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RESOURCE LIST | FACTSINITIATIVES | WONDERWOMEN

The following resources–including fact sheets, reports, research papers, surveys, etc.–are sorted alphabetically by source.

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Women of Color In Corporate Management: Opportunities and Barriers

Business Employment & Leadership

1999

This report, the third in Catalyst’s multi-phase study on opportunities and barriers for women of color in management, focuses on the first-hand experiences of women who identify themselves as African-American, Hispanic, and Asian-American. The report assesses the current environment and describes corporate initiatives that reduce turnover and enhance mobility.



http://www.catalyst.org/publication/57/women-of-color-in-corporate-management-opportunities-and-barriers



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

Women in Financial Services: The Word on the Street

Business Employment & Leadership

2001

This report compares the work-related experiences, perceptions, and attitudes of women and men working in pipeline- and senior-level positions in the financial services industry. While this industry is one marked by low representation of women at senior levels and rumored to be replete with difficulties for women’s advancement, it also is seen as a meritocracy in which hard work is the key to success. Although the majority of both men and women in financial services are satisfied with their current positions and employers, women report the existence of subtle discriminatory practices.



http://www.catalyst.org/publication/90/women-in-financial-services-the-word-on-the-street



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

Women in Management – Global Comparison

Business Employment & Leadership

2009

Series of tables reporting Global numbers on women in management.



http://www.catalyst.org/publication/215/women-in-management-global-comparison



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org
Corporate Boards

The Bottom Line: Connecting Corporate Performance and Gender Diversity

Business Employment & Leadership

2004

Catalyst used two measures to examine financial performance: Return on Equity (ROE) and Total Return to Shareholders (TRS).4 Upon examining 353 Fortune 500 companies,5 Catalyst found that there is a connection between gender diversity and financial performance. In addition, we confirmed that this connection between gender diversity and financial performance is evident for the overall sample of 353 companies and for the majority of industries for which we have enough data to study.



http://www.catalyst.org/publication/82/the-bottom-line-connecting-corporate-performance-and-gender-diversity



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

U.S. Women in Business

Business Employment & Leadership

2010

Fact Graphic



http://www.catalyst.org/publication/132/us-women-in-business



Source: Catalyst, Inc.
Type: Research Report - Non Profit Org

The Hidden Brain Drain Task Force: Women and Minorities as Unrealized Assets

Business Employment & Leadership

2006

Mission Statement of the Hidden Brain Drain Taskforce: This project centers on the creation of a Task Force comprised of leaders and experts from the private sector and academe. The focus: how to create the conditions that allow employers to better retain and more fully tap into the productive energies of women and persons of color over the lifespan. The Task Force will meet over a three-year period and will both examine key policy challenges and develop a second generation of policy and practice with enough heft and traction to drive change.



http://worklifepolicy.org/pdfs/initiatives-taskforce.pdf



Source: Center for Work Life Policy
Type: Research Organization

To Make Investors Happy, Hire a Woman as CFO?

Business Employment & Leadership

2009

A new research study says investors appear to respond more favorably to certain financial moves by companies whose CFOs are women. The unpublished study, co-written by a Boston College assistant professor and a Ph.D. candidate at the school, purports to show that the stock market reacts more favorably to both acquisition announcements and secondary equity offerings made by companies whose finance function is run by women.



http://www.cfo.com/article.cfm/13056001/c_13090433?f=home_todayinfinance



Source: CFO.com
Type: Article

When Women Rank High, Firms Profit

Business Employment & Leadership

2008

To investigate the connection between women senior managers and firm performance, Ross and Dezsö examined such performance metrics as the market-to-book ratio, return on assets, return on equity and annual sales growth from 1992 to 2006 for the largest 1,500 U.S. firms .Findings showed that having a higher percentage of women in senior management positions up to the CEO level — in most cases, just having a single female — is positively associated with better firm performance. For companies with a female CEO, however, the association with firm performance is neutral or negative. This suggests that female senior managers do add value to their firms but that whatever special qualities female managers may have are neutralized by the unique attributes of the CEO position.



http://www4.gsb.columbia.edu/ideasatwork/feature/137194/When+women+rank+high,+firms+profit?&layout=cbs_print&top.region=main



Source: Columbia Business School
Type: Press Release

“Girl Power”: Female Participation in Top Management and Firm Performance

Business Employment & Leadership

2008

Working paper discussed in the article above, available for download with the link to that article.



http://www4.gsb.columbia.edu/ideasatwork/feature/137194/When+women+rank+high,+firms+profit?&layout=cbs_print&top.region=main



Source: Columbia Business School
Type: Research Report - Non Profit Org

WIN Blog

Business Employment & Leadership


Women's Initiative blog moderated by Barbara Adachi, National Managing Principal of the Initiative for the Retention and Advancement of Women. WIN is about challenging conventional wisdom, leading innovation and simply making the workplace a better place for all of us to be. So it's only fitting that WIN fire up the first blog to help define the next generation workplace and workforce—out there in the world, as well as here at Deloitte.



http://blogs.deloitte.com/winblog/



Source: Deloitte
Type: Blog

The Initiative for the Retention and Advancement of Women: Annual Report

Business Employment & Leadership

2007

In 2007 Deloitte focused on a number of innovative programs to improve talent and growth strategies. After a successful pilot, Mass Career Customization was made available to 20 percent of their U.S.-based professionals. In 2008 it will be extended to the rest of the organization as par of the Corporate LatticeTM, which gives all employees greater career flexibility. They also continued to pilot their “Women as Buyers” workshops and will offer them more broadly this year. Report also includes statistics on performance and retention as well.



http://www.deloitte.com/view/en_US/us/About/Womens-Initiative/3e68e8e99defd110VgnVCM100000ba42f00aRCRD.htm



Source: Deloitte
Type: Program Annual Report

Unleashing Potential: Women’s Initiative Annual Report

Business Employment & Leadership

2010

In 1993, Deloitte had fewer than 100 women partners, principals, and directors (P/P/D). Now they have more than 1,000. Their gender turnover gap has virtually disappeared. The Shriver Report: A Woman’s Nation Changes Everything recently named them a model employer, and they received their second Catalyst Award. This report summarizes the programs, initiatives, and numbers for the WIN Initiative.



http://www.deloitte.com/view/en_US/us/About/Womens-Initiative/c9b4f2f8646fa210VgnVCM1000001a56f00aRCRD.htm



Source: Deloitte
Type: Program Annual Report
Harnessing Our Strengths: Diversity & Inclusion Annual ReportBusiness Employment & Leadership

2010

Annual report of diversity and inclusion initiatives at Deloitte, featuring statistics and discussion of the integration of the D&I initiative and the WIN initiative

http://www.deloitte.com/assets/Dcom-UnitedStates/Local Assets/Documents/DAR_sm FINAL.pdf

Source: Deloitte
Type: Program Annual Report
Wall Street's Most Powerful WomanBusiness Employment & Leadership

2008 April 1

Profile of Erin Callan, CFO of Lehman Brothers, and why she and other Wall Street women have been unable to claim the top seat of any bank.

http://www.entrepreneur.com/growyourbusiness/portfoliocombusinessnewsandopinion/article192032.html

Source: Entrepreneur.com
Type: Article
Realizing Success Together, Creating Gender EquityBusiness Employment & Leadership

2008

We know that women must be seen, and their ideas heard, to gain the exposure and experience that leads to career growth. Men and women alike champion our emerging female leaders through formal and informal programs that make a difference in each individual's development.

http://jobs.flexpaths.com/files/upload_files/innovative_people_initiatives_read_more_301_1257252351.pdf

Source: Ernst & Young
Type: Research Report - For Profit Org
Bosses Must Shore Up Diversity Against DownturnBusiness Employment & Leadership

2008 October 20

Crisis and recession will put to the test many projects that were easy to pursue during the years of prosperity. Inevitably, one will be the commitment of companies to diversity in the workforce. However deep the downturn, no executives will admit their devotion to employing and promoting staff of different background, gender and mindset has ebbed.

http://www.bridgepartnersllc.com/Article/Print/9/FINANCIAL-TIMES-Bosses-must-shore-up-diversity-against-downturn.ashx

Source: Financial Times
Type: Article
We Must Break the Male Cartel in the WorkplaceBusiness Employment & Leadership

2008 April 23

Male dominance in the marketplace works like a cartel: it impedes proper functioning of the market by barring talented women from top jobs. The old boy network should be busted like any other cartel. But women, too, must adjust.

http://www.ft.com/cms/s/0/21ce935a-1137-11dd-a93b-0000779fd2ac.html

Source: Financial Times
Type: Article
Why Women Managers Thrive in a Down TurnBusiness Employment & Leadership

2009 March

Global stock markets have been collapsing since the beginning of 2008. Analysts and economists are now looking for companies that are resisting the crash. Research on companies from the French CAC 40 stock exchange index* indicates that the more women there were in a company’s management, the less the share price fell in 2008. A significant coefficient of correlation links the two variables.

http://www.ft.com/cms/s/0/27836d74-04e4-11de-8166-000077b07658,dwp_uuid=1d22aad4-0732-11de-9294-000077b07658.html

Source: Financial Times
Type: Article
A Final Push Can Break The Glass CeilingBusiness Employment & Leadership

2010 November 17

New research provides an explanation as to why women have a hard time reaching the upper echelons of corporate leadership: women who are qualified to lead stall not for lack of drive, but for lack of a push. Unlike men, senior women often lack the backing needed to propel them into upper management – a powerful executive sponsor in their line of command prepared to go out on a limb for a chosen protégé and push for their next promotion. Having such a sponsor, the data show, boosts prospects for advancement by 23 per cent for men, and 19 per cent for women. But while executive women often have mentors dispensing friendly advice, they’re much less likely to have sponsors than their male counterparts.

http://www.ft.com/cms/s/0/186d2054-f1ba-11df-bb5a-00144feab49a.html - axzz16hhycQlX

Source: Financial Times
Type: Article
The Top 50 Women in World BusinessBusiness Employment & Leadership

2010 November 17



http://www.ft.com/cms/s/2/bb9e07dc-a9ba-11de-a3ce-00144feabdc0.html - axzz16dHZ2Kin

Source: Financial Times
Type: Top Women Lists
Smart Women Equal Stronger CompaniesBusiness Employment & Leadership

2009 September 15

Despite today's tough marketplace, far-seeing firms are building bench strength through programs that help women claim and sustain their career ambitions.

http://www.forbes.com/2009/09/15/wall-street-layoffs-gender-forbes-woman-leadership-management.html

Source: Forbes
Type: Article

2010 Most Powerful Women

Business Employment & Leadership

2010



http://www.forbes.com/wealth/power-women/gallery

Source: Forbes
Type: Top Women Lists
The 2010 Most Powerful Women ... and 2011?Business Employment & Leadership

2010 September 29

Blog posting on the latest rankings and report of who is on the rise and may make the cut next year.

http://postcards.blogs.fortune.cnn.com/2010/09/29/the-2010-most-powerful-women-and-2011/

Source: Fortune
Type: Blog Entry
Do Women Lack Ambition?Business Employment & Leadership

2004 April 1

For men, ambition is considered a necessary and desirable part of life. Most women, however, associate ambition with egotism, self-aggrandizement, or manipulation. Getting to the bottom of why this is so required study of what ambition consists of--for both sexes. In childhood, the research uncovered, girls are clear about their ambitions. Their goals are grand and they make no apologies for them. The underlying problem has to do with cultural ideals of femininity. Women face the reality that to appear feminine, they must provide or relinquish scarce resources to others--and recognition is a scarce resource. Although women have more opportunities than ever before, they still come under social scrutiny that makes hard choices--such as when and whether to start a family or advance in the workplace--even harder.

http://hbr.org/product/do-women-lack-ambition/an/R0404B-PDF-ENG?N=4294958509 516172 4294935049

Source: Harvard Business Review
Type: Research Report - Non Profit Org
Why Men Still Get More Promotions Than WomenBusiness Employment & Leadership

2010 September

All mentoring is not created equal. There is a special kind of relationship—called sponsorship—in which the mentor goes beyond giving feedback and advice and uses his or her influence with senior executives to advocate for the mentee. Interviews and surveys alike suggest that high-potential women are overmentored and undersponsored relative to their male peers—and that they are not advancing in their organizations. Furthermore, without sponsorship, women not only are less likely than men to be appointed to top roles but may also be more reluctant to go for them.

http://hbr.org/2010/09/why-men-still-get-more-promotions-than-women/ar/1

Source: Harvard Business Review
Type: Research Report - Non Profit Org
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