by Jewelle Bickford, Paradigm for Parity Co-chair
As we observe this year’s Pay Equity Day, we are faced with the stark and sobering reality that many women had to work approximately four months into 2018 to make the same amount as men earned in 2017.
by Stacey Tisdale, a member of Paradigm for Parity
The global conversation about women’s equality, however, must move from focusing on problems to highlighting solutions that acknowledge that different women have different experiences if we are to ever find the unity within our diversity.
This month the Paradigm for Parity® coalition has celebrated the many contributions of women in business. And while there have been so many amazing women leading the way, it is important to address the next generation of women trying to reach their full potential and become leaders
The companies that have joined the Paradigm for Parity® coalition understand that men play an important role in getting more women in leadership positions. During Women’s History Month, several male leaders from Paradigm for Parity® coalition member companies offer some advice on how men can empower women with opportunities to advance that will help pave the way for parity in the workforce.
As we celebrate the many achievements and contributions of women this International Women’s Day, we must not forget that to achieve true equality, women must have the same opportunity, access and power as men.
On Wednesday February 7th, Paradigm for Parity® co-chair, Ellen Kullman, was on CNBC’s Closing Bell talking about the need to get more women in leadership positions. Click here to watch the interview.
The findings released today by LeanIn and SurveyMonkey are deeply concerning: in the wake of the sexual harassment scandals, men are uncomfortable participating in common work activities with women, including mentorship. If women are ever going to have access to the same career and growth opportunities as men, they need the help of sponsors and mentors. Because the reality is, male managers are often steadfast allies to Jack, but not Jill.
As part of our Path to Parity series, this week we’re showcasing the fifth and final step in the Action Plan, Providing sponsors, not just mentors, to women well positioned for long term success with insights from Paradigm for Parity®companies.
As part of our Path to Parity series, this week we’re showcasing the fourth step in the Action Plan: Basing career progress on business results and performance, rather than physical presence in the office, with insights from Paradigm for Parity® companies.
As part of our Path to Parity series, this week we’re showcasing the third step in the Action Plan: Measuring targets and maintaining accountability by providing regular progress reports, with insights from Paradigm for Parity® companies.
Women are underrepresented at almost every level in the corporate pipeline, and they are drastically underrepresented at the senior levels. And while company commitment to gender diversity is at an all-time high, calls for greater diversity haven’t moved the needle.
Unconscious biases are “social stereotypes about certain groups of people that individuals form outside their own conscious awareness,” according to UCSF’s Office of Diversity & Outreach. No matter our race, gender, background, education or income level, we all hold biases that have been shaped by our education, culture and experience.
What sets the Paradigm for Parity® coalition apart from the pack is our 5-Point Action Plan – a roadmap for companies to meet their inclusivity goals and achieve gender parity in leadership positions. To celebrate the one year anniversary of the launch of the Paradigm for Parity® movement, we will share each of the five steps in the path to parity.
Candace Duncan, founding member of Paradigm for Parity and retired managing partner at KPMG, testified at a Congressional Forum on Gender Parity in Corporate Leadership. Hosted by Representatives Don Beyer (D-VA) and Carolyn Maloney (D-NY), the discussion focused on the need to level the playing field for women in the business world.
The New York Times recently published “Push for Gender Equality in Tech? Some Men Say It’s Gone too Far,” a piece that largely ignored much of the data that makes a business case for diversity, instead focusing on opinions of a few individuals. Check out this take from Paradigm for Parity® Co-Chairs Jewelle Bickford, Ellen Kullman & Sandra Beach Lin.
In a speech to the Committee for Economic Development on August 2, 2017, Paradigm for Parity Co-Chair Jewelle Bickford discussed what motivated the 47 women to launch the Paradigm for Parity movement, what makes the initiative unique, and what’s next for the coalition.
As a Paradigm for Parity committed company, Accenture has been working towards closing the gap in corporate leadership. But the company is taking this commitment a step further by committing to 50/50 by 2025. CEO & Chairman Pierre Nanterme shares what Getting to Equal means to him.