Corporations

The largest companies in the U.S. – those with gross annual revenues of at least $20 billion – report a larger representation of women and other underrepresented groups on their boards of directors. Seventy percent have at least two women and 53 percent have two or more directors from underrepresented groups. Women managers, however, are increasingly opting out of high-end careers when companies fail to meet their professional needs and goals. Fewer than 15 percent of Fortune 500 officers and directors are women, and graduate business schools (unlike law and medical schools) have far fewer women than men applicants. NCRW is supporting efforts to make the corporate environment more welcoming and the career ladder more accessible to women and people of color.

The Progress and Pitfalls of Diversity on Wall Street

More minorities and women are working on Wall Street, but white men remain very dominant when it comes to the financial rewards available there, according to a new report issued by CUNY's Center for Urban Research (CUR), which is located at the Graduate Center of the City University of New York (CUNY).

URL: 
http://www.urbanresearch.org/news/new-report-progress-and-pitfalls-of-diversity-on-wall-street

Women in the Boardroom: A Global Perspective

Women in the Boardroom: A Global Perspective, examines the legislative efforts being pursued across 17(i) countries to encourage more women to serve on listed company boards.

The updated edition of the report, by the Deloitte Global Center for Corporate Governance, comes after numerous governmental developments have evolved in several countries since the January 2011 publishing of the first edition. The new research highlights a variety of approaches to support diversity on boards, including requiring more disclosure, setting targets, and implementing quotas. According to the study, strong variations exist among countries regarding the most efficient way to achieve higher levels of diversity.

URL: 
http://www.corpgov.deloitte.com/binary/com.epicentric.contentmanagement.servlet.ContentDeliveryServlet/USEng/Documents/Nominating-Corporate%20Governance%20Committee/Board%20Composition%20and%20Recruitment/Women%20in%20the%20Boardroom_Deloitte_111511.pdf

Canadian Board Diversity Council's Annual Report Card 2011

Some disconcerting findings on the lack of diversity in the boardrooms of Canada's largest corporations were released today in the Canadian Board Diversity Council's Second Annual Report Card.
 
While 73 per cent of corporate board members feel their boards are diverse, the reality is that women are significantly less likely than men to serve on corporate boards. In fact, most board members oppose the development and adoption of a formal diversity policy.
 
Pamela Jeffery, Founder of the Canadian Board Diversity Council (CBDC), says it is time for Canada's board directors to speed up the pace of change. "Directors whose boards have re-defined diversity believe they make better board decisions as a result of this diversity," Jeffery explains. "That's because important, diverse perspectives on customers, international markets and stakeholders that were once missing are now being represented.
URL: 
http://www.wxnetwork.com/content/files/final-cbdc_report2011_eng_14-2.pdf

Report of the Sixth Annual National Survey on Retention and Promotion of Women in Law Firms

The National Association of Women Lawyers (NAWL(R)) and The NAWL Foundation(R) released the results of their sixth annual Survey on Retention and Promotion of Women in Law Firms. The Survey is the only national study of the nation's 200 largest law firms which annually tracks the progress of women lawyers at all levels of private practice, including the most senior positions, and collects data on firms as a whole rather than from a subset of individual lawyers.
 
For the first time since the Survey began in 2006, there was a noted decline in the number of women entering big-firm practice.
 
"Women lawyers already leave big-firm practice at a greater pace than their male counterparts, and this narrowing of the pipeline at the entry level, however slight, only further decreases the pool of women available for promotion," said NAWL President Heather Giordanella, Counsel at Drinker Biddle & Reath LLP.
URL: 
http://nawl.timberlakepublishing.com/files/NAWL%202011%20Annual%20Survey%20Report%20FINAL%20Publication-ready%2011-9-11(2).pdf
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