Women on Business

JULY 18, 2012

Over the course of just four months, we found evidence that the program, conducted by a group known as White Men as Full Diversity Partners, did , in fact, have a transformative effect, shifting both the mindsets and behaviors of participants.” Addressing difficult issues related to diversity and differences.

Training 177

Training Diversity Participative Report 177

Women on Business

FEBRUARY 20, 2012

The same holds true for a job search or managing your career. Ginny Clarke is a career management expert. Her unique career mapping process is a result of years of experience as a partner at the global executive search firm Spencer Stuart, where she co-founded and led the diversity practice. About the Author.

Career 230

Career Short-term Diversity Executive Coaching 230

Women on Business

SEPTEMBER 12, 2011

Why… why… her mind stuttered, I believe woman could manage everything in the world without a man’s help-even having babies. I found myself thinking about how diverse this perspective was in the 1930′s and how accurately predictive. . She had been brought up to believe that a woman alone could accomplish nothing.

Diversity 167

Diversity Advertising Execution Productivity 167

Women on Business

JANUARY 30, 2012

Add in the number of female CEOs at small and mid-sized companies, female upper level managers, and female entrepreneurs, and you can see that we’re actually talking about a large number. So the bottom line is that diversity has always been an unbelievably powerful force in any company—not just racial diversity, but male-female diversity too.

Power 248

Power Cooper Diversity CEO 248

Women on Business

FEBRUARY 4, 2013

A diverse board that includes women typically improves performance in many areas, yet there is still a huge gender gap in the boardroom. These suggestions come from Henna Inam, CEO Coach, who works with female leaders to help them be successful and manage companies to top performance. The data is quite clear.

CFO 210

CFO Diversity Banking Follow-up 210

Women on Business

SEPTEMBER 23, 2011

She has managed to tap into these organizational circles from time to time, but also notes that she has to assimilate in order to stay connected. Our ability to develop and bring new solutions to new markets is dependent on our success in creating an inclusive culture that supports a very broad level of diversity.

Development 170

Development Diversity Career Long-term 170

Women on Business

AUGUST 19, 2011

We speak about managing teams and dealing with problem performers, but we very rarely speak about what happens when those situations go horribly wrong. Aggressive employees are aggressive simply because they can be and from a management perspective we understand that the reasons behind aggression can be as different as the staff.

Entrepreneur 169

Entrepreneur Diversity Bottom-up Environment 169

Women on Business

OCTOBER 2, 2012

NEWS AND INSIGHTS UPDATE: A study by the National Association of Investment Companies (NAIC) found that the funds managed by its member firms (79% of which are owned by minorities and 69% of which have women or minorities in at least half of the investment roles) had a median net internal rate of return of 15% from 1998-2011.

Rate of Return 165

Rate of Return Asset Management Banking Report 165

Women on Business

SEPTEMBER 25, 2012

Branson asks, “If 50 percent of the staff at a company is female, and women drive 70 percent of the buying decisions for its products, what possible rationale can senior management have for leaving women out of the corporate decision-making process?”

Diversity 196

Diversity Policies Advice Report 196

Women on Business

NOVEMBER 11, 2011

A recent study by Europe’s Institute of Leadership and Management has suggested that it may not simply be gender inequality that is causing this dynamic, but a lack of confidence displayed by women in the workplace.

McKinsey 199

McKinsey Career Definition Project 199

Women on Business

FEBRUARY 27, 2013

The flip side of this phenomenon is what is coined the glass escalator, or glass elevator, which refers to the precipitous promotion of men over women into management positions in female-dominated fields such as nursing, education, social work, and even ballet. The Glass Escalator Defined.

Education 247

Education Mentor Diversity Reference 247

Women on Business

SEPTEMBER 19, 2012

With the combined capital and experienced management skills that come from private equity investments, companies are able to take decisions based on strategy to achieve the success they are working toward. They are rewarded with the company’s success, as other shareholders are, and will work hard to make sure the business sees success.

Long-term 195

Long-term Banking Business Objectives Finance 195

Women on Business

MARCH 21, 2011

Though most women agree that greater diversity in leadership is important – even critical – for organizations and that it has been shown to reap financial and many other rewards, there are a variety of opinions about how to get there.

Diversity 157

Diversity Politics Positioning Company 157

Women on Business

DECEMBER 15, 2010

I sure that most of us are aware of the current studies that prove that having a diverse board (at least 30% women representation) contributes directly to a company’s performance. In fact, companies with more female representation, outperform companies don’t have women.

Press Release 214

Press Release Discount PR Magazine 214

Women on Business

JANUARY 12, 2011

This is very true as it relates to organizations that are working to increase gender diversity at the leadership levels. Bennett Organizations working on raising awareness of inclusiveness and why it is essential for businesses to survive are well served by advocacy programming.

Press Release 173

Press Release Discount PR Magazine 173