We then share the the best of the best here on our blog!
"...But to our amazement, the work-from-home employees were far from goofing off — they increased productivity by 13.5 percent over those working in the office. That’s like getting an extra day’s work from each employee.” The people working from home also reported shorter breaks and fewer sick days and took less time off..."
Note: These numbers are an average across the entire workforce and the date for women who are also racial minorities fall far earlier in the year then represented here. To read more about this check out our blog from US Equal Pay Day 2017.
-Samantha @ Leading Women
"Attention: European women - you can start putting your feet up!
The gender pay gap is one of the most contentious topics in the work place today. It's no secret that men are generally paid more than women, and the debate has created such noise that April 14th is now known as 'Equal Pay Day' in protest.
Yet just how better off are men?
Using the latest EU data, as well as a selection of European studies into the gender pay gap, Expert Market has visualised the disparity in pay between men and women across Europe.
Using the average earnings of women in each country (as a percentage of men's earnings), we have calculated the date at which women effectively start working for free in countries across Europe."
Harvard Business Review
A cool new research approach substantiates what we already know... Gender Dynamics have an adverse impact on women's advancement. Leading Women's programs do exactly what the research recommends - tailor solutions to meet your organization's specific needs based on quantifiable research, not anecdotal evidence.
-Susan @ Leading Women
"...Companies need to approach gender inequality as they would any business problem: with hard data. Most programs created to combat gender inequality are based on anecdotal evidence or cursory surveys. But to tailor a solution to a company’s specific problems, you need to seek data to answer fundamental questions such as “When are women dropping out?” and “Are women acting differently than men in the office?” and “What about our company culture has limited women’s growth?” When organizations implement a solution, they need to measure the outcomes of both behavior and advancement in the office. Only then can they transition from the debate about the causes of gender inequality (bias versus behavior) and advance to the needed stage of a solution."
Wall Street Journal
Something we at Leading Women have been saying for years!
-Susan @ Leading Women
"More than 60% of the retailer’s technology workers are female. ...
'Women are drawn to a company of 'bright, intense and accomplished women,' says Asheley Linnenbach, an executive-search consultant who has helped the retailer fill a number of roles in recent years. ..."
Contrary to popular belief, women don't leave to drop out of the world of work. We leave to start businesses or for new (usually higher responsibility/higher pay) positions.
-Susan @ Leading Women
"...In part female entrepreneurship is on the rise because gender equality efforts in the workplace to address issues like the salary gap and advancement to positions on corporate boards have stalled.
“Women’s advancement in workplaces has flatlined,” said Ellen Galinsky, the president and a founder of the Families and Work Institute. “In the 2016 National Study of Employers, there are fewer U.S. companies providing paid family leave, and when you look at flexibility over all, there is less part-time work than in previous reports.”
The frustrations of the traditional workplace are palpable for women. The study Route to the Top 2017, by the executive search firm Heidrick & Struggles, examined the number of female chief executives in the United States, Britain, France and Germany. Of those, the United States, the study found, had the largest share of female chiefs, with about 8 percent of the top spots held by women. ..."
"Recently, I was asked to present information on “How to Make a Business Case for Gender Diversity” at the 100% Talent Wage Gap Summit in Seattle. Citing research on how increasing the percentage of women in leadership delivers significantly better business results from well-known organization’s like Credit Suisse, McKinsey & Co., Peterson Institute for International Economics, EY, Catalyst, and the Centre for Talent Innovation, I had all the data back-up I needed to make the case for investing in diversity initiatives..."Read ON!