottom line.
April 16, 2019 /3BL Media/ Although many health care companies today claim that health equity is part of their overall mission, the efforts are still nascent and often focus on disparities caused by poverty, education, or disability. Many companies have efforts in diversity and inclusion, however, they are not sufficient to counter the effects of implicit biases in clinical practice or address the adverse social determinants of health that disproportionately affect populations of color.
April 11, 2019 /3BL Media/ — As businesses across the nation vie to increase revenue and market share, they are seeking not only to retain customers but also to continually expand into new markets. Much has been written about the demographic change engulfing the American market: by 2045, a majority of people in the U.S. will be of color; indeed, a majority of young people in the country are already of color.
by Laura Amaya, Clare Schroder, Sandra Medrano and Alexandra Geertz
Blog
In the pursuit of achieving gender equality, the focus has often been on women: how to remove barriers for the inclusion of women, how to empower women, how to ensure that women gain access to health, economic, educational, and other opportunities. Since inequities are often created by unequal power dynamics between men and women, efforts that shift these dynamics, encourage behavior change, and engage men and boys as allies, are central to making progress on Sustainable Development Goal 5: Achieving gender equality and empowering all women and girls.
March 4, 2019 /3BL Media/ — A new study published by global social impact consulting firm FSG provides actionable and evidence-based practices that companies can implement to retain, develop, and promote more women from frontline positions. By advancing women into management roles, companies are able to improve retention rates, reduce the cost of turnover, improve customer loyalty, and strengthen retailers’ performance.
January 17, 2019 /3BL Media/ - Effecting social change in a rapidly changing political environment and an increasingly interconnected world requires foundations to adopt a learning orientation. Without continuous learning, grantmakers—and thus boards and trustees—are unaware about what is working where, with whom, and why, as well as what changes or refinements are needed in order to achieve the grantmakers’ desired results.
As corporate philanthropy and CSR initiatives experiment with new and more strategic ways to maximize impact on the issues they care about, organizations are increasingly making internal changes.
Earlier this year, FSG published Being the Change – a report on how foundations are changing internally to create greater impact externally. The report featured stories shared by 114 leaders and staff from over 50 organizations that are taking on different approaches to creating social change.
As a leader of an NGO, you know that public, nonprofit, philanthropic, and private actors must work together to make progress on the most pressing global issues. In fact, you probably have a few companies you’d like to approach to talk about a partnership that will help your mission and the company.
As corporate philanthropy and CSR initiatives experiment with new and more strategic ways to maximize impact on the issues they care about, organizations are increasingly making internal changes.
Earlier this year, FSG published Being the Change – a report on how foundations are changing internally to create greater impact externally. The report featured stories shared by 114 leaders and staff from over 50 organizations that are taking on different approaches to creating social change.
Everyone’s talking about workforce, but do you have the tools and knowledge to access and support new sources of talent? Over the last year, FSG has been working to advance employer practice change through their Talent Rewire Innovation Lab program, which supports a wide range of employers to better recruit, retain, and support historically overlooked talent pools with an aim of improving the bottom line.
