For the last four years, companies have reported that they are highly committed to gender diversity. But that commitment has not translated into meaningful progress.
Women continue to be vastly underrepresented at every level. For women of color, it’s even worse. Only about one in five senior leaders is a woman, and one in twenty-five is a woman of color.
Progress isn’t just slow—it’s stalled. And we know why.
In corporate America, women fall behind early and continue to lose ground with every step
At a time when women were widely expected to spend a life in the home, Lee shattered one glass ceiling after another. From speaking out in the classroom to organizing Chinese American women to secure the right to vote, Lee’s bold vision for Chinatown is very much alive in our community today
Now a postdoctoral research associate at the University of Arizona’s Steward Observatory, Mutlu-Pakdil analyses data collected from telescopes to help unravel the mysteries of the universe—especially how galaxies form and change over time.
While Mutlu-Pakdil and her team continue to study the intriguing object, she hopes that her work and her story will inspire other immigrants and students, especially those from underrepresented communities.
In 1993, Ellen Ochoa became the first Latina to travel to space after a career in STEM that built up to that moment and yet one of her top career lessons comes from a different part of her life.
“From my Marine friends, I learned to keep focus on two things: (1) accomplish the mission and (2) take care of your people,” shares Ochoa. “If you do #2 well, then your team will take of #1.”
As she thinks back on the things that helped her when exploring a career in STEM, particularly during a time when diversity was less present, Ochoa credits professors who mentored her and helped her visualize the future she wanted for herself and encourages Latinas at the start of their careers to do the same.
The stories, accomplishments and lives of Black women have never traditionally had a place of importance in mainstream history. For centuries, achievements reached by Black women have only ever been celebrated in the Black community, amongst those who knew how big of a deal it was. But as the years have gone by, society has learned not only to embrace these milestones, but finally celebrate the noteworthy accomplishments Black women have brought to the table: Althea Gibson was the first Black woman to compete in the Wimbledon Championships (and win, paving the way for Venus and Serena Williams); Michelle Obama became the first Black First Lady of the United States, who used her platform to spread knowledge about equality, nutrition and general kindness.
But before the world knew the Gibsons, the Obamas and the Harrises, there were the Chisholms, the Hamers and the Mahoneys. From as far back as the 1800s to present day, Black women have been shaking up societal norms and becoming vanguards for positions now deemed normal for a Black woman today to have. These seven women took admirable steps in their respective fields over the last 141 years to become medical experts, politicians, inventors and the like so the Black woman of today could follow their dreams as well.
One former Colonel Lorna M. Mahlock reached the crowning achievement of becoming the first black female brigadier general to serve in the Marines.
This content functions as a complimentary resource for those who would like to guide their business culture toward an environment of equality — in turn driving positive returns, contributing to employees’ overall satisfaction at work and thereby decreasing employee turnover, contributing positively to the global economy, and acting as leaders in their industry.
Representing roughly a fifth of employees in the oil and gas industry, women account for a significantly smaller share of the workforce than they do in almost any other sector. These women also work disproportionately in office jobs; they have a very limited presence both in technical roles, which are often considered prerequisites for career advancement, and in upper management. The upshot: oil and gas companies are failing to fully leverage a potentially sizable and critical pool of talent.