Re:Gender works to end gender inequity and discrimination against girls and women by exposing root causes and advancing research-informed action. Working with multiple sectors and disciplines, we are shaping a world that demands fairness across difference.
NCRW’s network, including academic, nonprofit, philanthropic, business, and policy leaders, gathered to focus on the status of women’s leadership in multiple sectors. The conference identified best practices, as well as generated recommendations and next steps for advancing women's leadership across sectors. The Conference Agenda follows.
In 1981 Hardy became the first female firefighter at the Purdue University Fire Department. “At the time it was unheard of,” she said. “But it is not as unusual now as it was 30 years ago for me to be in a fire department.”
Recent trends reiterate Hardy’s statement, with reports that not only do women make up almost 60 percent of the workforce in America, but they are increasingly entering jobs in fields previously dominated by men.
According to a recent NBC news story as well as a study by the Center for Women’s Business Research, women are taking on jobs that have been traditionally held by men.
From ownership and professional positions all the way to the physical labor in industries such as construction, manufacturing, transportation and repair jobs, a woman’s presence is becoming less uncommon.
How does that data translate locally? Greater Lafayette Commerce’s CEO and President Joe Seaman says that’s a question not many people have asked. “The job may have the same name,” Seaman said, “but the skill sets are different. In the past strength was utilized, but now we are utilizing education.”
For months there's been intriguing talk that presumptive GOP presidential nominee Mitt Romney might pick a prominent woman as his running mate to help give his campaign a kick – and layer on some luster to a plain vanilla, hyper-cautious and meticulously run campaign.
Among the potential picks, four women, more than any others, have consistently been mentioned as possibilities in the Republican vice presidential sweepstakes:
Sen. Kelly Ayotte of New Hampshire, 44, the former state attorney general and relative political newcomer, who just spent a sweltering July 4 campaigning with Romney.
South Carolina Gov. Nikki Haley, 40, a Tea Party favorite and one of Romney's early supporters, who recently ducked ethics violations charges related to campaign lobbying.
Gov. Susana Martinez of New Mexico, 52, the first female Hispanic governor in the U.S., who could potentially give Romney a boost with a constituency he sorely needs.
Former Secretary of State Condoleeza Rice, 57, who served in the Bush administration and would bring the foreign policy bona fides that Romney lacks.
Just this week, Romney's wife, Ann, said that her husband is thinking about picking a woman to be on his ticket this fall. "We've been looking at that and I love that option as well," Ann Romney told CBS News, as he looked on beside her. She said the person selected for the No. 2 spot on the ticket should be "someone that obviously can do the job but will be able to carry through with some of the other responsibilities."
High-profile female executives should save their breath and their advice – Millennial women aren’t buying what they’re selling.
Only 20% of Gen Y women say that they want to follow in the footsteps of the female leaders in their workplaces, says new research from Bentley University. The survey of 1000 college-educated Millennials found that while 84% of respondents said that they could identify at least one female leader at their job, most didn’t want to emulate her career path.
This rejection of the current iteration of female corporate achievement also extends to attitudes toward mentorship; only 5.5% of respondents claimed that a colleague, supervisor or role model was their primary source of career cheerleading, with spouses/partners or parents much more likely to be identified as key career supporters. And only 25% of Millennials of both genders give credit to a manager or supervisor for encouraging them to assume a leadership role at work.
The Center for Talent Innovation released a new report, the “Sponsor Effect: UK” that was released last night at the House of Commons at an event keynoted by Theresa May, the British Home Secretary and Minister for Women and Equalities.
Women enter the white-collar workforce in the UK in far greater numbers than men: 57 females for every 43 males. Yet as employees in large corporations move from entry-level to middle management, and from mid- to senior-level positions, men advance disproportionately. Across sector and occupation, women are simply not breaking through to leadership positions in numbers commensurate with their weight in the talent pool.
Why? According to the new CTI study the reason is straightforward and has nothing to do with a lack of accomplishment or ambition—or a paucity of childcare or flextime. Rather, British women tend not to have sponsors—powerful champions willing to take a bet on a young talent, go out on a limb for him/her and advocate for the next promotion. Sponsors are the people that propel and protect high performing employees through the treacherous shoals of upper management.
The study found that UK men with sponsors (as opposed to those without) are 40 percent more likely to move up the ladder at a satisfactory clip, while this “sponsor effect” for UK women is even higher—52 percent.