Diversity Woman Magazine

FAL 2018

Leadership and Executive Development for women of all races, cultures and backgrounds

Issue link: https://diversitywoman.epubxp.com/i/1037525

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d i v e r s i t y w o m a n . c o m Fa l l 2 0 1 8 D I V E R S I T Y W O M A N 9 F or 20-plus years, I have been devoted to closing women's leadership gap. But I must admit that until recently I did not realize what a central role sexual ha- rassment has played in keeping women from advancing up the corporate ladder. 100 Years Is Too Long to Wait! Naturally, I knew that sexual harass- ment was a factor; I just didn't realize how prevalent it was until the #MeToo and Time's Up movements exposed the horrific scale of this problem. I thought that the work I did—empowering wom- en with ideas, solutions, and resources so they can be successful in both per- sonal and professional goals—would be the answer. While that is important, I now know it is not enough. Sexual harassment does not happen in a vacuum. It is also linked to gender equity in the workplace. Harassment is about power, as are pay, title, and job. Take one example: According to the Institute for Women's Policy Research, "abusive behavior can create occupa- tion segregation," which forces women out of certain industries and depresses their overall earnings. In this issue of Diversity Woman, we take on these issues headfirst. Our cover story on Tina Tchen and the Time's Up movement is a profile in courage. Tina and her team of activists have put it all on the line to expose how women in the workplace are often seen first as sexual beings, and that sexual harassment is one more form of bias against women. Publisher's Page > No wonder women have not reached gender parity But this issue isn't just about expos- ing challenges—which is the hallmark of DW. It is also about solving them. Our feature on Catalyst Champions for Change is inspiring. Led by Catalyst, dozens of CEOs have pledged to use their position to make meaningful, sub- stantive change around gender parity in their companies. Further, our Take the Lead column details what both employ- ees and companies can do to prevent sexual harassment. ese last 12 or so months have been an eye-opener. I am grateful for all the courageous women who risked their careers to speak up—you did this for us all. I, for one, promise to honor your bravery in my work and in the rest of my life. Be bold and courageous, and take your seat at the table. Dr. Sheila Robinson Publisher, Diversity Woman

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