After marginal progress made in board rooms and at the ballot box, is it wise strategy for women to go on acting "like a man" in order to get ahead? The American Prospect, by way of AlterNet says 'no'.
Click to read the article.
Thursday, April 08, 2010
Sunday, March 28, 2010
Applications Invited for McCormick New Media Women Entrepreneurs Program
The McCormick New Media Women Entrepreneurs Program provides funding to women with original ideas for new Web sites, mobile news services, or other entrepreneurial initiatives that offer interactive opportunities to engage, inspire, and improve news and information in a geographic community or a community of interest. These can be solo ideas or team projects spearheaded by women.
Grants provide one-time funding of $12,000 each.
Visit the program's Web site for complete application information.
Contact:
Link to Complete RFP
Primary Subject: Journalism/Media
Geographic Funding Area: National
Tuesday, March 09, 2010
Navajo hospital teaches us all about humanistic and healthy birthing
This article, from the NY Times earlier this week, is inspirational and should signal a turnaround in the assembly-line and callous way women are treated at this crucial juncture in their, their children's, and all of our society's lives. Would it be too much to hope that the Tuba City model be studied and replicated throughout the country?
Read here.
Read here.
Thursday, February 25, 2010
Women Experience Inequities at Every Career Stage, Even After Decades of Well-Intentioned Efforts
Catalyst’s latest global report on MBA graduates shows that women lag behind men right from the first job
NEW YORK (February 18, 2010) – Women lag behind men in both job level and salary starting from their first position post-business school and do not catch up, according to Catalyst’s Pipeline’s Broken Promise, the latest report examining high potential graduates from top business schools around the world. The study, released today, reveals that the assertion that women advance in compensation and level at the same pace as men is overstated and, in many cases, completely wrong.
The report, part of a broad, ongoing study of thousands of women and men MBA alumni in the United States, Canada, Europe, and Asia, provides a global analysis of the pace of progress for these high potential employees. Even after taking into account experience, industry, and region, the report found women start at lower levels than men, make on average $4,600 less in their initial jobs, and continue to be outpaced by men in rank and salary growth. Only when women begin their post-MBA career at mid-management or above do they achieve parity in position with men. However, this accounts for only 10 percent of the women and 19 percent of the men surveyed.
“ ‘Give it time,’ has run its course,” said Ilene H. Lang, President & Chief Executive Officer, Catalyst. “In a world where women comprise 40 percent of the global workforce and are earning advanced and professional degrees in record numbers—even surpassing men in many cases—gender inequity is a waste. Companies without parity for women at all levels are unsustainable. Smart leaders will act now or risk falling behind.”
Men, the report showed, were twice as likely as women to hold CEO or senior executive positions and less likely to be at lower levels, where women were overrepresented. Parenthood and level of aspiration did not explain the results. The findings held when considering women and men without children as well as those who aspired to senior leadership positions. Men, in general, were also found to be more satisfied with their careers overall than women. Thus, despite well-intentioned programs, companies around the globe have neglected to develop talented women and failed to build meritocracies.
CEOs and executives from major companies offered insights and suggestions on the study’s findings throughout the report. Some of these include:
· Don’t assume that the playing field has been leveled.
· Redesign systems to correct early inequities.
· Collect and review salary growth metrics.
· Build in checks and balances against unconscious bias.
· Make assignments based on qualifications, not presumptions.
Sponsors of Pipeline’s Broken Promise include American Express Company at the President’s Circle level; Barclays Capital at the Executive Circle level; and at the Mentor Circle level Chevron Corporation, Credit Suisse Group, General Motors Company, The Procter & Gamble Company, and Scotiabank. For more information on this and other Catalyst research, please visit our website at www.catalyst.org. For media inquiries, please contact Susan Nierenberg, snierenberg@catalyst.org, 646-388-7744; Serena Fong, sfong@catalyst.org, 646-388-7757; or Jeff Barth, jbarth@catalyst.org, 646-388-7725.
ABOUT THIS STUDY
This research is part of The Promise of Future Leadership: A Research Program on Highly Talented Employees in the Pipeline, a longitudinal study on high potential talent. Between Fall 2007 and Spring 2008, Catalyst conducted an online survey of alumni who graduated between 1996 and 2007 from MBA programs at 26 leading business schools in Asia, Canada, Europe, and the United States. Report findings draw from the 4,143 respondents who completed full-time MBA programs and worked full-time in companies or firms at the time of the survey.
ABOUT CATALYST
Founded in 1962, Catalyst is the leading nonprofit membership organization working globally with businesses and the professions to build inclusive workplaces and expand opportunities for women and business. With offices in the United States, Canada, and Europe, and more than 400 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women’s advancement with the Catalyst Award.
NEW YORK (February 18, 2010) – Women lag behind men in both job level and salary starting from their first position post-business school and do not catch up, according to Catalyst’s Pipeline’s Broken Promise, the latest report examining high potential graduates from top business schools around the world. The study, released today, reveals that the assertion that women advance in compensation and level at the same pace as men is overstated and, in many cases, completely wrong.
The report, part of a broad, ongoing study of thousands of women and men MBA alumni in the United States, Canada, Europe, and Asia, provides a global analysis of the pace of progress for these high potential employees. Even after taking into account experience, industry, and region, the report found women start at lower levels than men, make on average $4,600 less in their initial jobs, and continue to be outpaced by men in rank and salary growth. Only when women begin their post-MBA career at mid-management or above do they achieve parity in position with men. However, this accounts for only 10 percent of the women and 19 percent of the men surveyed.
“ ‘Give it time,’ has run its course,” said Ilene H. Lang, President & Chief Executive Officer, Catalyst. “In a world where women comprise 40 percent of the global workforce and are earning advanced and professional degrees in record numbers—even surpassing men in many cases—gender inequity is a waste. Companies without parity for women at all levels are unsustainable. Smart leaders will act now or risk falling behind.”
Men, the report showed, were twice as likely as women to hold CEO or senior executive positions and less likely to be at lower levels, where women were overrepresented. Parenthood and level of aspiration did not explain the results. The findings held when considering women and men without children as well as those who aspired to senior leadership positions. Men, in general, were also found to be more satisfied with their careers overall than women. Thus, despite well-intentioned programs, companies around the globe have neglected to develop talented women and failed to build meritocracies.
CEOs and executives from major companies offered insights and suggestions on the study’s findings throughout the report. Some of these include:
· Don’t assume that the playing field has been leveled.
· Redesign systems to correct early inequities.
· Collect and review salary growth metrics.
· Build in checks and balances against unconscious bias.
· Make assignments based on qualifications, not presumptions.
Sponsors of Pipeline’s Broken Promise include American Express Company at the President’s Circle level; Barclays Capital at the Executive Circle level; and at the Mentor Circle level Chevron Corporation, Credit Suisse Group, General Motors Company, The Procter & Gamble Company, and Scotiabank. For more information on this and other Catalyst research, please visit our website at www.catalyst.org. For media inquiries, please contact Susan Nierenberg, snierenberg@catalyst.org, 646-388-7744; Serena Fong, sfong@catalyst.org, 646-388-7757; or Jeff Barth, jbarth@catalyst.org, 646-388-7725.
ABOUT THIS STUDY
This research is part of The Promise of Future Leadership: A Research Program on Highly Talented Employees in the Pipeline, a longitudinal study on high potential talent. Between Fall 2007 and Spring 2008, Catalyst conducted an online survey of alumni who graduated between 1996 and 2007 from MBA programs at 26 leading business schools in Asia, Canada, Europe, and the United States. Report findings draw from the 4,143 respondents who completed full-time MBA programs and worked full-time in companies or firms at the time of the survey.
ABOUT CATALYST
Founded in 1962, Catalyst is the leading nonprofit membership organization working globally with businesses and the professions to build inclusive workplaces and expand opportunities for women and business. With offices in the United States, Canada, and Europe, and more than 400 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women’s advancement with the Catalyst Award.
Thursday, February 18, 2010
The Gender Gap: 10 Surprising Stats on Women in the Workplace
While there is no doubt that women have come a long way from the discrimination and struggles they faced in the previous century when it came to getting an education and finding a job, the sad reality is that when you look at the hard facts, there is still a fair amount of inequality when it comes to women's role in the working world.
Read the entire article from Job Profiles
Read the entire article from Job Profiles
Friday, February 05, 2010
Where Are All the Male Performers At?
From our partners at New America Media:
Ladies won big at the Grammys with famous artists like Beyonce, Fergie, Lady Gaga, and Pink in the building. The ladies cleaned up the house, especially Beyonce, who won six grammys and made history. Some people said women were the stars of the show. I think this was the Year of Women because female artists put in some serious work. In the entertainment business, you have to work daily to stay on top because new talent is always trying to come out. If you don't stay on top, you'll be forgotten real fast. This year, women just had more shine. I'm not saying they don't work hard. It's just that when you're making music, doing shows, making movies, and modeling, you have a better chance at being recognized and becoming big.
A lot of male artists don’t dance when they perform; they just rap. Singers who dance get more approval from their fans.
There aren't many popular male singers because there is serious competition to make some hot music. R&B music is a cool sound of music but I would not pay to see a male singer perform R&B because to me, R&B music was made for you to listen to with your lover. It's not really party music. Some of the stars like T Pain and Chris Brown collaborate with famous rappers on songs to boast their buzz.
The female artists, on the other hand, put on a show. I would see Beyonce perform any day. When I watch music videos by male rappers, I'm just looking at the females in their videos.
There are male rappers who bring the same level of energy as Beyonce brings, but not many dudes want to look at dudes performing on stage.
-- Young D
YO! Youth Outlook Multimedia, Commentary, Young D & Sean Shavers, Posted: Feb 03, 2010 
Ladies won big at the Grammys with famous artists like Beyonce, Fergie, Lady Gaga, and Pink in the building. The ladies cleaned up the house, especially Beyonce, who won six grammys and made history. Some people said women were the stars of the show. I think this was the Year of Women because female artists put in some serious work. In the entertainment business, you have to work daily to stay on top because new talent is always trying to come out. If you don't stay on top, you'll be forgotten real fast. This year, women just had more shine. I'm not saying they don't work hard. It's just that when you're making music, doing shows, making movies, and modeling, you have a better chance at being recognized and becoming big.
A lot of male artists don’t dance when they perform; they just rap. Singers who dance get more approval from their fans.
There aren't many popular male singers because there is serious competition to make some hot music. R&B music is a cool sound of music but I would not pay to see a male singer perform R&B because to me, R&B music was made for you to listen to with your lover. It's not really party music. Some of the stars like T Pain and Chris Brown collaborate with famous rappers on songs to boast their buzz.
The female artists, on the other hand, put on a show. I would see Beyonce perform any day. When I watch music videos by male rappers, I'm just looking at the females in their videos.
There are male rappers who bring the same level of energy as Beyonce brings, but not many dudes want to look at dudes performing on stage.
-- Young D
Wednesday, January 27, 2010
Michelle is immensely popular: more so than Barack and her 2 predecessors
Another key study by the Pew Center, Michelle Obama's Strong Personal Image, this one shows how the first lady's popularity extends to just about all demographics, outpacing even her husband. Of course, she doesn't have to make any key policy decisions, but maybe she should have more input, eh?
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