See how P&G is integrating more women into management and director roles, ensuring flexible work opportunities, and leveraging accelerator programs to retain and promote women and key points in their careers.
Three common ways the pay gap is measured, what leading companies are doing about it, and the best strategies to consider today.
See the results of sensor data in the workplace, what it means for women advancing in the workplace, and ideas on what companies can do to improve female representation in leadership.
Show you are serious about basics like mentoring and work-life flexibility, and energy and enthusiasm will follow, writes McKinsey’s Dominic Barton.
CEO Mariela Dabbah outlines four concrete steps she hopes male executives will implement in their organizations to support women in visible and vocal ways.
After seven years of progress, gender equality has taken a step back in the board room. Just under 28 percent of the 431 open board seats in Fortune 500 companies were awarded to women in 2016, down from 30 percent the year before.
100% Talent Signatory Deloitte is working to advance pay equity and gender equality. “At Deloitte, we view diversity and inclusion as central to our firm’s culture and our ability to tackle our clients’ most complex business problems.”
100% Talent signatory Deloitte is among the dozens of businesses that have signed on to the White House Equal Pay Pledge. Companies that sign on acknowledge the critical role that businesses must play in reducing the national gender pay gap.
U.S. Congresswoman Suzan DelBene — who’s worked at Microsoft, drugstore.com, and Nimble Technology— visited Seattle’s Ada Developers Academy to discuss this persistent issue. Many of Ada’s women agree: there is no single program that can fix tech’s diversity problems. Ada students listed a multitude of things that have kept them from entering the work force: a lack of role models, the discomfort of being the only woman in a room, or simply being told women aren’t suited to tech work.