women on boards
The value of diversity at the top was validated by a McKinsey study in 2012. "For companies ranking in the top quartile of
As UN Secretary-General Ban Ki-moon said, "Too often, leaders have used women to advance power. I believe we must use power to advance women." Until women have power, change will not happen.
Seriously, cut it out.
Not surprisingly, leadership is one of the four things that companies needs to do to advance women.
Boards and their advisors must look ahead to the greatest challenges and opportunities of the twenty-first century in building the best boards and focusing their agendas accordingly.
Entering the world of self-employment was equally weird, but vastly more exciting, and it suited the way that I wanted to live and work. Dipping in and out of the corporate world to deliver training programmes and executive coaching was fun.
Gaining the right to vote was one giant leap for womankind, but only one small step towards equality. Instead of a day of commemoration, I say we approach Women's Equality Day as a day of action to further our quest for true gender equality.
I've got a secret--a secret to a strong bottom line. The secret is one that 25 Best Companies for Multicultural Women know: That the key growing their business is diversity. That's why women of color make up 21 percent of the 2.5 million employees represented by this year's winning class.
One of the most challenging aspects for those seeking to drive diversity progress in the business world is the slow rate of change. As an organizational consultant working with clients to create more inclusive work cultures and to "move the numbers," I know how frustrating and discouraging this can feel at times
Many women miss the boat because they don't understand the steps to take early in their careers to best position themselves for board membership. Here are five practical steps you can start taking today to increase your future chances of getting on a public company board...
“Almost all of diversity offices are run by non-whites and women, but I think that further ghettoizes diversity itself and
Much talk is generated about the value that the behaviors of inclusion, engagement and collaboration bring to organizations but we only need to dig a bit deeper to see what the evidence is for how these behaviors are practiced by those who do the talking.