Diversity Woman Magazine

WIN 2019

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

Issue link: https://diversitywoman.epubxp.com/i/1070708

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Page 6 of 51

d i v e r s i t y w o m a n . c o m W i n t e r 2 0 1 9 D I V E R S I T Y W O M A N 5 T oday, there is an increasing awareness of gender disparities in the workplace—but that awareness has not necessarily translated into action. at's why in this issue of Diversity Woman we are highlighting 100 Turning Awareness into Action companies in the United States that get it (see page 33). ey are doing an extraordinary job in developing and advancing women into leadership positions. ese companies need to be applaud- ed for taking the big leap from recog- nizing inequities to doing something about them. We looked at criteria such as percentage of female managers, hav- ing a mentorship program for women in place, and having a strong female board presence. e companies are not just focused on workplace equity for women because it is the right thing to do. ey also recognize the research showing that gender parity leads to a significantly increased return on investment. In short, it's a win-win. For example, a Credit Suisse research report found that companies with 50 percent women in senior operating roles had a 19 percent higher return on equity on average. In today's flush market for job seekers, companies that are doubling down on gender equity are the ones that attract the top talent. Talented female leaders have leverage. is means they have the luxury of choosing companies that have an earned reputation for advancing women in leadership. Our Take the Lead story Publisher's Page > Companies that are doubling down on gender equity are the ones that attract the top talent. on page 21 explores this phenomenon and explains how employees can attract these female superstars—and, just as importantly, inspire them to stay. Unfortunately, not all companies recognize that bringing more women into leadership positions will translate into a greater return on investment. at's where Paradigm for Parity comes in. In our cover story, beginning on page 28, we profile Ellen Kullman, a cofounder of this coalition of business leaders, including many Fortune 1000 CEOs, committed to solving the corporate leadership gender gap. Paradigm for Parity has set a goal of achieving complete gender parity by 2030. If your company is not on track to reach gender parity, here is your chance! By adopting the Paradigm for Parity Action Plan, you will have a blueprint for closing the leadership gender gap in your organization. Dr. Sheila Robinson Publisher, Diversity Woman

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