Tag Archive: Catalyst

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    by Angie Chang

    Sheryl Sandberg Hopes Women Lean In And Men… Man Up? (How Men Can Support The Women’s Movement)

    How to help men help women succeed in business and life.

    By Angie Chang (Co-Founder & Editor-in-Chief, Women 2.0)

    Facebook COO Sheryl Sandberg has certainly sparked discussion with her new book Lean In: Women, Work, and the Will to Lead, released this week. Amidst the debate of whether she should or can lead the next generation of young women to become ambitious leaders, I dread the never-ending onus criticism of women. Now what about the men who want to support, and can support, women as leaders?

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    by Angie Chang

    Women, Thought Leadership, Mentorship And Sponsorship (Day 1: Grace Hopper Celebration)

    Takeaways from an afternoon at Grace Hopper Celebration in Baltimore Convention Center.

    By Angie Chang (Co-Founder & Editor-in-Chief, Women 2.0)

    The first day of the three-day Grace Hopper Celebration of women in computing kicked off with an afternoon of panels and talks about thought leadership, mentorship, sponsorship and more leadership exercises. Around four thousand women engineers and academics are in attendance, as well as women from tech companies recruiting Grace Hopper conference attendees.

  3. Woman-at-Lunch
    by Angie Chang

    Why It Pays To Mentor Women… Literally

    Mentoring and supporting more junior employees makes good sense for your own career.

    By Leah Eichler (Contributing Writer, Femme-O-Nomics)

    It’s time to stop the blame game. You know, the one where women quietly admit to each other that senior female executives play a role in the gender gap by not supporting more junior women or even thwarting their rise. It’s often referred to as the “queen bee” syndrome, meaning that there is only enough room for one of us at the top.

    I hear it all the time but each additional reference adds to my disappointment since the myth itself hinders the advancement of women. Firstly, it reinforces the belief that women should blame each other for their lack of professional growth. Secondly, it

  4. gender equal opportunity or representation
    by Angie Chang

    A Few Good Men Wanted To Talk About Workplace Diversity

    What are the new rules to engagement for talking about gender in the workplace issues?

    By Leah Eichler (Contributing Writer, Femme-O-Nomics)

    Is gender equality in the workplace a women’s issue?

    One would think so, considering that most discussions on the topic appear to take place between women. At some point, this ongoing dialogue of liked-minds produces limited returns. Preaching to the choir may be a feel-good way to reinforce your own beliefs but new voices need to enter the fray to actually influence change. By new voices, I mean we need a few good men to talk to other men about gender issues in the workplace.

    Anecdotal evidence aside, a survey released last week

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    by Angie Chang

    Investing In Women – And Not Just In The Abstract

    Some firms are giving investors the option to invest in companies that promote gender equality.

    By Alice Korngold (Blogger, Fast Company)

    You can probably name the CEOs of many global corporations – but you might not be able to name the people who serve on the boards. Nor might you be able to say how many women serve on the boards.

    And yet, corporate boards make decisions that affect shareholder value, company brand and reputation, global economies and industries, employment, the environment, human rights, the fortunes of suppliers and distributors, health care and pensions, and much more. And studies show that companies with more women on boards and in leadership positions outperform – financially and otherwise – companies with fewer women.

  6. 4208255182_29bba692e0_z
    by Angie Chang

    Tech’s Glass Ceiling Stronger Than Ever: Companies Aren’t Telling

    By Bianca Bosker (Technology Editor, The Huffington Post)


    Though the tech sector prides itself on disruption, innovation, and a total disregard for the status quo, there’s one part of it that appears impervious to change: the glass ceiling.

    Even as other traditionally male-dominated sectors, such as financial services industry, have diversified their ranks by adding more female leaders, the tech industry has lagged behind in admitting women to top roles, as well as tracking their progress in the workplace, according to a Thomson Reuters report examining changes in gender equality between 2005 and 2010.

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    by Angie Chang

    Good Intentions Alone Won’t Help Women Rise To The Top

    By Leah Eichler (Contributing Writer, Femmonomics)

    When Jim Leech took the helm as president and CEO of the Ontario Teachers’ Pension Plan in 2007, he inherited an executive team that, except for one member, looked largely like him — male. The gender balance now tilts the other way, with 5 female members out of 9 on the executive team, including the chairwoman of the board.

    “I think that it is a classic mistake to hire in your own image,” Mr. Leech says. “The stereotype of ‘CEO equals male’ doesn’t resonate with me. I’ve been de-conditioned,” he jokes light-heartedly. To explain their success at promoting female talent, Mr. Leech references its in-house mentoring program

  8. 685454345_45a7ece370_z
    by Angie Chang

    Get a Sponsor to Fast-Track Your Career

    By Christine Silva (Director of Research, Catalyst)

    By now, you probably know how important it is to have a mentor — someone who provides career advice and suggestions. Indeed, recent Catalyst research shows that women were actually more likely than men to have mentors -— so we’ve got that message loud and clear. What not everyone realizes, though, is that a sponsor -— someone who is senior in your organization, has clout at the decision-making table, and actively advocates on your behalf when it comes to promotions or development opportunities —- is critical to getting ahead.

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    by Angie Chang

    Working Women Hot Topic This Week

    By Darah Hansen (Contributing Writer, Vancouver Sun)

    Catalyst has published a new study linking women’s career success to on-the-job sponsorship by someone in a key position:

    “Good sponsors can supercharge a woman’s career by providing her with access to essential networks, bringing her achievements to the attention of senior-level executives, and recommending her for key assignments,” Ilene H. Lang, President and CEO of Catalyst, said in a media release.

    “Effective sponsors also provide career coaching and

  10. handshake isolated on business background
    by Angie Chang

    Tech is Really a Man’s Man’s Man’s World

    By Linda Forrest (Associate, Francis Moran & Associates)


    Reading a recent post about the role formal education plays in entrepreneurship, I was reminded of an article I read a few months ago about the “real reason women quit engineering.”

    In Stemming The Tide: Why Women Leave Engineering, two University of Wisconsin-Milwaukee professors report on their survey of over 3,700 women with engineering degrees. They found that just one in four women who had left the field reported doing so to spend more time with family.