Women striking out on their own can be a great solution, but it shouldn't be the only solution. Women shouldn’t have to opt-out of corporate America to make work and family work.
We could drive diversity metrics off the chart if every white male executive officer/senior leader would develop a succession plan for his position that would fill his role with someone different - someone whose identity doesn’t match his own.
This is a running list of companies that have been hit with shareholder derivative lawsuits for claiming to have a commitment to diversity but lacking any evidence of it on its board and executive team. The list includes links to articles with more detail re: the lawsuits.
White people have to be involved in dismantling systems of racial inequality, just like men have to be engaged in the work it will take to dismantle the structures of male privilege and replace them with something better. Who do they think created those systems and structures in the first place?
There were supposed to be big celebrations on August 26 - the 100th anniversary of the 19th amendment. With its ratification, women had secured the right to vote. But nothing about 2020 has been as we expected. And instead of big parties we’ve got virtual get-togethers and webcasts. If we can find the time to tune in.Continue reading...
It's a myth that women and people of color lack the ambition needed to advance up the ladder. Ambition is a more complicated issue than either you have it or you don’t; it has to be recognized and supported to be sustained.Continue reading...
Even in the midst of a global reckoning on racial injustice, companies are still basically sending us the bug letter.
Levi's CEO Chip Bergh was refreshingly candid in a recent interview when compared to what we’ve been hearing from many of his peers. Here's why I think it's worth a listen.