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.