Business & Entrepreneurship

Women have made significant progress in the work force and private sector, but the glass ceiling is still firmly in place, particularly at senior levels of decision-making and management. Businesses are now recognizing the importance of diversity and including a wider range of talents and perspectives at all levels of management and they are offering networking, mentoring and other services to improve recruitment and retention of women and people of color. Although women represent a significant number of small business owners, women-run businesses capture only a small percentage of capital investments and government contracts. re:gender's network is working to close these gaps by focusing attention on equal opportunity, educational parity, career options, promotions, networking and work/life balance as well as other critical issues. Explore the resources listed below, including Related Categories links, or use the Keyword Search for more information.

Gender (In)equality in the Labor Market: An Overview of Global Trends and Developments

This report looks at the global gender pay gap, the effects of the current global economic downturn on women’s pay and employment, and the impact of violence against women in society. In 20 countries, the average gender pay gap is 22.4 per cent, and the gap generally widens with age. The global economic downturn is negatively affecting women, and violence against women has a direct and detrimental impact on the victim’s access to paid work.
 

URL: 
http://www.ituc-csi.org/IMG/pdf/GAP-09_EN.pdf

Take Our Daughters & Sons to Work Day

Date/Time: 
04/24/2010

Take Our Daughters & Sons to Work Day

UN Global and UNIFEM Consider International Application of The Calvert Women’s Principles

The Calvert Women’s Principles (CWP) were a focal point of a forum convened by the United Nations Global Compact and the United Nations Development Fund for Women (UNIFEM), entitled Advancing Women in the Global Marktplace.
 

URL: 
http://calvert.com/newsarticle.html?keepleftnav=news&article=14330

Planning for Tomorrow’s Boardroom: Making Room for More Women

A consistent pattern shown by these data is that larger companies are more likely than smaller companies to have one or more women on their boards of directors, a fact that has been documented by all ION members every year.
 

URL: 
http://boarddirectorsnetwork.org/docs/IonBrochure.pdf

Gender is a Hot Topic in Asia Too

Asia is probably the region of the world that is both furthest ahead and farthest behind on the gender issue. In Singapore, many women are in management, while in Japan, less than 10% of management positions are held by women. Yet in both locations, the issue of gender is emerging as a key business lever.
 

URL: 
http://www.20-first.com/816-0-hot-topic-in-asia-too.html

Half the Talent: Unrealistic Expectations Prevent Women in the Netherlands from Reaching the Top

Top Managers in the Netherlands believe that the only way to reach the top for a woman is to act like a man without showing it. Senior managers currently are reluctant to recruit new women top managers.
 

URL: 
http://www.20-first.com/806-0-unrealistic-expectations-prevent-women-in-the-nertherlands-from-reaching-the-top.html

To Make Investors Happy, Hire a Woman as CFO?

New research suggests that certain actions by companies create more shareholder value when a woman, not a man is at the finance helm.
 

URL: 
http://www.cfo.com/article.cfm/13056001/c_13090433?f=home_todayinfinance

A Business Case for Women

Companies that hire and retain more women not only are doing the right thing but can also gain a competitive edge. They can take several basic steps to achieve even greater parity.  These companies will be able to draw from a broader pool of talent in an era of talent shortages. What’s more, research shows a correlation between high numbers of female senior executives and stronger financial performance.
 

URL: 
http://www.cwf.ch/uploads/press/ABusinessCaseForWomen.pdf

Profit, Thy Name Is…Woman?

Any action that shows a consistent correlation to high profits would probably be of interest to companies struggling to swim against the tide of these perilous economic times. But one corporate policy seems to address both diversity and profitability issues in a single blow: Over the past several years, my colleagues and I at Pepperdine University have tracked the performance of Fortune 500 companies with a strong record of promoting women to the executive suite and compared their performance to that of other firms in the same industries. The correlation between high-level female executives and business success has been consistent and revealing.

URL: 
http://www.miller-mccune.com/business-economics/profit-thy-name-is-woman-3920/

2008 Catalyst Census of Women Board Directors of the Fortune 500

Overall Representation of Women Corporate Officers and Top Earners Continues to Stagnate

URL: 
http://www.catalyst.org/file/241/08_census_cote_jan.pdf
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