Diversity Woman Magazine

SPR 2018

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

Issue link: https://diversitywoman.epubxp.com/i/955125

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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 S p r i n g 2 0 1 8 D I V E R S I T Y W O M A N 5 O ver the past year, sexual harassment of women—in Hollywood, politics, the workplace, you name it—has been front and center. Following this atten- tion, people have responded with feelings of betrayal, anger, and bewilder- ment. Organizations have quickly implemented immediate dismissals. Many rules and guidelines have been proposed, with some already under way. Women's Equity Can Begin in the Workplace e #MeToo movement and other campaigns have exposed the widespread prevalence of sexual harassment in the workplace. is very important move- ment is a long time coming. But it's not by any means the only women's movement of the moment. Women are rallying around many issues, including domestic violence, protection of women's rights, expansion of maternity benefits and health care for women and children, and the topic closest to my heart and life—gender parity in the workplace. As an advocate for gender parity, I am confident that the advancement of more women into leadership positions in companies across the United States will drastically change these behaviors and conversations. Sexual harassment would not be tolerated. Nor, presumably, would companies with a significant percentage of women in senior leadership positions tolerate gaps in pay between men and women. While the pay gap is still startlingly wide, some companies do get it and are far more advanced than most. In this issue of Diversity Woman, we highlight companies that are getting it right, by relentlessly working to level the playing field and narrow the leadership gap. Let's start with the retail giant Target and CEO Brian Cornell. As we write about frequently, women's equity in the work- place requires male allies. What better ally to have than your CEO? Cornell has Publisher's Page > The advance- ment of women into leadership positions in companies will dramatically change behav- iors and conver- sations. publicly stated his commitment to bring gender equity to his workforce. For start- ers, he has joined the board of Catalyst, an influential nonprofit dedicated to gender equity, and has launched STEM education programs for female employees. Target isn't alone in understanding that strong representation and inclu- sion of women in senior management strengthen a company. In our feature beginning on page 34, "Companies at Are Getting It Right," Carolyn Brown profiles five companies—AT&T, Ernst & Young, Kaiser Permanente, KPMG, and PriceWaterhouseCoopers—that have made gender equity a priority. We need more companies with CEOs as committed to the advancement of women of all races, cultures, and back- grounds as the organizations highlighted in this issue. Not only would more fe- male employees earn a higher salary and thrive in their jobs, but our workplaces and our world would be better for it. Dr. Sheila Robinson Publisher, Diversity Woman

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