Re:Gender works to end gender inequity by exposing root causes and advancing research-informed action. Working with multiple sectors and disciplines, we are shaping a world that demands fairness across difference.
This talk offers a new reading of postcolonial women's writings. The conventional model since the 1980s has been to emphasize issues of silence and invisibility, the desire for voice and narrative space, and self-representation as a form of empowerment and transformation. What is often eclipsed as a result is a valuable political ethic based on coalition and solidarity with oppressed and marginalized figures.
Evidence of a link between the bottom line and women at the top is growing, with McKinsey research showing better-than-average financial performance by European companies with the highest performance of women in influential leadership roles. The report, launched at the Women’s Forum for the Economy & Society in Deauville, France, finds these companies do better than their sector in terms of return on equity, operating result, and shared price growth.
The Difference reveals that progress and innovation may depend less on lone thinkers with enormous IQs than on diverse people working together and capitalizing on their individuality. Page shows how groups that display a range of perspectives outperform groups of like-minded experts.
The Michigan Women’s Leadership Index (WLI) is a data-based instrument used to measure the presence of women executives in the highest leadership positions of the top 100 publicly-held companies headquartered in Michigan (Index 100). Research shows that women directors’ and women executives’ presence and advancement are independent of one another, and that there is more hope for increasing the number of women executives than increasing the number of women board members.
The Passport to Equality is a document that presents, explains, and reproduces the Convention on the Elimination of all Forms of Discrimination Against Women (CEDAW) in the form of a personal passport.
Does it matter to corporate governance whether women serve on a board? If so, does it make a difference how many women serve? Is there a critical mass that can bring significant change to the boardroom and improve corporate governance?