The Washington Post February 11, 2013 By Joan C. Williams When children were asked in a 1999 study whether they spend enough time with their parents, they had something interesting to say. They have quite enough time with their mothers, thank you. What they wanted was more time with their fathers. Not too much has changed in the past decade. …
travelweekly April 21, 2017 By Admin Despite doing better than most sectors, the travel industry still has too few women in senior management positions, says business psychologist Dr Amanda Potter, chief executive of Zircon Management When it comes to gender equality, there are many reasons for the travel sector to feel good about itself. Research on women in senior management …
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Go to Meeting Registration Fight Back with Bold Bills: #StrongerCA 2018 Legislative Agenda for Gender Equity Webinar Date: Friday, June 22, 2018 Time: 12:00 – 12:45 p.m. Pacific Time (US and Canada) Cost: Free California is leading the nation on bold legislation to ensure women’s equality. The Stronger CA 2018 Legislative Agenda will help end workplace sexual harassment, close the …
LA Times August 7, 2017 By Tracey Lien and David Pierson When Google realized in 2013 it had a diversity problem, it followed the corporate playbook by introducing workshops to train employees about hidden biases. But four years later — and after sending three-quarters of its 70,000 employees through sensitivity training — the Mountain View tech giant is now reeling …
The San Diego Union-Tribune May 21, 2016 By Kate Morrissey If San Diego were to shrink the gender gap in its workforce even moderately, the metro area could increase its gross domestic product by about $23 billion by 2025, according to a new report from the McKinsey Global Institute. That’s about a 9 percent boost to the current estimated growth, …
Peterson Institute of Economics
Marcus Noland, Tyler Moran, and Barbara Kotschwar
Analysis of a global survey of 21,980 firms from 91 countries suggests that the presence of women in corporate leadership
positions may improve firm performance. This correlation could reflect either the payoff to nondiscrimination or the
fact that women increase a firm’s skill diversity. Women’s presence in corporate leadership is positively correlated with
firm characteristics such as size as well as national characteristics such as girls’ math scores, the absence of discriminatory
attitudes toward female executives, and the availability of paternal leave. The results find no impact of board
gender quotas on firm performance, but they suggest that the payoffs of policies that facilitate women rising through the
corporate ranks more broadly could be significant.
Women occupy 19.9 percent of corporate board seats for S&P 500 companies, up less than one percentage point from last year, a new report finds. Catalyst, a nonprofit organization in New York that monitors workforce inclusion and advocates for gender parity, characterized the increase from 19.2 percent as “glacially slow” progress. The group’s annual report is to be released today. …
