Business & Entrepreneurship

Women have made significant progress in the work force and private sector, but the glass ceiling is still firmly in place, particularly at senior levels of decision-making and management. Businesses are now recognizing the importance of diversity and including a wider range of talents and perspectives at all levels of management and they are offering networking, mentoring and other services to improve recruitment and retention of women and people of color. Although women represent a significant number of small business owners, women-run businesses capture only a small percentage of capital investments and government contracts. re:gender's network is working to close these gaps by focusing attention on equal opportunity, educational parity, career options, promotions, networking and work/life balance as well as other critical issues. Explore the resources listed below, including Related Categories links, or use the Keyword Search for more information.

Unlocking the full potential of women at work

Since 2007, McKinsey has been researching intensively the advancement of women in the workplace. The business benefits are clear: a wider, deeper swath of talent to solve problems, spark innovation, and, in many cases, mirror a company’s own customer base.

URL: 
http://www.mckinsey.com/Client_Service/Organization/Latest_thinking/Women_at_work

It's a Man's (Celluloid) World: On-screen Representations of Female Characters in the Top 100 Films of 2011 (Executive Summary)

 In 2011, females remained dramatically under-represented as characters in film when compared with their representation in the U.S. population. Last year, females accounted for 33% of all characters in the top 100 domestic grossing films. This represents an increase of 5 percentage points since 2002 when females comprised 28% of characters. While the percentage of female characters has increased over the last decade, the percentage of female protagonists has declined. In 2002, female characters accounted for 16% of protagonists. In 2011, females comprised only 11% of protagonists.

URL: 
http://womenintvfilm.sdsu.edu/files/2011_Its_a_Mans_World_Exec_Summ.pdf

Women and Men in Canadian Capital Markets: An Action Plan for Gender Diversity

Despite more than a decade of concerted advocacy and good intentions by the industry, women continue to struggle to break through the senior leadership ranks in Canadian Capital Markets- and into the industry. According to Women and Men in Canadian Capital Markets: An Action Plan for Gender Diversity, released at a Women in Capital Markets luncheon, Catalyst found the informality of male-dominated networks, the fact that poor managerial skills are too easily overlooked and the persistent stigma around work-life balance continue to impact women's advancement.

URL: 
http://www.wcm.ca/default.aspx?tabid=10000029

Gender diversity on Boards: the Appointment process and the role of executive search firms.

The appointment of women to FTSE 350-listed non-executive director roles is being held back by selection processes which ultimately favour candidates with similar characteristics to existing male-dominated board members, according to a new report released today by the Equality and Human Rights Commission.

The report, produced by Cranfield School of Management for the Equality and Human Rights Commission, is the first in-depth study into the appointment process to corporate boards and the role of executive search firms. It follows the recent Davies Review which called upon executive search firms to take on a more active role in increasing gender diversity on FTSE boards.

URL: 
http://www.equalityhumanrights.com/uploaded_files/research/rr85_final.pdf

Valuing Good Health in Massachusetts: The Costs and Benefits of Paid Sick Days (Executive Summary)

This report uses data collected by the U.S. Bureau of Labor Statistics, the U.S. Department of Health and Human Services, the Massachusetts Department of Public Health, and the U.S. Census Bureau to evaluate the likely impact of the Massachusetts Act Establishing Earned Paid Sick Time. The study is one of a series of analyses by the Institute for Women’s Policy Research (IWPR) examining the costs and benefits of paid sick days policies. It estimates how much time off Massachusetts workers would use under the proposed policy and the costs to employers for that sick time. It also uses findings from previous peer-reviewed research to estimate how this leave policy would save money, by reducing turnover, cutting down on the spread of disease at work, helping employers avoid paying for low productivity, holding down nursing-home stays, and reducing norovirus outbreaks in nursing homes.

by Kevin Miller, Ph.D., Claudia Williams (May 2012)

 

URL: 
http://www.iwpr.org/publications/pubs/valuing-good-health-in-massachusetts-the-costs-and-benefits-of-paid-sick-days-executive-summary
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