Bentley University's PreparedU Project examines the unique challenges and opportunities facing millennial women in the 21st Century workforce. How can they be prepared for success? What roles do parents, companies, mentors, higher education institutions, and millennial women themselves need to play? Drawing on the results of the PreparedU survey, this infographic storybook moves past the problems to highlight solutions grounded in data and in the personal stories of women leaders at all stages of their careers. Learn more at www.bentley.edu/prepared and follow the conversation on Twitter with #PrepUWIB.
Bentley University PreparedU Project: Millennial Women in the WorkplaceBentley University
The Bentley University PreparedU Project features a comprehensive Preparedness Survey that uncovers the “why, what, and how” behind the millennial generation’s challenges in the 21st century workplace. The survey results serve as a springboard for a wide-ranging conversation and a call to action for stakeholders to find innovative ways to prepare millennials for career success and a fulfilling life.
To learn more about the survey’s initial findings, visit Bentley.edu/Prepared.
A key area covered in the study is perceptions of the career preparedness of millennial women compared to millennial men. The survey results present a striking challenge: While respondents see women as better prepared for their first jobs after graduating from college, respondents give men the advantage when it comes to the likelihood of overall career success.
Ready for Work: 7 Ways to Better Prepare Millennials for WorkBentley University
How can we better prepare millennials for the workforce? The U.S. unemployment rate for people aged 20 to 24 is nearly twice that of those aged 25 to 34, according to the bureau of labor statistics. While there’s been plenty of talk about the challenges millennials face as they enter the workforce, there’s been less discussion of how to actually fix the problem. In an attempt to move this conversation forward, Bentley University asked leaders in higher education and business how they would solve it. The outcome of those conversations, supported by survey research conducted by Bentley and KRC Research, is Bentley’s “Ready for Work: 7 Ways to Better Prepare Millennials for the Workplace.”
For more information go to: http://www.bentley.edu/prepared They're about to be the largest workforce in US history, but are they ready for the 21st century workplace? And is it ready for them? In our ongoing PreparedU Project, Bentley university looks into the mind of the millennial to find inspiration and opportunity.
Across the globe flexible ways of working are
becoming increasingly the norm in business.1 The
benefits that are leading businesses and workers to
opt for more flexible work solutions, whether flexible
work-time or alternative location arrangements, are
manifold and range from a better work/life balance for
workers, to increased motivation. Flexible working is
also acknowledged to be a driver of economic growth
with governments calling for changes in working
practices. In the UK for example more than threequarters
of the public (79%) and around two-thirds
(69%) of MPs believe that more needs to be done
to help organisations implement flexible working to
stimulate economic growth.2
This eBook will cover common characteristics associated with millennials, how they react to the evolution of technology and interact with the world around them, the ways businesses need to adjust, and what this means for the future of work.
Bentley University PreparedU Project: Millennial Women in the WorkplaceBentley University
The Bentley University PreparedU Project features a comprehensive Preparedness Survey that uncovers the “why, what, and how” behind the millennial generation’s challenges in the 21st century workplace. The survey results serve as a springboard for a wide-ranging conversation and a call to action for stakeholders to find innovative ways to prepare millennials for career success and a fulfilling life.
To learn more about the survey’s initial findings, visit Bentley.edu/Prepared.
A key area covered in the study is perceptions of the career preparedness of millennial women compared to millennial men. The survey results present a striking challenge: While respondents see women as better prepared for their first jobs after graduating from college, respondents give men the advantage when it comes to the likelihood of overall career success.
Ready for Work: 7 Ways to Better Prepare Millennials for WorkBentley University
How can we better prepare millennials for the workforce? The U.S. unemployment rate for people aged 20 to 24 is nearly twice that of those aged 25 to 34, according to the bureau of labor statistics. While there’s been plenty of talk about the challenges millennials face as they enter the workforce, there’s been less discussion of how to actually fix the problem. In an attempt to move this conversation forward, Bentley University asked leaders in higher education and business how they would solve it. The outcome of those conversations, supported by survey research conducted by Bentley and KRC Research, is Bentley’s “Ready for Work: 7 Ways to Better Prepare Millennials for the Workplace.”
For more information go to: http://www.bentley.edu/prepared They're about to be the largest workforce in US history, but are they ready for the 21st century workplace? And is it ready for them? In our ongoing PreparedU Project, Bentley university looks into the mind of the millennial to find inspiration and opportunity.
Across the globe flexible ways of working are
becoming increasingly the norm in business.1 The
benefits that are leading businesses and workers to
opt for more flexible work solutions, whether flexible
work-time or alternative location arrangements, are
manifold and range from a better work/life balance for
workers, to increased motivation. Flexible working is
also acknowledged to be a driver of economic growth
with governments calling for changes in working
practices. In the UK for example more than threequarters
of the public (79%) and around two-thirds
(69%) of MPs believe that more needs to be done
to help organisations implement flexible working to
stimulate economic growth.2
This eBook will cover common characteristics associated with millennials, how they react to the evolution of technology and interact with the world around them, the ways businesses need to adjust, and what this means for the future of work.
This UKTI report, written by The Economist Intelligence Unit, looks at how to foster an entrepreneurial mindset both through education systems and business experience, and what makes entrepreneurs thrive. Read more>>http://bit.ly/16vlYCB
The 2013 Kelly Global Workforce Index (KGWI)
brings work and workplace insights sourced from
more than 120,000 respondents from 31 countries
across the Americas, EMEA and APAC regions.
This fourth installment, on the topic of Social
Media and Technology examines the way that
social media is impacting on job selection, career
choice and recruitment in general. Just as social
media has changed the nature of communications
across communities, it is breaking down barriers
in the workplace. Employees are more social
and more connected, and want access to the
technologies and platforms that will enable them
to share their working lives with a wider audience.
In partnership with Weber Shandwick, KRC Research conducted 23 in-depth, guided, qualitative interviews among C-level and other top executives to understand the challenges and opportunities of doing business in disruptive times.
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
The goal of the CEO & Gender Media Audit was to understand the media coverage of CEOs in various situations and determine if there are differences in the way male and female CEOs are covered.
Millennials and the Future of Work: Survey ResultsElance-oDesk
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years.
Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
The new world of work is coming. Today, employees can make new choices regarding work flexibility and balance as they carry the task remotely.
There's been an increased demand for remote employment on a global scale. This opened the job market for businesses that want to go all-in on distributed teams or use the hybrid approach, especially now that people connect with coworkers outside their area. The epidemic creates a chance for enterprises to expand globally while bringing more inclusion and diversity.
For companies who plan to start their international expansion, the simplicity of working from home will be giving rise to operational complexity. In that matter, dealing with global HR consultants that can facilitate a smooth transition to a new order at work can be beneficial. Like Employer of Record Services (EOR) providers that offer international payroll solutions, employment permit, and immigration services. Most of them have local expertise that ensures full compliance with taxation and labor laws. Get started today and embrace the change coming.
In an industry in which nearly 80 percent of the workforce is female, why are there still pay and opportunity gaps and what is the event industry doing about it?
The Gender Gap At The Top: What's Keeping Women From Leading Corporate America?Subha Barry
This Working Mother research project takes a comprehensive look at the experiences of women - and men - at all levels of corporations to ascertain what perceptions and realities are keeping them out of the highest ranks and to offer real solutions to close the gap.
This UKTI report, written by The Economist Intelligence Unit, looks at how to foster an entrepreneurial mindset both through education systems and business experience, and what makes entrepreneurs thrive. Read more>>http://bit.ly/16vlYCB
The 2013 Kelly Global Workforce Index (KGWI)
brings work and workplace insights sourced from
more than 120,000 respondents from 31 countries
across the Americas, EMEA and APAC regions.
This fourth installment, on the topic of Social
Media and Technology examines the way that
social media is impacting on job selection, career
choice and recruitment in general. Just as social
media has changed the nature of communications
across communities, it is breaking down barriers
in the workplace. Employees are more social
and more connected, and want access to the
technologies and platforms that will enable them
to share their working lives with a wider audience.
In partnership with Weber Shandwick, KRC Research conducted 23 in-depth, guided, qualitative interviews among C-level and other top executives to understand the challenges and opportunities of doing business in disruptive times.
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
The goal of the CEO & Gender Media Audit was to understand the media coverage of CEOs in various situations and determine if there are differences in the way male and female CEOs are covered.
Millennials and the Future of Work: Survey ResultsElance-oDesk
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years.
Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
The new world of work is coming. Today, employees can make new choices regarding work flexibility and balance as they carry the task remotely.
There's been an increased demand for remote employment on a global scale. This opened the job market for businesses that want to go all-in on distributed teams or use the hybrid approach, especially now that people connect with coworkers outside their area. The epidemic creates a chance for enterprises to expand globally while bringing more inclusion and diversity.
For companies who plan to start their international expansion, the simplicity of working from home will be giving rise to operational complexity. In that matter, dealing with global HR consultants that can facilitate a smooth transition to a new order at work can be beneficial. Like Employer of Record Services (EOR) providers that offer international payroll solutions, employment permit, and immigration services. Most of them have local expertise that ensures full compliance with taxation and labor laws. Get started today and embrace the change coming.
In an industry in which nearly 80 percent of the workforce is female, why are there still pay and opportunity gaps and what is the event industry doing about it?
The Gender Gap At The Top: What's Keeping Women From Leading Corporate America?Subha Barry
This Working Mother research project takes a comprehensive look at the experiences of women - and men - at all levels of corporations to ascertain what perceptions and realities are keeping them out of the highest ranks and to offer real solutions to close the gap.
A ManpowerGroup whitepaper on female leadership. Making the case for more women leaders in businesses today. Find out how to get them and keep them in your organisation.
Strategies on how to attract and retain female talent - LVI Associates.pdfonline Marketing
Covering the state of diversity in the transportation market, LVI Associates Principal Consultant Sarah Davis discusses the challenges hiring managers and job seekers face within engineering, as well as how firms can attract female talent in a competitive market, and the importance of retention. please visit: https://www.lviassociates.com/disciplines/transportation
Women are less likely to receive the first critical promotion to manager—so far fewer end up on the path to leadership—and are less likely to be hired into more senior positions. Women also get less access to the people, input, and opportunities that accelerate careers. As a result, the higher you look in companies, the fewer women you see.
This disparity is especially pronounced for women of color, who face the most barriers to advancement and experience the steepest drop-offs with seniority.
How to Attract and Retain Female Talent - LVI Associates.pdfonline Marketing
Covering the state of diversity in the transportation market, LVI Associates Principal Consultant Sarah Davis discusses the challenges hiring managers and job seekers face within engineering, as well as how firms can attract female talent in a competitive market, and the importance of retention. Please visit: https://www.lviassociates.com/blog/2022/09/attract-retain-female-talent-in-engineering
Phaidon International continues the 2017 Inclusive Talent Series in March discussing the challenges faced by women group within STEM industries; Attraction, Retention and Advancement.
Women in Management - The Power of Role ModelsStephen Wills
Women make up half of the world’s population, but they are nowhere near making up half of the leadership contributions. When it comes to management, women make up 60% of junior managers, but by the time you get to the top ranks this number barely makes it into the low double digits – and still fewer among our biggest businesses. Why?
Visit - www.ProcurementCentral.com
Hays ondersteunt de promotie van vrouwen op de werkvloer. Veel bedrijven hebben een tekort aan vaardigheden in huis en het vergroten van het aantal vrouwelijke professionals kan helpen om dit probleem aan te pakken. Het verbeteren van toegang tot talent, stelt organisaties beter in staat om prestaties te vergroten, te groeien en toekomstig succes veilig te stellen.
McKinsey Global Survey results: Moving mind-sets on gender diversity: To ens...Lucia Predolin
Moving mind-sets on gender diversity: McKinsey Global Survey results
To ensure that corporate culture supports—not hinders—the ability of women to reach top management, companies must address mind-sets and develop a more inclusive, holistic diversity agenda.
Happy International Women's Day. Cracking the Case. Why you need women leader...Mika Wilén
Maat, jotka ovat onnistuneet sukupuolten välisen tasa-arvon toteuttamisessa, ovat muita kilpailukykyisempiä. Silti naiset ovat yksi suurimmista alihyödynnetyistä osaajaresursseista maailmassa – ja erityisesti yritysten johtotehtävissä. Miksi? Johtuuko tämä siitä, että yritysten henkilöstökäytännöt eivät ole tältä vuosisadalta? Mihin asioihin ylimmän johdon tulisi kiinnittää huomiota, jotta muutos olisi mahdollinen? Lue lisää: Cracking the Case .
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...Meghan Daily
In 2012, there were no more women in top leadership positions at Fortune 500 companies than in 2011.
There are a few who successfully make it to the top of their field, but it is a long, hard climb. Among them are familiar names like Meg Whitman, Oprah Winfrey, Indra Nooyi, and Hillary Rodham Clinton.
These are all very different women—from different backgrounds, with different education and careers spanning different industries. What they do have in common is the role that mentoring played in helping them along the way.
Hays Global Gender Diversity Report 2016Hays Portugal
De acordo com um inquérito realizado pela Hays junto de mais de 11.500 inquiridos em 24 países, por ocasião do Dia Internacional da Mulher, homens e mulheres têm percepções muito diferentes quanto à desigualdade entre géneros a nível profissional.
O relatório analisa as respostas dos inquiridos em factores como ambição, auto-promoção, igualdade salarial, oportunidades de carreira e políticas de diversidade de género nas empresas.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
2. SHARE
chart/graphic
College and university enrollment among
young women has risen steadily over the
past decade. As more female graduates
enter the workforce, how can we help them
achieve long-term career success?
In January 2014, Bentley University released the Bentley
Preparedness Survey, conducted by KRC Research, to explore the
preparedness gap that millennials face in today’s workforce. A key
area covered in the survey is the perception of career preparedness
and advancement of women in the workplace compared to men.
Based on this research and third-party data, Bentley University
has uncovered core challenges, realities and perceptions that
millennial women encounter upon entering the workplace.This
report also identifies solutions for further advancing the role of
women in business.
Included are real-world insights from CEOs, public figures,
corporate recruiters and millennial women.
OVERVIEW
3. SHARE
of women hold
senior management
positions.1
The average woman working
full time in America makes
just 77 cents for every
dollar earned by a man.4
“...in 2014, that’s an
embarrassment.”
President Barack Obama, April 2014
Read more on Equal Pay Day and the President’s
Executive Orders to prevent workplace discrimination
The struggle for gender equality
in the workplace continues into
the 21st century.
26%
4.2%
of Fortune 500
companies were run
by female CEOs.2
In 2013 only
and
10%
of Fortune 500 companies
had zero women
on their board.3
4. SHARE
Over three-quarters of male business
decision-makers believe men are better suited
to succeed in the business climate today.
Perceptions
surrounding gender
in the workplace
illustrate a deep-
rooted bias.
Are these perceptions contributing to an “ambition gap”?
As documented in The Confidence Gap, by Katty Kay and Claire Shipman, research
shows that women underestimate their abilities and performance compared to
men, even when performance quality is the same.
Even female business decision-makers
doubt their own cohort: only 4 in 10 say
they are better suited.
Even among young women and men,
the gender bias persists within the next
generation. The majority of millennials
feel that men are better suited to
succeed in today’s business climate.
Men 75%
vs.
Women 62%
Read The Atlantic feature on The Confidence Gap
5. SHARE
Change is happening.
Workforce readiness
among women is high and
the wage gap is narrowing,
but very slowly.
More than 8 in 10
business leaders grade
women higher than men
on two competencies
important to success in
business: organization
and communication/
interpersonal skills.
59% of Americans, including 61%
of corporate recruiters and 51% of
business decision-makers, believe
that women are better prepared
for success in their first job.
1979 2011
82%
62%
Over 32 years, an increase of 20% is not enough.
As of 2011, women working full time still earn
just 82% of what men earn.5
earning parity
6. SHARE
Americans believe
that women are more
prepared for entry-
level positions due to
their skills, but when it
comes to who is better
prepared for their
entire career, men are
given the upper hand.
A perceptual disconnect
has emerged.
Among business decision-makers
and corporate recruiters, the
perception that men are better
prepared for long-term career
success is deeply entrenched.
“Men are seen as better prepared
for lifelong career success based
on general perception rather than
concrete evidence.”
Gloria Larson, President of Bentley University
CAREER PREPAREDNESS
Men 53%
Women 47%
Business Decision-Makers Corporate Recruiters
Top reasons cited for women’s
and men’s success in their first job
WOMEN
Work harder 18%
Better organization skills 14%
More prepared 12%
MEN
Experienced 12%
More men are hired 7%
Men are better 6%
39%
61%
46%
54%
women
men
7. SHARE
Closing the Gender Gap: Four Examples
The Preparedness Study identified four factors
that influence the perception of women’s success
in the workplace.
FOUNDER & CEO,
MARKETING ZEN GROUP
SUZANNE ROEDER
DAVID LUCEY JILL GUSTARTIS
SHAMA KABANI
RECRUITING DIRECTOR,
EPSILON
ASSISTANT VICE PRESIDENT,
STATE STREET
VP, HUMAN RESOURCES,
BAIN & COMPANY
PARENTAL ENCOURAGEMENT
1
LACK OF OPPORTUNITY
2
MENTORSHIP PROGRAMS
3
WORK-LIFE BALANCE
4
8. SHARE
of business decision-makers
believe this to be true.
53%
of millennial men
say they’ve been
encouraged to
go into business.
of millennial
women say they’ve
been encouraged
to go into business.
say women do not receive
enough encouragement to
enter the business world.
55%
62%
46%
PARENTAL
ENCOURAGEMENT
My parents always encouraged me to create
my own career. By being entrepreneurs
themselves, they embodied what it means to
make the most of every opportunity.”
SHAMA KABANI, on how her parents influenced her to
start her own business.
For more insight from Shama Kabani, read her Forbes article,
“How To Get More Women in Tech and Business”
Among those who say not
enough women are pursuing
degrees in business today...
SHAMA KABANI FOUNDER & CEO, MARKETING ZEN GROUP
9. SHARE
of men believe this to be true.
of women believe they do not
have as many opportunities
in business as men.
DAVID LUCEY RECRUITING DIRECTOR, EPSILON
Ask for what you want, because the
worst they can say is no. Go forward
with confidence and be upfront with
your career goals.”
DAVID LUCEY, on advice for millennial women
rising in the workplace
report an opportunity
gap between men
and women.
OPPORTUNITIES
Among millennials who
say not enough women are
pursuing degrees in business...
46%
47%
51%
45%
of millennial women
report an opportunity gap.
of millennial men report
an opportunity gap.
51%
39%
Among all respondents...
10. SHARE
say that women-specific
networking events
and women-specific
corporate mentorship
programs would better
prepare women to
succeed in business.
JILL GUSTARTIS ASSISTANT VICE PRESIDENT, STATE STREET
When you meet with a mentor who is or
has been in a place in their career that you
strive to be in, it’s a great reminder of what
you aspire to be and why.”
JILL GUSTARTIS, on inspiring young professionals
through mentorship
MENTORSHIP
of non-millennial women
Read more about why taking a broad view
of mentorship is important
50%
over
11. SHARE
WORK-LIFE BALANCE
SUZANNE ROEDER VP, HUMAN RESOURCES, BAIN & COMPANY
Companies must create the right environment
and platform for talent to succeed – regardless
of gender. This includes ‘hardware,’ such
as gender parity programs and incentives,
combined with ‘software,’ in the form of
committed leaders and managers who
promote opportunities for constant learning.”
SUZANNE ROEDER, on how companies can help advance
the role of women in the workplace
Respondents were asked whether they believe it
is getting easier or getting harder for women to
have a successful career and personal life.
of women say it’s getting easier to achieve
a successful career and personal life.
of men say it’s getting easier for women to
achieve a successful career and personal life.
59%
50%
of CORPORATE
RECRUITERS are
likely to say this.
of HIGHER EDUCATION
INFLUENTIALS are
likely to say this.
of respondents say family and other
constraints hold women back more
than they hold men back.
53%
67%
64%
12. SHARE
The goal of the PreparedU Project is to
identify and advance solutions that prepare
millennials for success not only in their first
job, but throughout their career.
There are five principal stakeholders who
have a role to play.
Parents
Policymakers
Higher Education Influencers
Business Leaders
Millennial Women
13. SHARE
Parents should encourage their daughters
to explore business careers given the
variety of leadership opportunities
they present. Business skills are highly
transferable and key to longterm
success in many fields.
SOLUTIONS
INFLUENTIAL MOTHER OF JILL GUSTARTIS, ASSISTANT VP, STATE STREET
SUE GUSTARTIS
ROLE OF PARENTS
“
SUE GUSTARTIS, on encouraging her daughter’s career aspirations
Business-related fields are extremely
broad and every career has some form of
business associated with it. Jill developed
good study habits early on from my
nagging. It makes for a stronger, well-
rounded person. Everyone can benefit from
encouragement—no matter the age.”
14. SHARE
Public policy initiatives that open the
door for women in leadership are pivotal.
The Massachusetts Women’s Leadership
Fellowship is a prime example of an initiative
designed to expand access to leadership
opportunities for women. In March 2014,
Massachusetts Gov. Deval Patrick and Bentley
University’s Center for Women and Business
(CWB) partnered to launch the fellowship.
“
SOLUTIONS
PUBLIC POLICY
MASS. SECRETARY OF LABOR AND WORKFORCE DEVELOPMENT
RACHEL KAPRIELIAN
This is a model that gives highly educated,
highly motivated women leaders a real shot
at making policy changes and strategic
decisions that get results.”
RACHEL KAPRIELIAN, on how the Massachusetts Women's
Leadership Fellowship can be a model for change
Learn more about the Massachusetts
Women’s Leadership Fellowship
15. SHARE
Although data show that women are seen as
adequately prepared by higher education, colleges
and universities can take an active role in helping
women prepare for long-term success.
Universities should encourage gender studies
courses and workplace training programs for men
and women to arm millennials with the broad
perspectives and skills necessary to succeed.
SOLUTIONS
PROFESSOR OF MANAGEMENT & SENIOR DIRECTOR, BENTLEY UNIVERSITY CENTER FOR WOMEN AND BUSINESS
SUSAN ADAMS
HIGHER EDUCATION
“
Provide realistic previews of the workplace in
courses, internship experiences and extra-
curricular programming, so women are ready to
meet challenges that require attitude development,
specific skills and business acumen.”
SUSAN ADAMS, on what colleges and universities can do to help
Learn more about how gender intelligence
provides a competitive advantage
16. SHARE
SOLUTIONS
BUSINESS LEADERS
PRESIDENT, CEO AND DIRECTOR AT HOUGHTON MIFFLIN HARCOURT
LINDA ZECHER
How can business leaders cultivate
workforce transformation that sets
women up for success? Strategies include
formalized mentorship programs, networking
opportunities, competitive pay, female
recruitment and flexible work-life policies.
“
Opportunity is often the greatest challenge
for millennial women. While great
strides have been made…businesses
need to be more open to new talent and
provide emerging female leaders with the
opportunities to progress.”
LINDA ZECHER, on how employers can offer more opportunity
Learn more about how businesses can foster
environments for women’s success
Tips for nurturing talent
with support and direction
17. SHARE
Millennial women should take the initiative and
seek out mentorship, but the entire onus should
not rest on them. While one-on-one mentoring
relationships are important, employers should take
a broad view of mentoring. Toni Wolfman, from the
Bentley University Center for Women and Business,
suggests inviting a group of women in junior-
level positions to a casual lunch that encourages
informal, open dialogue.
SOLUTIONS
MILLENNIAL WOMEN
CLASS OF 2015, BENTLEY UNIVERSITY
ANGELA SCOTT
“
I want to change the way the business world
and society in general views women. I want to
prove that this is no longer a man’s world, but
a world where we can all thrive and succeed in
every aspect of our lives.”
ANGELA SCOTT, on transforming perceptions and career prospects
Read Toni Wolfman’s article: “Why Professional Women Aren’t
Reaching the Top — And 5 Ways Other Women are Changing That”
18. SHARE
TAKE ACTION
You’ve read insights and stories from
The PreparedU Project on millennial women in
the workforce—now add yours.
Join the PreparedU Project by tweeting with
#PreparedU and visiting Bentley.edu/PreparedU.
SOURCES
1
http://www.mckinsey.com/insights/organization/changing_companies_minds_about_women
2
http://www.catalyst.org/media/catalyst-2008-census-fortune-500-reveals-women-gained-little-ground-advancing-business
3
http://www.catalyst.org/media/catalyst-2008-census-fortune-500-reveals-women-gained-little-ground-advancing-business
4
http://www.whitehouse.gov/blog/2014/04/08/taking-action-honor-national-equal-pay-day
5
http://www.pewsocialtrends.org/2013/12/11/on-pay-gap-millennial-women-near-parity-for-now/