Today, 19 Paradigm for Parity® member companies were saluted for their leadership in appointing women to serve on corporate boards of directors at the Women’s Forum of New York Annual Breakfast of Corporate Champions. The companies were recognized as the 2017 Corporate Champions for having at least 25% of board seats held by women.
Paradigm for Parity® coalition co-chair Jewelle Bickford commented on the results of the Women CEOs Speak Project, a research partnership between the Rockefeller Foundation and Korn Ferry into the traits that prepare women to become CEOs and the factors that lead to their success, released today.
Who runs the largest privately-held, woman-owned workforce solutions company founded in the U.S. and is the first A… https://t.co/TXSUi08Iqu
An “emotional tax” or "psychological burden placed on women of color due to microaggressions and other exclusionary… https://t.co/aTKhLFgs8e
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 successwith 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 thecorporate 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.
SmartBrief, by Alaina Love Paradigm for Parity, a coalition of companies, business leaders and academics that are committed to gender parity in the workplace by 2030, offer a five-point action plan for addressing the development of women that is worth examining for your own company.
Business Wire, Skillsoft Skillsoft, the global leader in corporate learning, today announced it has joined Paradigm for Parity® to bring gender parity to corporate leadership. “We are absolutely committed to gender equality and are delighted to sign the Paradigm for Parity® pledge,” said Bill Donoghue, chairman and CEO of the Skillsoft Group.
Chicago Tribune, by Samantha Bomkamp “We do see tremendous evidence that leadership is hungry for diversity,” said Susan McLaughlin, a partner at executive search firm Pierce Consulting Partners and board chair of C200, a Chicago-based leadership group for women in business. McLaughlin pointed to efforts like “Paradigm for Parity,” a group formed with a goal of achieving gender parity across all levels of corporate leadership by 2030, as one of the reasons for her confidence.
Industry Week, by Bob Leduc Over the last two decades, the manufacturing industry has accelerated its evolution significantly to meet the growing demands of global customers. That is true of the aerospace industry, and it’s certainly true for Pratt & Whitney. As part of our commitment, we have partnered with Paradigm for Parity.
PR Newswire, United Technologies Corporation Whether it's taking a career break to raise children or care for a loved one, life has many turns. Yet when it's time to return to work, it's not always easy to re-enter the workforce. To ease that transition, United Technologies Corporation (UTC) is introducing the Re-Empower Program designed to reignite careers.
Modern Machine Shop, by Jedd Cole “Working with organizations like Women in Manufacturing is a natural fit for us,” says Tara St-Pierre, Senior Director of Talent, Inclusion and Engagement. “With United Technologies, Pratt & Whitney is committed to finding and developing women in leadership positions through our commitment to the Paradigm for Parity Coalition.”
Diversity, Inc., by Kevin Walling Women have always been at the heart of Hershey, from Milton Hershey School co-founder Catherine Hershey to Michele Buck, who became the company’s first female president and chief executive officer in March. Earlier this year, she signed a pledge to support Paradigm for Parity®, a movement of leaders who are committed to achieving a norm in corporate America in which women and men have equal power, status and opportunity.
attn:, by Valerie Jarrett Until recently, there hasn’t really been a clear roadmap for companies to get there. But now there is — the Paradigm for Parity coalition. What impressed me most about this group was that it is taking the problem head on with a 5-Point Action Plan that can serve as a guide for CEOs and their executive teams to follow.
Recode, by Jewelle Bickford, Ellen Kullman & Sandra Beach Lin As a diverse group of current and former CEOs and business leaders, it is clear to us that Silicon Valley has the opportunity to go beyond a single day of celebration and celebrate women’s equality every day. And that's the real goal.
Heidrick & Struggles (NASDAQ: HSII), a premier provider of executive search, leadership consulting and culture shaping worldwide, has joined the Paradigm for Parity® coalition, pledging its commitment to gender parity in corporate leadership by 2030.
The pledge builds on Hershey’s progress made toward its goal to be a premier industry leader in diversity and inclusion by 2020, including the Paradigm for Parity, a movement committed to achieving a new norm in corporate America in which women and men have equal power, status and opportunity.
Business Journal, By Jane Schmitt Women who advance to senior management roles are the inspiration behind such initiatives as the Paradigm for Parity and the Rockefeller Foundation’s 100x25, whose goal is to see 100 women CEOs of Fortune 500 companies by 2025.
Ellen Kullman, the former chief executive of DuPont, now runs Paradigm for Parity, a coalition of business leaders who commit to taking five specific steps to achieve gender equity. She advocates measuring specific results such as percentages of men and women hired and promoted, and comparing how long it takes women and men to be promoted.
More than 40 years after women began pouring into the workplace, only a handful have made it all the way to the top of corporate America. The percentage of chief executives of Fortune 500 companies who are women just passed 6 percent, creeping up (and occasionally dropping back) at a glacial pace.