1. Catalyst is a nonprofit organization that seeks to expand opportunities for women in business and encourage organizations to promote diversity in the workplace.
2. The document is an information kit being provided to the Media Director of the Missoula Businesswomen's Network to introduce Catalyst and their new #DisruptTheDefault campaign, which seeks to enlist help promoting women and diversity in business.
3. The information kit includes materials on Catalyst, a news release on a new partnership with Japan, a fact sheet on the #DisruptTheDefault campaign, a position statement on women in STEM, and a brochure highlighting Catalyst's awards and practices.
CBIZ Women's Advantage | The Advantage Summer 2016CBIZ, Inc.
The newest edition of The Advantage, a newsletter for and about CBIZ Women's Advantage has been released. This issue contains articles on defining success, CWA in our communities and much more.
CBIZ Women's Advantage | The Advantage Winter 2017CBIZ, Inc.
The newest edition of The Advantage, a newsletter for and about CBIZ Women's Advantage, has been released. CBIZ Women Helping Women Succeed in Business.
NAB Women's Agenda Leadership Awards Australia 2014Sammway
The 2014 NAB Women's Agenda Leadership Awards winners were announced. Ann Sherry AO was inducted into the Hall of Fame for her work promoting gender equality. Bridget Loudon won Emerging Entrepreneur of the Year for her business Expert360. Rachelle Towart won Emerging Leader in the Not-for-Profit sector for her work leading the Australian Indigenous Leadership Centre. Lynn Kraus won Mentor of the Year for her mentoring work at EY.
The healthcare industry is undergoing a transformation to a "new health economy" driven by global forces. This new economy will require a new cohort of leaders with different skills than in the past. Leaders will need strategic thinking skills to take a long view and think outside their box. They will also need wisdom from experience, the ability to build communities, resilience to fail and recover, transparency, flexibility, and strong listening skills. Both existing and new leaders will need to adapt to lead successfully in this changing environment.
Building Stronger Teams: Diversity and inclusion, Pipeline and RetentionAll Things Open
Lisa Smith discusses building stronger teams through diversity and inclusion. The document highlights that companies with more diverse teams are more profitable and innovative. It provides tips for improving recruitment and retention of diverse talent such as rethinking hiring qualifications, improving onboarding and culture, and providing mentoring and support. The goal is to start improving diversity now for better business outcomes.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
This document provides information about supporting women entrepreneurs and growing their businesses. It discusses how women start businesses at higher rates than men in Canada but men are more likely to grow them. The barriers women face in expanding their businesses are also examined. Examples are given of programs around the world that aim to help women in the "missing middle" - those with established small businesses looking to grow further. These programs provide coaching, networking, and advice. The document argues that supporting women entrepreneurs benefits credit unions, businesses, and the overall economy.
On May 14, 2018, women from ad agencies across the Twin Cities gathered at Colle McVoy to show their support for the TIME’S UP/ADVERTISING movement. The event was part of the movement’s launch when community meetings took place in 15 cities across North America to begin drawing a roadmap for real change. Here is a recap of highlights and learnings from the TIME’S UP/ADVERTISING Minneapolis event.
CBIZ Women's Advantage | The Advantage Summer 2016CBIZ, Inc.
The newest edition of The Advantage, a newsletter for and about CBIZ Women's Advantage has been released. This issue contains articles on defining success, CWA in our communities and much more.
CBIZ Women's Advantage | The Advantage Winter 2017CBIZ, Inc.
The newest edition of The Advantage, a newsletter for and about CBIZ Women's Advantage, has been released. CBIZ Women Helping Women Succeed in Business.
NAB Women's Agenda Leadership Awards Australia 2014Sammway
The 2014 NAB Women's Agenda Leadership Awards winners were announced. Ann Sherry AO was inducted into the Hall of Fame for her work promoting gender equality. Bridget Loudon won Emerging Entrepreneur of the Year for her business Expert360. Rachelle Towart won Emerging Leader in the Not-for-Profit sector for her work leading the Australian Indigenous Leadership Centre. Lynn Kraus won Mentor of the Year for her mentoring work at EY.
The healthcare industry is undergoing a transformation to a "new health economy" driven by global forces. This new economy will require a new cohort of leaders with different skills than in the past. Leaders will need strategic thinking skills to take a long view and think outside their box. They will also need wisdom from experience, the ability to build communities, resilience to fail and recover, transparency, flexibility, and strong listening skills. Both existing and new leaders will need to adapt to lead successfully in this changing environment.
Building Stronger Teams: Diversity and inclusion, Pipeline and RetentionAll Things Open
Lisa Smith discusses building stronger teams through diversity and inclusion. The document highlights that companies with more diverse teams are more profitable and innovative. It provides tips for improving recruitment and retention of diverse talent such as rethinking hiring qualifications, improving onboarding and culture, and providing mentoring and support. The goal is to start improving diversity now for better business outcomes.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
This document provides information about supporting women entrepreneurs and growing their businesses. It discusses how women start businesses at higher rates than men in Canada but men are more likely to grow them. The barriers women face in expanding their businesses are also examined. Examples are given of programs around the world that aim to help women in the "missing middle" - those with established small businesses looking to grow further. These programs provide coaching, networking, and advice. The document argues that supporting women entrepreneurs benefits credit unions, businesses, and the overall economy.
On May 14, 2018, women from ad agencies across the Twin Cities gathered at Colle McVoy to show their support for the TIME’S UP/ADVERTISING movement. The event was part of the movement’s launch when community meetings took place in 15 cities across North America to begin drawing a roadmap for real change. Here is a recap of highlights and learnings from the TIME’S UP/ADVERTISING Minneapolis event.
Gender balance is not just good to have or the right thing to do, it’s better for business and the economy. But how do you build a more balanced workplace? And do you have a need to? Chances are, you do…
Women-in-Investment-Management-Initiative-brochure-September-2015Barbara Stewart
The document summarizes the Women in Investment Management Initiative created by CFA Institute to address the gender gap in the investment management profession. The initiative aims to encourage more women to join the profession and pursue finance education. It also builds the business case that gender diversity leads to better investment outcomes. CFA societies globally are leading local efforts like conferences, networking events, and panels to promote the initiative's goals of diversity and inclusion.
This document summarizes a presentation given at the Women's Insurance Networking Group meeting on November 18, 2014. It introduces the two speakers, Deborah Knupp and Shelli Greenslade, and their backgrounds. The presentation then covered topics like data on the lack of women in leadership positions, how women are not being groomed for top roles, examples of progress and challenges, and four things women can do to develop as leaders including getting feedback, strengthening their network, learning how to lead through change, and finding their authentic boldness through effective self-advocacy. The document provides details on developing personal brands and projecting confidence. It concludes with a roundtable discussion and thanks to attendees.
Women entrepreneurship training, Empower Women’s EconomicTonex
Women’s entrepreneurship and empowerment are considered important tools to eradicate poverty and unemployment.
Now, one day's empowerment of women has become a buzzword. It may not be feasible to empower women simply by creating employment opportunities for them. The one-hour need is to motivate them to build their own business
Women Entrepreneurship Training by Tonex
Women’s entrepreneurship training will cover the main concepts and structures of women’s entrepreneurship from a gender perspective, as well as various factors and policies that affect the entrepreneurial process.
Women’s entrepreneurship training courses focus on improving women’s economic opportunities for entrepreneurship, formalization or expansion.
Why You Choose Tonex?
Tonex will provide you with the opportunity to meet other female entrepreneurs who follow the same path as you
Tonex can help you understand potential gender barriers in entrepreneurship
You will receive personal guidance to develop your own business model based on your perspective, mission, goals and culture
Learn About:
Women’s entrepreneurship from a gender perspective
Various kinds of women entrepreneurship promotion (WEP) and that how they can affect women businesses
Creative practices and applying technology for WEP
Government policies
Entrepreneurship as an effective tool to empower women’s economic
Developing, observing, and assessing WEP leads
Searching for business opportunities
And many more.
Training Feature
You will guided to try various solutions and tools to overcome the burdens that hinder women's successful entrepreneurship.
In group activities participants will work on real world cases.
Learn how to develop entrepreneurship style that fits their goals, resources, and the environment.
Audience
The female professional who are interested in startups or already have launched a startup
Young female leaders
Young female founders
Policy makers
Policy implementing agencies
Chambers of commerce
Business associations
NGOs
Higher education institutions
Those who run incubators
Training Objectives
Know the concept of entrepreneurship
Know the gender-based barriers of entrepreneurship
Design a business plan
Discuss various types of WEP
Explain how WEP can affect women businesses
Apply creative methods and technology to overcome gender barriers
Identify where to look for business opportunities
Know target market
Identify competent
Develop marketing plan and sales strategies
Discuss operations
And many more..
Course Outline
Overview
Preparing for the Big Leap
The Feasibility Study
The Business plan
Becoming an Entrepreneur
Strategies for Consolidation and Growth
Key Strategies to Strengthening Women’s Entrepreneurship
TONEX Hands-On Workshop Sample
For More Information
https://www.tonex.com/training-courses/women-entrepreneurship-training/
The document provides an overview of the Segal Family Foundation's (SFF) activities and partnerships in 2012. Some key points:
- SFF gave $6.6 million to 142 partners in 2012 and has given over $13 million total since 2004 to improve communities in Sub-Saharan Africa.
- Notable events in 2012 included the Annual Meeting keynote by Nobel Laureate Leymah Gbowee and expanding partnerships in family planning and youth engagement.
- SFF is focusing on building partners' organizational capacity through skills-based volunteering, incubators, and training webinars. It also connects partners to experts and funding opportunities.
- New partnerships in 2012 include those working on feminine
Social Impact Report for Indians For Collective Action. Align results with the theory of change, mission, vision and sustainable development goals (SDG). Impact Report clearly demonstrates 50 years of social impact and social innovation history of Silicon Valley-based nonprofit. This impact report is provided by SoPact ( https://www.sopact.com ) a leader that makes impact measurement and impact management simple
challenges and opportunities for women entrepreneurship in indiasuresh kumar
This document discusses challenges and opportunities for women entrepreneurship in India under globalization. It notes that while women make up half the population, they own only 1% of property worldwide. With more education, women's roles are changing and many are interested in self-employment. The document categorizes women entrepreneurs in India and outlines obstacles they face including access to financing and technology as well as lack of management skills and confidence. It argues for developing women entrepreneurs through targeted training programs, encouraging participation in decision-making, and extending leadership skills development.
Entrepreneurship and women empowerment-PPT about successful women EntrepreneursKaruppan Gnanasambandan
This document discusses women empowerment through entrepreneurship in India. It provides definitions of empowerment from dictionaries and Wikipedia. It discusses the status of women in India historically and currently, including their roles in society, participation in independence movements, and current levels of literacy, work participation, and representation in government. Key figures who advocated for women's rights and empowerment are mentioned. The document outlines components of women's empowerment and examines current government programs and initiatives as well as success stories of individual women entrepreneurs in India who have started successful businesses. Areas for further action and empowerment are suggested.
The 10 most inspiring business women making a difference 2021 deanna latson ...Merry D'souza
Ciolook come up with the edition"The 10 Most Inspiring Business Women Making a Difference, 2021 "to celebrate female business leaders and Deanna Latson is the inspirational leader chosen to feature in our cover story.
Today, diversity and inclusion efforts at companies big and small are more important than ever. Across industries, businesses are prioritizing efforts to create an inclusive work culture that attracts and retains a diverse cadre of top-talent.
Lyft is at the forefront of these efforts, embedding diversity and inclusion in their recruiting and HR initiatives. Join Adrianna De Battista, Technical Recruiter and Tariq Meyers, Diversity and Inclusion Leader at Lyft to learn 3 diversity recruitment strategies that are driving Lyft’s D&I efforts to:
1. Source for diversity
2. Lower interview bias (structural and unconscious)
3. Partner with allies internally and in the community
Vandana Luthra is the founder and CEO of VLCC Healthcare, one of the leading beauty and wellness brands in India. In an interview with Insights Success, she discusses her journey establishing VLCC in 1989 despite facing challenges as a woman entrepreneur. She emphasizes the importance of adaptability, persistence, and hard work for entrepreneurs. Luthra also highlights VLCC's efforts to diversify its offerings using the latest technologies and cater to changing consumer preferences. She advises aspiring women entrepreneurs to have faith in themselves and their dreams.
Sarah Riegelhuth is an award-winning Australian entrepreneur and financial advisor. She is the co-founder of Wealth Enhancers, a financial advisory firm, and the League of Extraordinary Women. She has authored a book called Get Rich Slow and founded an online money management program called the 8 Week Money Makeover. She is a frequent speaker and media commentator on topics related to personal finance, entrepreneurship, and empowering women.
Case study: Attracting women to a male-dominated industry - St-BarbaraFlint Wilkes
St Barbara Mining has been working to increase the number of women in its predominantly male workforce. It faces challenges such as perceptions of mining as a "man's domain" and fewer qualified women applying for technical roles. St Barbara's strategies include recruiting more women, retaining female employees through flexible work and parental leave policies, supporting women's advancement, and conducting pay equity analyses to reduce the gender pay gap. Actions like training and targets have helped increase women in the workforce from 23% to a goal of 30% by 2018.
The document discusses women's empowerment and the need to create an environment where women can make independent decisions and prosper equally in society. It outlines several key aspects of empowerment, including improved mobility and social interaction, equal access to job opportunities and pay, involvement in decision-making, and access to and control over resources. However, barriers still exist like comparable pay issues and lack of policies supporting work-life balance. Overall, the document argues that while progress has been made, further changes are still needed to fully achieve empowerment and equality for women in India.
This document discusses entrepreneurship development and rural entrepreneurship. It defines an entrepreneur and rural entrepreneurship. It outlines several barriers to rural entrepreneurship, including lack of infrastructure, financial constraints, lack of technical know-how, inadequate knowledge, management problems, marketing problems, and human resource problems. It then discusses some of these barriers in more detail and provides examples. The document also discusses women entrepreneurship, the concept of women entrepreneurs, reasons why women become entrepreneurs, and functions and common problems faced by women entrepreneurs in India.
This document provides an agenda for the 2014 Women's Success Forum event being held by The Leadership Investment organization. The full-day event on October 2nd at the Colorado Convention Center includes a morning keynote speaker, three breakout session choices on leadership topics, a lunch recognizing successful women leaders, an executive panel discussion, and a closing networking reception. The agenda details the various speakers, sessions, and activities taking place at the event, which aims to help participants "Get Leadership Fit" through inspiration and connections with other leaders.
Maximizing your leadership Potential AbridgedRachel Moosa
This document discusses the lack of women in leadership positions globally and provides statistics showing women represent only 26% of Fortune 500 CEOs and 21% of executives. It argues that advancing women's equality could add $12 trillion to global growth, but that women currently generate only 37% of GDP despite making up half the world's working age population. The document advocates embracing women's strengths in leadership and creating flexibility in work schedules to help develop and retain more female leaders.
This document discusses the importance of corporate purpose and how companies are reexamining and defining their purpose. It provides perspectives from speakers at an event on corporate purpose. Some key points:
- Corporate purpose can guide a company's actions, culture, and impact. Successful companies like Disney were built around a strong sense of purpose.
- Modern companies are recognizing the importance of purpose in engaging employees and contributing to social good. However, purpose must be embedded throughout the organization, not just with leadership.
- Defining and living your purpose can help a company compete for talent, rebuild trust after crises, and achieve long-term sustainable success for all stakeholders. Leading through purpose-driven change allows companies to manage
This document describes the opportunity to become a Vistage Chair, which involves leading peer advisory boards for business executives. As a Chair, you would provide coaching, accountability, and experience-based perspectives to help CEOs reach their full potential. The role offers flexibility, prestige within the business community, and income potential ranging from $95K part-time to $350K full-time. Qualified individuals are experienced business leaders seeking a purposeful career focused on mentoring and developing other executives.
This study observed the green lizard (Lacerta bilineata) and wall lizard (Podarcis muralis) on roads in Western France over nine years. It found that L. bilineata predominantly basked by the road edge, while P. muralis mostly foraged. Spatial locations of road deaths reflected this, with P. muralis found further from the road edge on average. Both species were present on roads more in late summer and autumn, especially P. muralis, as indicated by live sightings and road deaths. Numbers of both species were higher than expected on roads through low-density urban areas and bordered by hedgerows. For P. mural
73 Where do snakes cross roads HJ_25(1)_pp_15-19Roger Meek
This document summarizes a study on snake road crossings and mortalities in western France. The study found that four snake species (Vipera aspis, Hierophis viridiflavus, Natrix natrix, and N. maura) crossed roads more often than expected next to woodland and low-density urban areas. Road crossing locations were also higher than expected in woodland and high-density urban areas based on snake abundance in those habitats. However, crossings near hedgerows were less frequent than expected given snake abundance, suggesting snakes were reluctant to emerge from habitat pathways. The study analyzed snake road mortalities and observations of live crossings to test whether crossing locations were related to roadside habitat
Gender balance is not just good to have or the right thing to do, it’s better for business and the economy. But how do you build a more balanced workplace? And do you have a need to? Chances are, you do…
Women-in-Investment-Management-Initiative-brochure-September-2015Barbara Stewart
The document summarizes the Women in Investment Management Initiative created by CFA Institute to address the gender gap in the investment management profession. The initiative aims to encourage more women to join the profession and pursue finance education. It also builds the business case that gender diversity leads to better investment outcomes. CFA societies globally are leading local efforts like conferences, networking events, and panels to promote the initiative's goals of diversity and inclusion.
This document summarizes a presentation given at the Women's Insurance Networking Group meeting on November 18, 2014. It introduces the two speakers, Deborah Knupp and Shelli Greenslade, and their backgrounds. The presentation then covered topics like data on the lack of women in leadership positions, how women are not being groomed for top roles, examples of progress and challenges, and four things women can do to develop as leaders including getting feedback, strengthening their network, learning how to lead through change, and finding their authentic boldness through effective self-advocacy. The document provides details on developing personal brands and projecting confidence. It concludes with a roundtable discussion and thanks to attendees.
Women entrepreneurship training, Empower Women’s EconomicTonex
Women’s entrepreneurship and empowerment are considered important tools to eradicate poverty and unemployment.
Now, one day's empowerment of women has become a buzzword. It may not be feasible to empower women simply by creating employment opportunities for them. The one-hour need is to motivate them to build their own business
Women Entrepreneurship Training by Tonex
Women’s entrepreneurship training will cover the main concepts and structures of women’s entrepreneurship from a gender perspective, as well as various factors and policies that affect the entrepreneurial process.
Women’s entrepreneurship training courses focus on improving women’s economic opportunities for entrepreneurship, formalization or expansion.
Why You Choose Tonex?
Tonex will provide you with the opportunity to meet other female entrepreneurs who follow the same path as you
Tonex can help you understand potential gender barriers in entrepreneurship
You will receive personal guidance to develop your own business model based on your perspective, mission, goals and culture
Learn About:
Women’s entrepreneurship from a gender perspective
Various kinds of women entrepreneurship promotion (WEP) and that how they can affect women businesses
Creative practices and applying technology for WEP
Government policies
Entrepreneurship as an effective tool to empower women’s economic
Developing, observing, and assessing WEP leads
Searching for business opportunities
And many more.
Training Feature
You will guided to try various solutions and tools to overcome the burdens that hinder women's successful entrepreneurship.
In group activities participants will work on real world cases.
Learn how to develop entrepreneurship style that fits their goals, resources, and the environment.
Audience
The female professional who are interested in startups or already have launched a startup
Young female leaders
Young female founders
Policy makers
Policy implementing agencies
Chambers of commerce
Business associations
NGOs
Higher education institutions
Those who run incubators
Training Objectives
Know the concept of entrepreneurship
Know the gender-based barriers of entrepreneurship
Design a business plan
Discuss various types of WEP
Explain how WEP can affect women businesses
Apply creative methods and technology to overcome gender barriers
Identify where to look for business opportunities
Know target market
Identify competent
Develop marketing plan and sales strategies
Discuss operations
And many more..
Course Outline
Overview
Preparing for the Big Leap
The Feasibility Study
The Business plan
Becoming an Entrepreneur
Strategies for Consolidation and Growth
Key Strategies to Strengthening Women’s Entrepreneurship
TONEX Hands-On Workshop Sample
For More Information
https://www.tonex.com/training-courses/women-entrepreneurship-training/
The document provides an overview of the Segal Family Foundation's (SFF) activities and partnerships in 2012. Some key points:
- SFF gave $6.6 million to 142 partners in 2012 and has given over $13 million total since 2004 to improve communities in Sub-Saharan Africa.
- Notable events in 2012 included the Annual Meeting keynote by Nobel Laureate Leymah Gbowee and expanding partnerships in family planning and youth engagement.
- SFF is focusing on building partners' organizational capacity through skills-based volunteering, incubators, and training webinars. It also connects partners to experts and funding opportunities.
- New partnerships in 2012 include those working on feminine
Social Impact Report for Indians For Collective Action. Align results with the theory of change, mission, vision and sustainable development goals (SDG). Impact Report clearly demonstrates 50 years of social impact and social innovation history of Silicon Valley-based nonprofit. This impact report is provided by SoPact ( https://www.sopact.com ) a leader that makes impact measurement and impact management simple
challenges and opportunities for women entrepreneurship in indiasuresh kumar
This document discusses challenges and opportunities for women entrepreneurship in India under globalization. It notes that while women make up half the population, they own only 1% of property worldwide. With more education, women's roles are changing and many are interested in self-employment. The document categorizes women entrepreneurs in India and outlines obstacles they face including access to financing and technology as well as lack of management skills and confidence. It argues for developing women entrepreneurs through targeted training programs, encouraging participation in decision-making, and extending leadership skills development.
Entrepreneurship and women empowerment-PPT about successful women EntrepreneursKaruppan Gnanasambandan
This document discusses women empowerment through entrepreneurship in India. It provides definitions of empowerment from dictionaries and Wikipedia. It discusses the status of women in India historically and currently, including their roles in society, participation in independence movements, and current levels of literacy, work participation, and representation in government. Key figures who advocated for women's rights and empowerment are mentioned. The document outlines components of women's empowerment and examines current government programs and initiatives as well as success stories of individual women entrepreneurs in India who have started successful businesses. Areas for further action and empowerment are suggested.
The 10 most inspiring business women making a difference 2021 deanna latson ...Merry D'souza
Ciolook come up with the edition"The 10 Most Inspiring Business Women Making a Difference, 2021 "to celebrate female business leaders and Deanna Latson is the inspirational leader chosen to feature in our cover story.
Today, diversity and inclusion efforts at companies big and small are more important than ever. Across industries, businesses are prioritizing efforts to create an inclusive work culture that attracts and retains a diverse cadre of top-talent.
Lyft is at the forefront of these efforts, embedding diversity and inclusion in their recruiting and HR initiatives. Join Adrianna De Battista, Technical Recruiter and Tariq Meyers, Diversity and Inclusion Leader at Lyft to learn 3 diversity recruitment strategies that are driving Lyft’s D&I efforts to:
1. Source for diversity
2. Lower interview bias (structural and unconscious)
3. Partner with allies internally and in the community
Vandana Luthra is the founder and CEO of VLCC Healthcare, one of the leading beauty and wellness brands in India. In an interview with Insights Success, she discusses her journey establishing VLCC in 1989 despite facing challenges as a woman entrepreneur. She emphasizes the importance of adaptability, persistence, and hard work for entrepreneurs. Luthra also highlights VLCC's efforts to diversify its offerings using the latest technologies and cater to changing consumer preferences. She advises aspiring women entrepreneurs to have faith in themselves and their dreams.
Sarah Riegelhuth is an award-winning Australian entrepreneur and financial advisor. She is the co-founder of Wealth Enhancers, a financial advisory firm, and the League of Extraordinary Women. She has authored a book called Get Rich Slow and founded an online money management program called the 8 Week Money Makeover. She is a frequent speaker and media commentator on topics related to personal finance, entrepreneurship, and empowering women.
Case study: Attracting women to a male-dominated industry - St-BarbaraFlint Wilkes
St Barbara Mining has been working to increase the number of women in its predominantly male workforce. It faces challenges such as perceptions of mining as a "man's domain" and fewer qualified women applying for technical roles. St Barbara's strategies include recruiting more women, retaining female employees through flexible work and parental leave policies, supporting women's advancement, and conducting pay equity analyses to reduce the gender pay gap. Actions like training and targets have helped increase women in the workforce from 23% to a goal of 30% by 2018.
The document discusses women's empowerment and the need to create an environment where women can make independent decisions and prosper equally in society. It outlines several key aspects of empowerment, including improved mobility and social interaction, equal access to job opportunities and pay, involvement in decision-making, and access to and control over resources. However, barriers still exist like comparable pay issues and lack of policies supporting work-life balance. Overall, the document argues that while progress has been made, further changes are still needed to fully achieve empowerment and equality for women in India.
This document discusses entrepreneurship development and rural entrepreneurship. It defines an entrepreneur and rural entrepreneurship. It outlines several barriers to rural entrepreneurship, including lack of infrastructure, financial constraints, lack of technical know-how, inadequate knowledge, management problems, marketing problems, and human resource problems. It then discusses some of these barriers in more detail and provides examples. The document also discusses women entrepreneurship, the concept of women entrepreneurs, reasons why women become entrepreneurs, and functions and common problems faced by women entrepreneurs in India.
This document provides an agenda for the 2014 Women's Success Forum event being held by The Leadership Investment organization. The full-day event on October 2nd at the Colorado Convention Center includes a morning keynote speaker, three breakout session choices on leadership topics, a lunch recognizing successful women leaders, an executive panel discussion, and a closing networking reception. The agenda details the various speakers, sessions, and activities taking place at the event, which aims to help participants "Get Leadership Fit" through inspiration and connections with other leaders.
Maximizing your leadership Potential AbridgedRachel Moosa
This document discusses the lack of women in leadership positions globally and provides statistics showing women represent only 26% of Fortune 500 CEOs and 21% of executives. It argues that advancing women's equality could add $12 trillion to global growth, but that women currently generate only 37% of GDP despite making up half the world's working age population. The document advocates embracing women's strengths in leadership and creating flexibility in work schedules to help develop and retain more female leaders.
This document discusses the importance of corporate purpose and how companies are reexamining and defining their purpose. It provides perspectives from speakers at an event on corporate purpose. Some key points:
- Corporate purpose can guide a company's actions, culture, and impact. Successful companies like Disney were built around a strong sense of purpose.
- Modern companies are recognizing the importance of purpose in engaging employees and contributing to social good. However, purpose must be embedded throughout the organization, not just with leadership.
- Defining and living your purpose can help a company compete for talent, rebuild trust after crises, and achieve long-term sustainable success for all stakeholders. Leading through purpose-driven change allows companies to manage
This document describes the opportunity to become a Vistage Chair, which involves leading peer advisory boards for business executives. As a Chair, you would provide coaching, accountability, and experience-based perspectives to help CEOs reach their full potential. The role offers flexibility, prestige within the business community, and income potential ranging from $95K part-time to $350K full-time. Qualified individuals are experienced business leaders seeking a purposeful career focused on mentoring and developing other executives.
This study observed the green lizard (Lacerta bilineata) and wall lizard (Podarcis muralis) on roads in Western France over nine years. It found that L. bilineata predominantly basked by the road edge, while P. muralis mostly foraged. Spatial locations of road deaths reflected this, with P. muralis found further from the road edge on average. Both species were present on roads more in late summer and autumn, especially P. muralis, as indicated by live sightings and road deaths. Numbers of both species were higher than expected on roads through low-density urban areas and bordered by hedgerows. For P. mural
73 Where do snakes cross roads HJ_25(1)_pp_15-19Roger Meek
This document summarizes a study on snake road crossings and mortalities in western France. The study found that four snake species (Vipera aspis, Hierophis viridiflavus, Natrix natrix, and N. maura) crossed roads more often than expected next to woodland and low-density urban areas. Road crossing locations were also higher than expected in woodland and high-density urban areas based on snake abundance in those habitats. However, crossings near hedgerows were less frequent than expected given snake abundance, suggesting snakes were reluctant to emerge from habitat pathways. The study analyzed snake road mortalities and observations of live crossings to test whether crossing locations were related to roadside habitat
The Sydney Institute of Business and Commerce (SIBC) offers online diploma courses that can help students save time and money on their university degrees. SIBC's accredited diploma programs are recognized by several Australian universities for meeting entry requirements and allowing credit transfers. Students completing SIBC's online pathway programs can save an average of $30,000 on university costs and have better opportunities for part-time work while completing their degrees.
Public Affairs Round-up - MSLGROUP in India - February 2014Ashraf Engineer
As India strides towards the general election, the media and corporations are in overdrive trying to understand how the country will vote. Based on these projections are critical investments and other business decisions.
In the past few months, our television screens and newspaper front pages have been filled with pre-election surveys predicting seat share and impact on policy. Their results vary vastly, depending upon the methodology, the sample and timing.
In this edition of MSLGROUP in India’s ‘Public Affairs Round-up’ (PAR), Sanjeev Singh, a veteran in the art of the pre-election survey, writes about its evolution in India and the science behind it. Singh, the director of the Centre for Empowerment Studies, details the challenges in India and also compares them to those faced in the US.
We also analyse the passing of the Lokpal Bill and tell stories through numbers related to the election.
This edition is part of our ‘Voice of India 2014’, an insights programme based on the Lok Sabha poll. It will include infographics, blogs, editions of PAR, and much more.
The H&V News Awards are the largest celebration of excellence across the building services and HVAC sector. Read more about the best projects and companies in this winners brochure from the H&V News Awards 2015.
Of the mirros sensorial: Depiction of mirrors in the allegories of Five Sensesart-mirrors-art
Depiction of Mirrors in the allegories of Five Senses: from Hendrik Goltzius and Dirk de Quade van Ravesteyn via Rubens & Bruegel to Lubin Baugin and Sebastian Stoskopff.
See also the blog post about these painters, and their mirrors: http://artmirrorsart.wordpress.com/2013/09/30/1251/
The document provides an agenda and notes for a class on the US Constitution. It includes:
1) An introduction to the Constitution including why it is structured the way it is and key principles like federalism and separation of powers.
2) Details on the 3 branches of government and their powers as outlined in the Constitution.
3) Information on constitutional amendments including the process for amending and some that were proposed but failed.
4) Class activities like a debate on the Equal Rights Amendment and a scavenger hunt to find details in the Constitution.
Cosway Corp is a direct selling company operating in Asia and Australia with over 1,500 sales centers. It plans to expand to the US, Japan, UK, and other markets by 2011. As a member of the Berjaya Group conglomerate, Cosway Corp engages in direct selling of consumer products through a franchise-like model with no fees and no risks for franchisees. Franchisees can generate income from sales commissions and bonuses for expanding their business by opening new stores. The company saw over 6 months of strong performance after opening in Hong Kong and Taiwan.
David Hale has over 30 years of military experience including 23 years in intelligence, cyber, and identity intelligence. He has 17 years of experience working on cyber policy issues and coordinating SIGINT, biometrics, and clandestine operations. In his career, he has managed over 40 large IT projects and has held leadership positions such as Deputy Commander of the US Army Intelligence and Security Command. He currently holds security clearances and certifications in project management and IT service management.
The document discusses the Energy Savings Opportunity Scheme (ESOS) in the UK, which requires large companies and organizations to conduct energy audits and identify energy savings projects. It introduces the Sustainability Prospector tool, which analyzes companies against indicators like energy efficiency focus and sustainability commitment to rank them based on their interest in specific energy solutions. The tool provides energy service companies with targeted leads in the ESOS market to improve lead generation and sales productivity.
Lightning Talk, Ransom: Making the Case for Interactive Data Transformation T...ASIS&T
This document discusses using OpenRefine to clean data from the Schoenberg Database of Manuscripts. It describes how OpenRefine is an interactive tool for data transformation that allows cleaning large datasets by reconciling values, clustering similar values, and more. Contact information is provided for the authors or for more information on the freeyourmetadata.org website.
bfx and studio server - Bluebeam eXtreme Conference 2014bluebeamslides
Bluebeam develops advanced technologies to seamlessly work with your enterprise systems. Bluebeam’s bFX protocol enables Revu to open PDF files from a remote location, such as a website, add markups and post them back to the remote location. Studio Server allows you to host collaboration sessions behind your own firewall for enhanced security.
How to solve team building issues of growing startup?Offshorent
One of the most critical issues that growing startups are facing is the absence of a good team. The traditional models like onshore team building and freelancing are not viable options for startups.
The document summarizes two new clinical studies on Juice Plus+ that were published in peer-reviewed journals. One study found that healthcare professionals who took Juice Plus+ reported 20% fewer days with moderate or severe upper respiratory symptoms compared to a placebo group over a six-month winter period. The other study found that Juice Plus+ helped reduce oxidative stress caused by strength training exercises by attenuating increases in markers of oxidative stress after exercise. Both studies provide further evidence of the health benefits of Juice Plus+ supplements.
Data center interconnects multimode vs. single modeAngelina Li
The rapid growth in storage and computing services is driving an expansion in both the physical size
and overall computing power of the modern data center. This high-speed data interconnects linking
the individual optical elements within a data center are typically comprised of fiber optical solutions
(multimode or single-mode)
The document discusses common ways that people in education respond when faced with an ineffective or outdated approach that is no longer working ("riding a dead horse"). Some examples provided include tightening controls, increasing funding, forming committees to study the issue, blaming external factors, and making superficial changes rather than addressing the core problem. The overall message is that in education, outdated and failing approaches are often continued and propped up with additional resources rather than being discontinued.
The document outlines Kevin Kerrigan's role leading automotive initiatives for the State of Michigan and presents background on Michigan's automotive industry, including its economic impact, industry presence and trends driving its future; it then proposes establishing a Michigan Design Council to leverage the state's talent in industrial design and promote design-driven economic development.
How can we engage male allies? What's the ROI of inclusionary leadership? What internal struggles hold people back from becoming woke? What can we actually DO to end sexism, racism, and xenophobia?
The Ally's Journey - The 5 Step Process to Becoming an Inclusionary LeaderDale Thomas Vaughn
This document provides information to help recruit male allies in advancing gender equality and inclusion. It begins with an agenda covering how to recruit male allies, why unconscious bias training alone does not work, and how to change conversations from blame to accountability. It then lists top ways for organizations, women, and men to engage men in inclusion, such as bringing men together, having honest conversations about impact, and encouraging behaviors that support awareness. The goal is to establish metrics and accountability to drive business outcomes through improved diversity and inclusion.
The 10 Most Influential Businesswomen Making a Difference, 2022TheIncMagazine
Discover the trailblazing women shaping the business landscape in "The 10 Most Influential Businesswomen Making a Difference, 2022." Gain insights into the remarkable achievements, innovative strategies, and impactful contributions of these extraordinary leaders. Explore their inspiring journeys, empowering leadership styles, and the transformative impact they have had on their industries. Join us in celebrating the influential women driving change and setting new standards of success in the business world.
Women's Empowerment Principles: Why Business Should Care?Dr Lendy Spires
Most readers are likely to agree that our society should be gender equal. Yet, as the evidence clearly illustrates, the real situation in our country does not resonate well for our collective aspiration of becoming a powerhouse of the global economy. Our record, in the case of many indices related to gender, is at par with, or worse than, some of the least developed nations in the world. Of course, things are changing for the better, in our boardrooms, offices, on factory floors, in colleges, schools and most importantly, in our families. While addressing gender stereotypes, biases and discrimination, we as individuals should be under no illusion and acknowledge that none of us are free of gendered perceptions. Gender stereotyping is systemic in all societies. It is there in varying degrees in each of us and hence in all the institutions that we operate in. What we have to be aware of is that our socialisation often makes us blind to many of our gender biases. As businesses, we are known for our innovation, resourcefulness and ability to get things done.We can potentially be an important game changer for women’s empowerment. The Women’s Empowerment Principles (WEP) launched by the United Nations Global Compact (UNGC) and UN for Women on 8th March, 2010, on International Women’s Day, is an important point of departure for all of us who would like business to play a crucial role in ushering in a gender equal society. The task at hand, once we are committed to the cause, is not easy, and there is no ‘one size fits all’ solution. As part of our leadership commitment, we need to take a hard and comprehensive look at how we – as individuals, companies and sectors – impact the lives of women within our spheres of influence, both with internal and external stakeholders. We need to then put in place conscious systems that foster equality between men and women. Such actions cannot be considered altruistic efforts. They are driven by self-interest and would be increasingly imperative in a company’s effort to remain at the top.
This document outlines the business case for promoting women's empowerment and gender equality. It notes that women represent an important consumer market segment globally. Research shows that closing gender gaps in areas like employment and wages could boost economic growth. There is also a talent shortage facing companies, so promoting gender diversity helps companies access a wider pool of skilled workers. Studies have found that companies with gender-diverse boards and leadership teams tend to outperform those that lack diversity. Overall, empowering women makes good business sense by opening up new markets and talent pools for companies to tap.
This document summarizes a tool kit for credit union leaders on supporting women entrepreneurs. It discusses:
1) Research and a pilot project conducted from 2011-2013 on challenges women entrepreneurs face in growing their businesses.
2) Nine key lessons learned around how women are less likely than men to expand their businesses due to various barriers.
3) The benefits of using a "gender lens" and "impact investing" to help women access capital, work in equitable workplaces, and obtain suitable financial products and services to grow their businesses.
This document summarizes a course on empowering women entrepreneurs. It outlines that gender bias still exists and makes it difficult for women to succeed in business, but that there are ways to overcome these challenges. It encourages taking further lessons on the topic and identifying women facing barriers to help educate others on empowering women entrepreneurs. Next steps include networking with local groups, hosting an event to encourage women entrepreneurs, and establishing goals for professional and business development while involving community support.
This document summarizes a course on empowering women entrepreneurs. It outlines that gender bias still exists and makes it difficult for women to succeed in business, but that there are ways to overcome these challenges. It encourages taking further lessons on the topic and identifying women facing barriers to help educate others on empowering women entrepreneurs. Next steps include networking with local groups, hosting an event to encourage women entrepreneurs, and establishing goals for professional and business development while involving community support.
This document summarizes the key findings of a diversity research report by Kier Group. The main points are:
1) Kier aims to increase diversity within its workforce to better reflect society and attract top talent. It has launched various initiatives like a career campaign and employee networks focused on women, LGBT+, and ethnic minorities.
2) A survey of over 1,000 employees found that feeling valued was the top factor for success at work, regardless of gender. Flexible working was also very popular.
3) Retaining diverse employees requires supportive managers, strong policies, and a positive culture. Managers must role model inclusive practices and understand different employee needs and experiences.
4) Developing diverse talent
Women 2.0 is a nonprofit organization that aims to increase the number of female technology startup founders. It provides resources, mentorship and funding opportunities to over 30,000 members. The organization hosts various events including an annual startup competition called PITCH that has evaluated over 300 startups. Past PITCH winners like Foodspotting and Wildfire Interactive have gone on to receive funding. Sponsors of Women 2.0 events gain exposure to the organization's network of founders, executives and investors.
Women can spark change in the workplace by forming support groups to address shared challenges. Support groups provide mentoring, networking, skill-building and a sense of community. This helps women obtain career advancement, promotions and financial equality. One example is a group called Women's Athletic Fundraisers that raised money and promoted women's athletics at a university, positively changing facilities. Creating workplace support groups allows women to maximize their success through collaboration and building relationships.
· First e-Activity, suggest the major reasons why a well-integrate.docxoswald1horne84988
· First e-Activity, suggest the major reasons why a well-integrated communication process is important for the performance of any organization and the major reasons why such a process is particularly important in health care organizations. Support your response with at least (2) examples of communication methods used within the researched health care facility in your community.
·
·
· Second e-Activity, explore the concept of “cultural competence”, and justify its necessity as a permanent structure of the U.S. health care system. Support your response with at least (2) examples of the possible adverse effects on a health care facility of not practicing cultural competence.
§
Geetha Kannan
Head, Human Resources
ANZ India
e-mail: [email protected]
A First of Sorts
We have lately witnessed many 'first of sorts' inthe countiy — the tirst woman President of In-
dia, the first woman Speaker of the Lok Sabha, the tirst
Indian bom woman to lead a major American univer-
sity. Indian woman, being singularly referred to as a
good daughter, a dutiful wife or a loving mother is to-
day a myth, an acceptable departure from the current
avatar of the Indian woman. Women
of today have moved ahead and by ^^^^^^^^^^^^^
accepting diverse challenging roles
and achieving the impossible, have
given us justifiable reasons to be
proud of.
intuition, exceptional relationship building skills, and
an inclusive approach to decision-making.
Organizations worldwide recognize this and as a result
have dedicated departments focusing on diversity and
its implications to the business. In my work experience,
I have witnessed organizations that have come to real-
ize the benefits that gender differentiation offers and
count them as a blessing!
It is indeed surprising that four in 10
businesses worldwide have no
won\en in senior management posi-
tions while the number of Indian
women in senior positions has risen
to 14 per cent. With more and more
w^omen joining the corporate world,
the workforce in most organizations
is becoming increasingly diverse. The
success and competitiveness of these
organizations are highly dependent
on their ability to manage this diver-
sity effectively.
With more and more
women joining the
corporate world, the
workforce at most
organizations is becoming
increasingly diverse. The
success and
competitiveness of these
organizations are highly
dependent on their ability
to manage this diversity
effectively.
Do Women Make Better Managers?
lam often asked this controversial question: "Do women make
better managers?" I would like to link this question to
one of my observations - One day, my two daughters
asked their grandparents' choice on the colour of socks
that would go with the outtits they had plarmed to wear
for the day.Their grandfather's prompt response was to
tell them to wear what they Hked! On the other hand,
their grandmother stepped in and asked more questions,
assessed the situation, and helped them decide. This is
just a com.
The document discusses strategies for achieving diversity and inclusion in the workplace. It provides statistics showing the growing diversity of the US population and workforce. It then discusses challenges such as unequal pay for women and lack of diversity in management. The document recommends developing a diversity action plan that includes getting management commitment, conducting an assessment, setting hiring goals, and specific actions to increase diversity like expanding recruiting efforts and training. The goal is to leverage diversity to gain competitive advantages like appealing to customers and innovating.
This document summarizes Harvey Nash's initiatives to promote gender diversity in the workplace. It discusses their mission to help businesses build diverse teams and help women advance their careers. It then outlines several of Harvey Nash's diversity initiatives, including Inspire, Aspire, the Women's Directorship Programme, and programs in the US like Attract. Retain. Advance. and the Executive Women in IT Networking Group. The document concludes by discussing how Harvey Nash facilitates change through research, events, and ambassadorship to accelerate gender diversity.
Diversity and Innovation are both important dimensions to achieve business growth. BCG shared in a recent study that entities with above average diverse workforce can generate 45% more revenues from innovation. With International Women's Rights Day today find a point of view I delivered on 7 March at the IICF conference in London. You will also find a few tactics to consider as part of the strategic design of your initiative.
The 10 most successful shepreneurs to watch in 2019Swiftnlift
Shepreneurs are driving change in various sectors, businesses, and industries, and rightfully deserve to be celebrated. The day is also a reminder that we need to foster talent and help enable women from all across the globe, from different strata and backgrounds into the arena.
‘In this special issue, we introduce 10 most promising shepreneurs to watch in 2019 in order to assist business to choose the right companies. We have featured shepreneurs as the cover story. It specializes in the use of emerging techniques and practice for developing nation.
We have introduced profiles of Spabreaks, Intengine, Pheiff Group Inc, Connected Living, N-able Plus Co.Ltd, Elemed, WomenInTrucking, gracious, Joelle Group, CEDEM AG.
Our in-house editors have come up with some adroitly written articles such as –Women, entrepreneurship & empowerment through self-actualization, shoutout to the leader of tomorrow, the women who dared to dream, How Can Entrepreneurs Survive a Recession? Handle it like a Woman.
“There is no force more powerful than a women determined to rise”
The company aims to celebrate female success within the corporate world in its upcoming edition “The 10 Most Influential Businesswomen to Follow in 2020.
Financial Institutions – It is possible to retain and grow female talent. Mark Freed
The business case clearly demonstrates that gender diversity in financial services is good for boards, good for management, good for business, good for the economy and the right thing to do.
So why do so many businesses allow valuable female talent to slip through their fingers?
In this report we explore what the Big Four consultancies (Accenture, Deloitte, EY and PWC) are saying and doing about investing in women, and how we at E2W are reversing the trend and growing and retaining female talent for the financial sector.
Discover the barriers holding companies back from having the diversified teams needed to boost their results, ignite innovation and excellence. Learn what can be done to bridge the gap.
1.
December 7, 2014
Casey Dawes
Media Director
Missoula Businesswomen’s Network
PO Box 4524
Missoula, MT 59806
Dear Ms. Dawes,
This information kit is being provided to you to introduce Catalyst, a nonprofit organization that
seeks to expand opportunities for women in business and encourage organizations to promote
diversity in the workplace.
The purpose of this kit is to offer a brief summary of what our organization does and to help
promote our newest campaign, #DisruptTheDefault, which seeks to enlist the help of
individuals, groups, and organizations to further women and diversity in business. The
information kit includes:
A backgrounder on Catalyst
A news release detailing our new partnership with Japan
A fact sheet about our #DisruptTheDefault campaign
A position statement on women in the STEM industry
A brochure for Catalyst highlighting Catalyst’s Awards and Practices
You are welcome to use any and all of the information provided in this kid. After reviewing
these materials, you will find Catalyst to be of interest to your organization and partnerships. We
hope you utilize this information and share in the efforts to create a workplace full of diversity
and inclusion.
If you have any questions about the materials in this kit or would like to learn more about
Catalyst and #DisruptTheDefault, please contact me at (646)388-7744.
Sincerely,
Summer Bruso
Public Relations Contact Person
120 Wall Street, Floor 15 New York, NY 10005
Tel: (212)514‐7600 Fax: (212)514‐8470 Web: catalyst.org
2. 120 Wall Street, Floor 15 New York, NY 10005
Tel: (212)514‐7600 Fax: (212)514‐8470 Email: info@catalyst.org
About Catalyst
Catalyst is a nonprofit organization that seeks to expand opportunities for women in business and
encourage organizations to promote diversity in the workplace. Catalyst was founded in 1962 by
Felice N. Schwartz who saw the inequity women faced in the work environment and sought out
ways to improve the situation. Catalyst invites men, women, and organizations to come together
to foster an environment of inclusion that will change business and society for the better.
Catalyst serves many regions across the globe including the United States, Canada, Europe,
India, and Japan. Global participation allows Catalyst to reach a variety of cultures and
organizations. (Catalyst)
Catalyst believes knowledge is power, therefore, research is the cornerstone of Catalyst’s
mission. This research serves to provide information about women and minorities participation
in the business world. In addition to research, Catalyst provides other tools and services – such
as the Catalyst Award, consulting services, and training seminars – that raise awareness of the
benefits of diversity in business. (Catalyst)
Since its inception, Catalyst membership has grown. There are over 700 member organizations
that participate in and support Catalyst’s mission. Member organizations provide practical,
proven methods of diversity and inclusion practices that others can incorporate in their own
organizations. These member organizations have come together to create a community of
experts who wish to share goals, experience, and knowledge with other individuals and
organizations. (Catalyst)
For more information about Catalyst or to become a member, visit catalyst.org or call
(212)514-7600.
#####
3. September 28, 2014
Media Contact Japan: Natsuko Mochizuki
Email: catalyst@moonlightwave.com
Media Contact US: Ellen Parlapiano
Phone: (646) 388-7778
“Catalyst Enters Japan Marketplace”
-Honors Prime Minister Abe-
(Tokyo, Japan) – Catalyst announced today that they are entering the Japanese market, bringing global
expertise in expanding opportunities for women in business. During the USJC-ACCJ* Women in
Business Summit, Catalyst presented Prime Minister Shinzō
Abe with a commendation for his contribution to furthering the advancement of women in the workplace.
US Ambassador to Japan Caroline Kennedy was also in attendance.
This announcement comes just ten days after the United States celebrates the 94th
anniversary of the
passage of the Nineteenth Amendment to the US Constitution granting all American women suffrage.
Japan is seeing dramatic changes in their demographics. With a low-fertility rate and a shrinking
working-age population and over-all population, Japan is seeing the need, economically and socially, for
encouraging women to participate in the workforce. Many Japanese women would like to stay in the
workforce, however, 60 percent stop working after the birth of their first child (Catalyst, 2014).
By partnering with Catalyst, the Japanese business community and government will be better equipped
with the tools necessary to advance diversity and gender equality in the workplace. Catalyst Japan will
help develop programs to help women realize their full working potential and financial independence.
“Japan is making the serious connection between women’s advancement and economic growth, and our
entry into the country supports and celebrates this...” said Deborah Gillis, President and CEO of Catalyst.
Catalyst is a nonprofit organization dedicated to developing opportunities for women in business.
Catalyst has offices in the United States, Canada, Europe, Asia, and India. Catalyst provides education,
research, information, and advice about women in the workplace to more than 500 member organizations
dedicated to promoting diversity in the workplace. Catalyst honors the exemplary initiatives of these
organizations, and is excited to have Japan join in the mission.
For more information about Catalyst and Catalyst Japan, visit www.catalyst.org.
* US-Japan Council-American Chamber of Commerce in Japan
# # #
4. NEWS from
Catalyst: Changing workplaces. Changing lives
Media Contact: Susan Nierenberg
(646)388-7744 snierenberg@catalyst.org
October 12, 2014
FOR IMMEDIATE RELEASE
Catalyst Launches #DisruptTheDefault Campaign
To Encourage Organizations to Get Involved in the Advancement of Women
Advancing women in the workplace is Catalyst’s ultimate goal. By developing
#DisrupttheDefault, Catalyst seeks to encourage active participation by individuals and
organizations to promote and develop initiatives to advance women’s roles in business.
“Pointing out the problem is not enough. You have to be part of the solution” Deborah Gillis,
President & CEO, Catalyst (Catalyst)
1. What is Catalyst?
Catalyst is a nonprofit organization dedicated to developing opportunities for women in business.
Catalyst has offices in the United States, Canada, Europe, Asia, and India. Catalyst provides
education, research, information, and advice about women in the workplace to more than 500
member organizations dedicated to promoting diversity in the workplace. Catalyst honors the
exemplary initiatives of these organizations.
2. What is #DistruptTheDefault?
#DistruptTheDefault was launched on October 1, 2014. It seeks to enlist the help of individuals,
groups, and organizations to further women and diversity in business. #DisruptTheDefault is an
action oriented initiative that seeks immediate, meaningful change and involvement from the
business community and individuals within organizations. #DisruptTheDefault is an outreach
initiative that seeks to quash the traditional views of women’s roles in the workplace by offering
tips, statistics, and various ways to expand opportunities for women.
3. How can I get involved?
It is easy for you to get involved any time, any where! You can attend business meetings,
conferences, or training seminars hosted by your company, asking questions about new methods
to recruit qualified women. Talk to others about the issues women in business encounter.
Speak with men and encourage them to promote diversity in their workplace. YOU can make a
difference in your community by defining and personalizing these issues. YOU have the ability
to speak at business meetings, church conferences, neighborhood events, book club, even at the
5. dinner table. Have confidence that you are qualified, influential, and relevant to create
awareness and make a change. (Gillis, 2014)
4. How can I share information regarding #DisruptTheDefault?
Catalyst encourages you to take the pledge to #DisruptTheDefault by submitting to us the ways
in which you promise to make an impact. Share this pledge with other individuals and
organizations on your Facebook, Twitter, and LinkedIn accounts. Social media is a great tool to
spread messages quickly and broadly.
5. What are some issues women encounter in the workplace?
There are several obstacles women must navigate. Women in post-MBA entry level positions
make an average of $4,600 less than their male counter-parts
(Silva & Carter, 2010). Men are often given high-visibility, mission-critical projects that elevate
their experience and role in an organization. Women, on the other hand, are tasked with less
important projects and are often given limited resources such as budget and supporting staff
(Silva, Carter & Beninger, 2012). Women are often held to higher standards than their male
counterparts but receive smaller rewards. Women must advance based on their performance
history rather than their performance potential (Catalyst, 2007).
6. Why is it important for men to #DisruptTheDefault?
Men hold 85 percent of the executive positions and 96 percent of the CEO positions in the
United States. They are critical in changing the status quo. Since men hold the vast majority of
executive and management positions, it is imperative that men be involved in facilitating change
within organizations. If men are aware of gender bias in the workplace, they are more likely to
recognize it and affect change in their organizational culture. Men need to understand that
equality in the workplace furthers the organizations mission and, in the long run, their overall
success within the organization (Catalyst, 2012).
7. How can men make get involved?
There are many organizations men can be a part of: Men Against Sexism, National Coalition
Against Domestic Violence, Fostering Caring Masculinities, and many more. All of these
organizations promote gender equality and provide education and outreach programs to
communities and organizations. As individuals, men can make a huge difference in the lives of
women they work with by listening to their concerns, speaking out against gender bias, pay
attention and listen to what they have to say (Catalyst, 2012).
8. Are there available resources I can use to #DisruptTheDefault?
YES! Catalyst has a vast quantity of resources available to anyone who wishes to use. We have
an experienced staff and outside contributors that continually research and publish relevant and
current data. Catalyst has an expansive knowledge center where a variety topics can be
researched. We encourage you to do your own research and develop your own initiatives for
advancing women in the workplace.
###
6.
A Catalyst Position Paper
Women in the STEM Industry
The STEM industry – science, technology, engineering, math – is projected to grow by
17 percent from 2008 to 2018 (Langdon, McKittrick, Beede, Khan, & Dorms, 2014).
While women participation in the STEM industry has grown since the 1970’s they still
make up only 27 percent of the STEM workforce (Huhman, 2012). Catalyst believes
more needs to be done to encourage women to enter this growing field as well as to
remain within the field.
Our Observations about Women in the STEM industry…
Women make up half of the total workforce yet remain an underutilized talent across the STEM
industry spectrum. Women hold 41.3 percent of all STEM degrees (Landivar, 2013, p. 19). We
believe the lack of female role models, outsider mentality, and unclear evaluation standards have
an effect on the reasons why women do not enter or stay in these fields. We further contend that,
even with the same education as men, women in entry-level STEM positions enter the workforce
with in lower level positions, thus creating a pay and position gap from the beginning of their
career.
…STEM history
Women have, in general, been
underrepresented in the workforce. However,
this disparity is seen more clearly in STEM
industries. Even though women hold 60
percent of all bachelor’s degrees, only 20
percent have STEM degrees. This affects a
wide array of organizations and the public
because women’s talents are not being
recognized or encouraged. Television and
movies often portray women as successful
doctors or lawyers, however, the male
stereotype of computer programmers,
engineers, and technicians still endures
(Huhman, 2012).
In 1970, 3 percent of women were
engineers, 14 percent physical scientists, 15
percent mathematicians, 15 percent computer
scientists, and 17 percent social scientist.
While women’s involvement in social science
has increased to 61 percent participation,
math, physical and computer science, and
engineering have not seen much improvement
with 47, 41, 27, and 13 percent respectively.
(Landivar, 2013, pp. 5-6)
This trend is continuing. More and more,
women are being left behind in the STEM
industry. For example, women have seen a
decrease in computer science participation
since the 1990’s (Landivar, 2013).
…the barriers
Jocelyn Goldfein, director of engineering
at Facebook, said in an interview, “The reason
there aren’t more women in computer sciences
is because there aren’t more women in
computer science” (Huhman, 2012). One of
the main barriers women face is the lack of
Contact: Susan Neirenberg
snierenberg@catalyst.org
7. female role models in the industry, which
leads to women feeling like outsiders within
their organization. Because the STEM
industries are male
dominated fields,
women feel like they do
not fit in with not only
their teams but with the
organization. Women
say they feel different
then their co-workers.
This feeling of being an
outsider affects job
performance and ultimately, lead to women
leaving the field (Beninger, 2014, p. 5). If
women leave the industry, they do not gain the
experience or the notoriety necessary to act as
mentors for younger generations or role
models girls aspiring to STEM careers.
Another barrier we found is that women
do not perceive clear evaluation standards
provided to them by the organization. Women
believe their supervisors do not set clear
expectations of their role and performance.
Again, not having other women to work with
or female role models to look to, women rely
on transparency on how they will be evaluated
(Beninger, 2014, p. 7).
The most significant barrier women face
in the STEM industry is that often, they are
awarded lower-level entry positions than their
male counterparts. 55 percent of women
compared to 39 percent of men will start in an
entry-level position even though women have
comparable education backgrounds. This
position gap leads to a gap in pay and
advancement opportunities. Lower-level
positions pay less and are farther from top-
level positions meaning a woman must work
harder and longer to achieve the same results
as men (Beninger, 2014, p. 2).
Our Response…
At Catalyst, we believe women have a
unique perspective to offer the workplace.
They are just as
intelligent, motivated,
educated, and creative as
their male counterparts.
For these reasons, we
believe there needs to be
more done to promote
and encourage women to
participate in the STEM
industries.
There are many ways in which
individuals, organizations, and industries can
reach out and recruit successful women and
maintain a growth of participation. Catalyst
works diligently across the globe to promote
diversity in the workplace. We seek to
empower women – and men – to seek ways to
diversify their world.
Recommendations…
First, early education and inspiration for
girls and young women is critical. By creating
curriculum in primary schools, girls may
develop an interest in the STEM industry.
Bring female experts into the schools. Girls
need to be provided with a female role model
and given the expectation that she can
succeed. Also, schools need to develop
programs and encourage female participation
that give them the skills, experience, and
confidence to perform in the STEM industry.
Second, provide equal pay for equal
experience and educational background. This
will provide motivation for women to
participate in their field. Also, women need to
be awarded the position levels afforded to men
in the beginning of their career.
Finally, organizations need to set clear
expectations and evaluation criteria.
Transparency is important when women feel
like outsiders with no one they can relate to.
8. Who is Catalyst?
Founded in 1962 by social activist Felice
N. Schwartz, Catalyst is a non-profit
organization whose mission seeks to
develop opportunities and advance women
in the business community. Catalyst
provides research, education, support,
tools, and outreach programs to help men,
women, and organizations around the
world promote diversity and inclusion in
the workforce. Catalyst seeks to make a
global impact for women with offices in
the United States, Canada, Europe, India,
Japan, and Australia and partners with
other organizations in many other
countries and regions.
Catalyst Awards and
Practices
Get Involved and Be
Recognized!
Catalyst
120 Wall Street, 15th Floor
New York, NY 10005
phone: +1 212 514 7600
fax: +1 212 514 8470
Practices@catalyst.org
For further information about Catalyst and
our programs, visit us on the web
www.catalyst.org
Interested in nominating your or another’s
organization?
Contact us!
9. Need assistance developing
and analyzing your
organization’s Practices?
Catalyst can help! Catalyst can provide
your organization with assistance in de-
veloping new organizational Practices.
Further, Catalyst provides example Prac-
tices from organizations around the
world to use as inspiration or frameworks
for your organization.
There are many activities your organiza-
tion’s Practices can focus on:
Diversity Recruitment
Leadership Development
Mentoring and Sponsorship
Board Preparation Programs
Work/Life Effectiveness Support
Catalyst Practices
Catalyst defines its Practices as strate-
gies that support diversity and inclusion
efforts, including both programs specific
to a group or region, and broad, compa-
ny-wide strategies that further the ad-
vancement of women and other diverse
groups.
Percent of Practices each region contributes
Catalyst Award
Has your organization made positive,
proven, measurable cultural changes that
advance women and diversity?
Every year since 1987, Catalyst
recognizes organizations that develop
innovative ideas which promote the
advancement of women and encourage
diversity. Winners of the Catalyst Award
must demonstrate proven, measurable
success of their diversity initiatives
ranging in scope from race and gender, to
religion, nationality, and disability. An
organization can be big or small and
located in any part of the world. If you
are interested in being a Catalyst Award
candidate, you can nominate your own
organization. However, many candidates
are located through Catalyst’s research
efforts.