The most effective way for companies to ensure their most talented women do not go unnoticed for promotions and plum assignments is through sponsorship, according to a new report by Catalyst, the US non-profit diversity group.
Executive coaching companies are keen publishers of their insights, and my bookshelf of titles on women at the top includes a good few. Usually I do not blog about them, and believe me, you should be grateful.
But last week I came across a book that should be read by any aspiring career woman (or man). Break Your Own Rules: How to Change the Patterns of Thinking that Block Women’s Paths to Power, by Jill Flynn, Kathryn Heath and Mary Davis Holt, distils the experience of the authors’ decades of coaching experience and their careers at senior levels of large companies.
What started as a series of informal social gatherings among the high-ranking women at State Street, the Boston-based financial services provider, has become a fully fledged effort to develop and promote female managers.
Female bosses get a bad rap. There’s even a word for them. No, not that word. I am talking about the term “queen bee”.
Indra Nooyi, chairman and chief executive of PepsiCo, the US beverages group, has been urging the world’s biggest corporations to involve more women in management.
Odgers Berndtson, the executive recruitment company, today publishes the results of a survey of more than 100 senior women working in financial services in the City of London.
Catalyst, the US-based diversity think-tank, has published a new report in its Advancing Women in India series that benchmarks 56 companies with headquarters in India or that are subsidiaries of global businesses with head offices in Europe or the US.
Catalyst, the US-based think-tank, has just published a new report compiled from the responses of 700 respondents based in Europe at senior levels – 55 per cent of whom were women and 45 per cent men. The focus was on executives in large companies (60 per cent of the companies surveyed had 10,000 or more employees, and 85 per cent had a global scope).
As the bonus season is upon us and banking in the headlines, it is worth examining board diversity in the world’s largest financial institutions.