Globalization

For businesses that want to compete in the global marketplace, the development of a culturally and internationally competent work force is fundamental to success. Business professionals increasingly seek out international experience as a key to professional development and advancement. The stakes are high, therefore, to ensure that global assignments are both readily available and successful. Yet women lag behind men in taking on international transfers, and the hurdles they face – “trailing” spouses, competing family and community responsibilities, inadequate training, challenging timetables and disadvantages on repatriation – are generally more numerous for women than for men. Through NCRW’s network, professionals and HR leaders are provided with the information they need to develop a business case for change as well as best practices for developing a more diversified talent pool.

GEM 2010 Women's Report

The Report found that, in 2010, more than 104 million women between 18-64 years old were actively engaged in starting and running new business ventures, contributing significantly to entrepreneurship in all 59 economies studied. Another 83 million women were running established businesses that they started over 3½ years earlier. Taken together, 187 million women were involved in creating and operating enterprises, ranging from just over 1.5 percent to 45.4 percent of the adult female population in these 59 economies. Although entrepreneurial activity among women is highest in emerging economies (45.5 percent), the proportion of all entrepreneurs who are women varies considerably among the economies: from 16 percent in the Republic of Korea to 55 percent in Ghana–the only economy with more women than  men entrepreneurs. A multi-year analysis shows that this gender gap has persisted across most economies for the past nine years (2002-2010).

URL: 
http://www.gemconsortium.org/news/757/gem-2010-womens-report-

Gender Imbalance in the Boardroom: Opportunities to Change Course

The ION 2011 Status Report on women directors and executive officers of public companies provides a breadth and depth of regional information not available anywhere else. It addresses the issue of board turnover and the extent to which public companies continue to miss significant opportunities to increase the gender diversity of their boards. “Gender Imbalance in the Boardroom: Opportunities to Change Course” includes data from Fortune 500 companies in 14 geographic areas, as well as hundreds of small and mid-cap businesses that comprise the backbone of U.S. regional economies. Now in its eighth year, the 2011 ION report also offers nominating committees, sitting directors and executive recruiters specific suggestions on how they can increase the momentum of change.

URL: 
http://www.ionwomen.org/wp-content/uploads/2011/12/ION_StatusReport_2011_FINAL.pdf

Our American Immigrant Entrepreneurs: The Women

When Americans picture an immigrant entrepreneur, they likely imagine a man who began the migration of his family, later bringing his wife over to become a volunteer assistant in the shop. This image is straying farther and farther from reality as more women open their own enterprises. Yet the idea that immigrant women might be the owners and originators of some of our restaurants, motels, Silicon Valley hi-tech firms, local real-estate agencies, or other entrepreneurial ventures has yet to become conventional wisdom.
 
Today, immigrant women entrepreneurs abound in every region of the United States. In 2010 for example, 40 percent of all immigrant business owners were women (1,451,091 immigrant men and 980,575 immigrant women). That same year, 20 percent of all women business owners were foreign-born.
URL: 
http://www.immigrationpolicy.org/special-reports/our-american-immigrant-entrepreneurs-women

Women in the Boardroom: A Global Perspective

Women in the Boardroom: A Global Perspective, examines the legislative efforts being pursued across 17(i) countries to encourage more women to serve on listed company boards.

The updated edition of the report, by the Deloitte Global Center for Corporate Governance, comes after numerous governmental developments have evolved in several countries since the January 2011 publishing of the first edition. The new research highlights a variety of approaches to support diversity on boards, including requiring more disclosure, setting targets, and implementing quotas. According to the study, strong variations exist among countries regarding the most efficient way to achieve higher levels of diversity.

URL: 
http://www.corpgov.deloitte.com/binary/com.epicentric.contentmanagement.servlet.ContentDeliveryServlet/USEng/Documents/Nominating-Corporate%20Governance%20Committee/Board%20Composition%20and%20Recruitment/Women%20in%20the%20Boardroom_Deloitte_111511.pdf
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