Deepa Purushothaman
Los Angeles, California, United States
31K followers
500+ connections
About
Deepa is a former senior executive and trusted advisor on corporate culture and talent…
Courses by Deepa
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Advancing Women of Color: Go from the First and Few to the Many45m
Advancing Women of Color: Go from the First and Few to the Many
By: Deepa Purushothaman
Articles by Deepa
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When HR Isn't Enough...
When HR Isn't Enough...
How (And What Kinds of) Networks Offer A Powerful Antidote In Toxic Workplaces More and more women and especially women…
30 Comments -
The Great Breakup
The Great Breakup
There have been so many terms floating around about the workplace in the past couple of years. We’ve seen The Great…
3 Comments -
The New Rules of Power
The New Rules of Power
In the hundreds of interviews I’ve conducted with WOC, most women I’ve met no longer want to play the 'old game' of…
4 Comments
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Education
Honors & Awards
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Women Leaders in Consulting Future Leader Award
Consulting Magazine
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Woodrow Wilson Fellowship for Public Service
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Rana DeBoer
Dive into the groundbreaking insights of Lotte Bailyn in "Women, Men, and Time: How Lotte Bailyn Reframed Workplace Practices" from MIT Sloan. 💼 Gain invaluable perspectives on reshaping workplace norms to foster equality and enhance productivity. Read now and join the movement towards a more inclusive and equitable workplace. 💪 #WorkplaceEquality #Inclusion #ReadNow
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Joe Ngai
I had a delightful conversation on “Women in the C-suite in China” with my colleague Kweilin Ellingrud. Kweilin is a senior partner, director of the McKinsey Global Institute, and leader of McKinsey & Company’s research into topics pertaining to women in the workplace and gender equality. In our conversation, she shared some of the insights from recent research our firm conducted in collaboration with the World Economic Forum, and she explained what companies need to do to help more women attain C-suite roles in China: Here are a few highlights. I encourage you to watch the video clip: 🔷 Educational Achievements: Women in China are excelling academically, securing 56-57% of college degrees, a statistic that aligns with trends in developed countries like the US and UK. 🔷 Workplace Entry and Mid-Level Representation: Chinese women start strong in their careers with good representation at entry levels. However, there is a significant drop in representation as they progress towards senior roles. About one-third of vice president roles are held by women, which further dwindles to about 20% in C-suite positions. 🔷 Comparative Analysis: When compared to other countries, China shows relative gender parity in the early stages of professional pipelines but falls behind at senior levels. This is partly due to societal and structural factors, such as different retirement ages for men and women, which may prematurely end women's careers. 🔷 Bright Spots and Challenges: Despite these challenges, China is home to a high rate of female entrepreneurship and the world’s largest share of self-made female billionaires. These achievements showcase the potential and capabilities of women in China's business landscape. 🔷 Successful companies globally have been those that approach gender equality with targeted, resource-backed strategies that are as rigorously implemented as other core business initiatives. Read the report on our website: https://lnkd.in/gwSgW6mF #womenleadership #leadership #china
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Amy Edmondson
Wow! #RightKindofWrong has been named one of the Top 10 Best New Management Books for 2024 by Thinkers50. Honored is an understatement. Thank you to everyone who has championed my book on #FailingWell — embracing human fallibility is not necessarily an easy movement to get behind, but I wholeheartedly believe that transforming our relationship to #failure is the key to pursuing smart risks, preventing avoidable harm, and achieving both personal and professional #growth. Big kudos to all my colleagues whose ideas are changing the way we approach business for the better...if you're in need of a summer reading list, look no further: 📖 ‘Autonomous Transformation: Creating a More Human Future in the Era of AI’ by Brian Evergreen 📖 ‘Hidden Potential: The Science of Achieving Greater Things’ by Adam Grant 📖 ‘Move Fast and Fix Things: The Trusted Leader’s Guide to Solving Hard Problems’ by Frances Frei and Anne Morriss 📖 ‘Tech for Good: Imagine Solving the World’s Greatest Challenges’ by Margaretha Hoek 📖 ‘The Anxious Achiever: Turn Your Biggest Fears into Your Leadership Superpower’ by Morra Aarons-Mele 📖 ‘The Bonfire Moment: Bring Your Team Together to Solve the Hardest Problems Startups Face’ by Martin Gonzalez and Joshua Yellin 📖 ‘The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work’ by Ludmila Praslova, Ph.D., SHRM-SCP, Âû 📖 ‘The Case for Good Jobs: How Great Companies Bring Dignity, Pay, and Meaning to Everyone's Work’ by Zeynep Ton 📖 ‘Work-Life Bloom: How to Nurture a Team that Flourishes’ by Dan Pontefract https://lnkd.in/etTUHiss #Thinkers50
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Stephen Shapiro
It is nice to be featured today by LassWho. My new book, PIVOTAL: Creating Stability in an Uncertain World, will be officially launched in less than two weeks. Given the chaos and unpredictability of today's work environment, this might be the perfect topic for your next event!
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Dean Barber
White-collar companies that once championed programs to recruit diverse employees are now tiptoeing away from them. PricewaterhouseCoopers and JPMorgan Chase are among those that recently removed or altered descriptions of their programs for underrepresented students. The shift came after an “anti-woke” movement took aim at U.S. companies and a Supreme Court decision overturned affirmative action in college admissions. Employers’ embrace of diversity, equity and inclusion initiatives peaked in 2021, sparked by the death of George Floyd and the height of the Black Lives Matter movement a year earlier. In the years since, access to diversity programs has been slowly declining, a Glassdoor study in April found. Companies have made the changes quietly, often by playing down terminology such as “DEI” and opening up programs once reserved for diverse applicants to everyone. Many stopped referencing their DEI programs in annual reports altogether, The Wall Street Journal has reported. Minority students are concerned about what the cutback means for their future in an already tight job market. Consulting firm McKinsey & Co. in May removed “self-identify as a member of a historically underrepresented group” from a list of attributes ideal candidates should possess for its sophomore summer business-analyst program. McKinsey said the program is designed to expose historically underrepresented groups to management consulting and is one of many diversity recruiting programs it maintains. Law firm Kirkland & Ellis now clarifies that its diversity and inclusion fellowship is open to all second-year law students, regardless of their backgrounds. JPMorgan Chase has done the same for its Black and Hispanic & Latino fellowship programs, adding that all sophomore students regardless of their background are welcome to apply. Some companies are no longer tracking demographic data related to diversity because they fear that it poses a litigation risk if they make hiring decisions based on identity or race, said Jailany Thiaw, founder and chief executive of upskill, a job-recruitment platform. Thiaw, whose site specializes in helping companies hire underrepresented students and recent graduates, worries firms won’t be able to recruit or retain a diverse workforce if they don’t track such information.
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André Solomon
Social entrepreneur Paolo Gaudiano (a white cis-gendered heterosexual man) explains why many companies are taking the wrong approach to diversity, equity and inclusion (DEI) initiatives — by overly focusing on diversity. To avoid backlash (i.e. accusation of reverse discrimination) and costly turnover, he shows the key change leaders can make to create thriving, equitable workplaces while also increasing profits (i.e. Hiring Communities Historically Marginalized Beyond Entry-Level). "When we think about DEI, we need to realize that it's not that diversity impacts performance, it's that creating a more inclusive organization is going to lead to organizations that are more diverse, more equitable, and make more money." Interested in your thoughts about this video! #Business #Race #Leadership #Diversity #Inclusion #Equity
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