Apr 8, 2016 | Corporate, Economic Security, Leadership, Occupational Segregation, Talent Management, Wage Gap, Work, Workplace Diversity
“The United States could add up to $4.3 trillion in annual GDP in 2025 if women attain full gender equality. In a new report, The power of parity: Advancing women’s equality in the United States, the McKinsey Global Institute (MGI) finds that every US state and city can add at least 5 percent to their GDP in that period by advancing the economic potential of women. Half of US states have the potential to add more than 10 percent, and the country’s 50 largest cities can increase GDP by 6 to 13 percent.
While the barriers hindering women from fully participating in the labor market make it unlikely that they will attain full gender equality within a decade, the report finds that in a best-in-class scenario—in which each US state matches the state with the fastest rate of improvement toward gender parity in work over the past decade—some $2.1 trillion of incremental GDP could be added in 2025. That is 10 percent higher than in a business-as-usual scenario.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.mckinsey.com/global-themes/employment-and-growth/The-power-of-parity-Advancing-womens-equality-in-the-United-States?cid=mckwomen-eml-alt-mgi-mck-oth-1604″ title=”The power of parity: Advancing women’s equality in the United States” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read more and download the full report[/x_button]
Apr 7, 2016 | Corporate, Economic Security, Leadership, Occupational Segregation, Talent Management, Wage Gap, Work, Workplace Diversity
“Women are not new to leadership; think of Cleopatra or Queen Elizabeth. Think of the women who led the civil rights and education reform movements. But women are still outnumbered by men in the most prestigious positions, from Capitol Hill to the board room. Barriers and Bias: The Status of Women in Leadership examines the causes of women’s underrepresentation in leadership roles in business, politics, and education and suggests what we can do to change the status quo.”
Download the 2 page PDF infographic.
[x_button shape=”square” size=”regular” float=”none” href=”http://www.aauw.org/research/barriers-and-bias/” title=”Barriers and Bias: The Status of Women in Leadership ” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Learn more[/x_button]
Mar 16, 2016 | Corporate, Leadership, Political, Work, Workplace Diversity
“Hey guys! You can do something very simple to help achieve gender equality in the business world. Just say no to all-male panels.
Start immediately.
On Tuesday afternoon, a United Nations-based organization devoted to responsible business practices took a stand on the issue. The executive director of the U.N. Global Compact, Lise Kingo, announced that the organization’s 80 employees will no longer participate in or host all-male panel discussions.
“Too often I’ve been the only woman on a panel. It is time that we challenge the status quo and stop making excuses — there is no shortage of qualified women,” Kingo said in a statement, part of her opening remarks at the Women’s Empowerment Principles annual event in New York.
The U.N. Global Compact plans on urging its 8,500 member companies, including Coca-Cola, Cisco, HP and Johnson & Johnson, to also take the pledge. Notably, some of the biggest tech companies, including Google and Facebook, have not signed on to the Global Compact — a commitment to higher standards on environmental, labor and human rights issues.”
[x_button shape=”square” size=”regular” float=”none” href=”https://hbr.org/2016/03/why-so-many-thirtysomething-women-are-leaving-your-company” title=”Stop Agreeing To Be On All-Male Panels — Just Stop” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
Mar 9, 2016 | Corporate, Occupational Segregation, Talent Management, Work, Workplace Diversity
“The business case for gender equity in the workplace is equally water-tight. In my Forbes e-book, The Diversity Advantage: Fixing Gender Inequality In The Workplace, I interviewed leaders from six countries over three continents; every one of them re-affirmed how advancing women was key to boosting their organization’s bottom lines.”
[x_button shape=”square” size=”regular” float=”none” href=”http://www.forbes.com/sites/ruchikatulshyan/2016/03/08/gender-equity-boosts-business-so-why-havent-we-reached-parity-yet/#4a44eb427bb0″ title=”Gender Equity Boosts Business. So Why Haven’t We Reached Parity Yet?” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Read the full article.[/x_button]
Feb 21, 2016 | Corporate, Economic Security, Education, Mentoring, Occupational Segregation, STEM, Talent Management, Work, Workplace Diversity
“Solving the Equation: The Variables for Women’s Success in Engineering and Computing asks why there are still so few women in the critical fields of engineering and computing — and explains what we can do to make these fields open to and desirable for all employees.”
Click here for the webinar.
[x_button shape=”square” size=”regular” float=”none” href=”http://www.aauw.org/research/solving-the-equation/” title=”Solving the Equation: The Variables for Women’s Success in Engineering and Computing” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Check out the full report.[/x_button]
Feb 8, 2016 | Corporate, Economic Security, Education, Leadership, Mentoring, Occupational Segregation, Political, Salary & Compensation, Talent Management, Wage Gap, Work, Workplace Diversity
“The Women’s Empowerment Principles are a set of Principles for business offering guidance on how to empower women in the workplace, marketplace and community. They are the result of a collaboration between the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) and the United Nations Global Compact and are adapted from the Calvert Women’s Principles®. The development of the Women’s Empowerment Principles included an international multi-stakeholder consultation process, which began in March 2009 and culminated in their launch on International Women’s Day in March 2010.
Subtitled Equality Means Business, the Principles emphasize the business case for corporate action to promote gender equality and women’s empowerment and are informed by real-life business practices and input gathered from across the globe. The Women’s Empowerment Principles seek to point the way to best practice by elaborating the gender dimension of corporate responsibility, the UN Global Compact, and business’ role in sustainable development. As well as being a useful guide for business, the Principles seek to inform other stakeholders, including governments, in their engagement with business.
[x_button shape=”square” size=”regular” float=”none” href=”http://weprinciples.org/Site/PrincipleOverview/” title=”Women’s Empowerment Principles” target=”blank” info=”none” info_place=”top” info_trigger=”hover”]Check out the full site.[/x_button]
