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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 in the Boardroom: A Global PerspectiveCorporate Boards

2011 January

The Deloitte Global Center for Corporate Governance (“the Global Center”) is pleased to present an overview of a number of current initiatives around the world, both legal and regulatory, to increase the number of women serving on corporate boards. The topic of boardroom diversity is a long- standing one, and there have been a number of approaches to increase the diversity of those serving as executive and nonexecutive directors over the last decade, from voluntary initiatives, to ‘comply or explain’ initiatives aligned with local corporate governance codes, to required disclosure about diversity policies, to legal requirements with specific quotas.

http://www.corpgov.deloitte.com/binary/com.epicentric.contentmanagement.servlet.ContentDeliveryServlet/USEng/Documents/Nominating-Corporate%20Governance%20Committee/Board%20Composition%20and%20Recruitment/Women%20in%20the%20Boardroom_Deloitte_012011.pdf

Source: Deloitte Global Center for Corporate Governance
Type: Research Report - For Profit Org
Women in the Boardroom and Their Impact on Governance and PerformanceCorporate Boards

2008 October 22

We show that female directors have a significant impact on board inputs and firm outcomes. In a sample of US firms, we find that female directors have better attendance records than male directors, male directors have fewer attendance problems the more gender-diverse the board is, and women are more likely to join monitoring committees. These results suggest that gender-diverse boards allocate more effort to monitoring.

http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1107721

Source: Social Science Research Network
Type: Research Report - Non Profit Org
Women in Leadership at a Crossroads: Why Current Best Practices Will Not Be Enough to Shatter the Glass CeilingBusiness Employment & Leadership

2008

Through different words and frames, diversity practitioners, diversity think tanks, and women executive councils generally agree about what needs to be done. Many excellent papers, articles, and books have been published extolling the virtues and outlining the nuts and bolts of the best practices for advancing women into leadership roles. These practices, well executed, will yield results, but only incrementally. We need to look beyond best practices to new paradigms, because today’s corporate structure and assumptions around professional advancement inherently prevent women from taking their rightful seats at the leader table. Right now, the corporate rhythm and the professional women’s rhythm are not in sync.

http://www.google.com/search?client=safari&rls=en&q=Women+in+Leadership+at+a+Crossroads:+Why+Current+Best+Practices+Will+Not+Be+Enough+to+Shatter+the+Glass+Ceiling&ie=UTF-8&oe=UTF-8

Source: Hewitt Associates
Type: Research Report - For Profit Org
Women in Intercollegiate Sport: A Longitudinal, National Study Thirty-Five Year UpdateSports

2012

The focus of our research is to track the participation level of females in intercollegiate sport. A longitudinal national survey from 1977-2012.

http://www.acostacarpenter.org/

Source: Acosta/Carpenter
Type: Research Report- Non Profit
Women in Hedge Funds: Top 50Business Employment & Leadership
Women in Fund Management: A Road Map for Achieving Critical Mass – and Why it MattersBusiness Employment & Leadership

2009 June

In the report, Women in Fund Management: A Road Map for Achieving Critical Mass – and Why it Matters, the National Council for Research on Women argues for greater diversity in fund management and calls on the financial services industry to implement a Critical Mass Principle with measurable action steps to bring more women into the field. Achieving critical mass will confer the vital benefits experienced in other sectors when significant numbers of women are included in decision-making as well as the distinct advantages that women bring to financial management.

http://www.ncrw.org/programs/271/women-in-fund-management

Source: National Council for Research on Women
Type: Research Report - Non Profit Org
Women In America: Indicators of Social and Economic Well-BeingBusiness Employment & Leadership

2011 March

This report provides a statistical picture of women in America in five critical areas: demographic and family changes, education, employment, health, and crime and violence. By presenting a quantitative snapshot of the well-being of American women based on Federal data, the report greatly enhances our understanding both of how far American women have come and the areas where there is still work to be done.

http://www.whitehouse.gov/sites/default/files/rss_viewer/Women_in_America.pdf

Source: The White House
Type: Research Report - Non Profit Org
Women in America: Indicators of Social and Economic Well-BeingBusiness Employment & Leadership

2011 March

Women in America: Indicators of Social and Economic Well-Being is a statistical portrait showing how women are faring in the United States today and how their lives have changed over time. This is the first comprehensive federal report on women since 1963.

http://www.whitehouse.gov/sites/default/files/rss_viewer/Women_in_America.pdf

Source: US Department of Commerce
Type: Research Report - Non Profit Org
Women Hold Up Half the SkyAcademia & Education

2008

The Chinese proverb that ‘women hold up half the sky' has long been more aspiration than fact. In developed and developing countries alike, gender gaps persist in education, health, work, wages and political participation. Education is key to gender equality. Educating girls and women leads to higher wages; a greater likelihood of working outside the home; lower fertility; reduced maternal and child mortality; and better health and education. The impact is felt not only in women’s lifetimes, but also in the health, education and productivity of future generations.

http://www2.goldmansachs.com/ideas/education-health/women-hold.html

Source: Goldman, Sachs & Co.
Type: Research Report - For Profit Org
Women Entrepreneurs Succeeding in a "Man's World"Business Employment & Leadership

2011 October 6

Women are CEO’s in the home every day. Don’t you think they know a thing or two about what it takes to run a business? Women are multi-takers, not afraid of hard work, typically a good listener, and can be very determined. With these qualities on their side, women can succeed.



Source: Forbes
Type: Article
Women Don't Ask: Negotiation and the Gender DivideBusiness Employment & Leadership

2007
Linda Babcock and Sara Laschever

With women's progress toward full economic and social equality stalled, women's lives becoming increasingly complex, and the structures of businesses changing, the ability to negotiate is no longer a luxury but a necessity. Drawing on research in psychology, sociology, economics, and organizational behavior as well as dozens of interviews with men and women from all walks of life, Women Don't Ask is the first book to identify the dramatic difference between men and women in their propensity to negotiate for what they want. It tells women how to ask, and why they should.

http://www.womendontask.com/

Source: http://www.amazon.com/Women-Dont-Ask-Negotiation-ebook/dp/B002WJ
Type: Book
Women and the Labyrinth of LeadershipBusiness Employment & Leadership

2007 September

Vestiges of prejudice against women, issues of leadership style and authenticity, and family responsibilities are just a few of the challenges women face in trying to reach the upper limits of their career ladders. Pressures for intensive parenting and the increasing demands of most high-level careers have left women with very little time to socialize with colleagues and build professional networks--that is, to accumulate the social capital that is essential to managers who want to move up. The remedies proposed--such as changing the long-hours culture, using open-recruitment tools, and preparing women for line management with appropriately demanding assignments--are wide ranging, but together they have a chance of achieving leadership equity in our time.

http://hbr.org/product/women-and-the-labyrinth-of-leadership/an/R0709C-PDF-ENG?N=100004 4294932922

Source: Harvard Business Review
Type: Research Report - Non Profit Org
Woman Power: The Rise of the SheconomyWealth and Economic Clout

2010 November 22

Everyone knows, or has long suspected, that the purse strings are held by women. It's oft repeated that they make 85% of the buying decisions or are the chief purchasing officers of their households. The difference today — one that has enormous consequences across global economies — is that women are also the earners.

http://www.time.com/time/magazine/article/0,9171,2030913,00.html

Source: Time Magazine
Type: Article
Why Women Mean BusinessBusiness Employment & Leadership

2008
Avivah Wittenberg-Cox and Alison Maitland

They make up much of the market and most of the talent pool. Reaching women consumers and developing female talent is essential for sustainable economic growth in the 21st century. Studies show that better gender balance in business means better bottom line results and greater resistance to economic crises. So why are there still so few women in leadership roles in business? Why are companies struggling to respond to today’s female consumer? Why is there a persistent pay gap between men and women around the world? Why Women Mean Business takes the economic arguments for change to the heart of the corporate world. Fully updated in paperback, the book shows why getting gender right matters – as much when the economy’s bust as when it’s booming.

http://www.whywomenmeanbusiness.com/view/0/index.html

Source: http://www.amazon.com/Why-Women-Mean-Business-Understanding/dp/0
Type: Book
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
Why NOT invest in Women?Entrepreneurship & Small Business

2011

Some perspective and statistics about women in business, technology, startups and investing

http://pilarstella.blogspot.com/2011/11/why-not-invest-in-women.html

Source: Pilar and OneGiving
Type: Blog Post
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
Why Invest in Women in Biz, Tech and Startups?Entrepreneurship & Small Business

2011

I have recently been asked increasingly to speak to groups about my experience as a women in business and particularly in a technology startup seeking capital. While my personal story and experience is compelling, I am finding that the data is often staggering and irrefutable. In fact, it totally begs the question, not why invest in women in business, technology and startups, but rather why not?

http://pilarstella.blogspot.com/2011/11/why-invest-in-women-in-biz-tech-and.html

Source: Pilar and OneGiving
Type: Blog Post
Why Diversity Can Backfire On Company BoardsCorporate Boards

2010 January 25

When it comes to corporate boards and diversity, the conventional wisdom is simple: Diversity is good. When directors are too alike, the thinking goes, they look at problems—and solutions—the same way. There's no one to challenge prevailing ideas, or to speak out on issues important to certain groups of customers and employees. But too often, it can lead to personal battles and inhibited discussions. Here's how to make it work.

http://online.wsj.com/article/SB10001424052748703558004574581851089027682.html

Source: The Wall Street Journal
Type: Article
White House Weekly Women's UpdateBusiness Employment & Leadership


A weekly email update from The White House Council on Women and Girls.

http://www.whitehouse.gov/administration/eop/cwg/sign-up?utm_source=newsletter&utm_medium=footer&utm_campaign=women

Source: The White House
Type: Subscription Service
Where Women Don't Rule, Globally: A Scarcity of Board SeatsCorporate Boards

2010 March 26

Where in the world are the fewest women on major corporate boards? Japan, according to a study, out today, by Corporate Women Directors International. Measuring board diversity by percentage of seats held by women, Japan is not worst in the world, actually. What country is? South Korea. It has five companies in the top 200 of Fortune's Global 500. And the tally of women on those corporate boards: Zero.

http://postcards.blogs.fortune.cnn.com/2010/03/26/where-women-dont-rule-globally-a-scarcity-of-board-seats/

Source: Fortune
Type: Blog Entry
Where Are All the Women on Wall Street?Corporate Boards

2010 March 30

A recent survey released by the Financial Women's Association (FWA) reveals that in 2009 the presence of women at the highest levels of major corporations in New York remained flat, while the number of women in board and executive positions either increased slightly or decreased when compared to the 2008 study. The FWA study examined a cross-section of the largest public companies (ranked by revenue) in the metropolitan New York area, looking at proxy statements filed with the Securities and Exchange Commission, as well as other SEC filings, articles, and company websites.

http://www.financial-planning.com/news/women-Janowski-massmutual-vanguard-2666351-1.html

Source: Financial Planning Magazine
Type: Article
When Everything ChangedBusiness Employment & Leadership

2009
Gail Collins

The amazing journey of American women fron 1960 to the present

http://www.hachettebookgroup.com/books_9780316059541.htm

Source: http://www.amazon.com/When-Everything-Changed-Amazing-American/d
Type: Book
What's All The Fuss About "Women's Philanthropy?"Philanthropy

2011 February

Times have changed, and women may hold the key to philanthropy in the 21st century. According to research from the Women’s Philanthropy Institute, this is the case not just in the U.S., but worldwide; and it is not just high net worth women we are talking about, but all women. Demographics and research support women’s increasing influence, capacity, and desire to sit at the philanthropic table. Education and income are two key predictors of philanthropic behavior. Since the early 1970s women have gained more access to both. Women’s changing roles in society – single longer, fewer children, higher paying jobs – augment their ability for philanthropy.

http://www.givingusareports.org/blog/645

Source: Giving USA
Type: Blog Entry
What Women Do: Economic Growth Has Surprisingly Little Effect on the Wage GapBusiness Employment & Leadership

2011 September 24

“MEN are finished.” That was the proposition in a debate at New York University (NYU) on September 20th. Hardly. A World Bank report published the day before* finds that, although particular groups of ill-educated young men are doing badly, and although women’s lives have improved a lot in the past 20 years, sexual inequality at work is remarkably stubborn. Globally, women earn 10-30% less than men. They are also concentrated in “women’s” jobs. Annoyingly, economic growth does not seem to narrow the gap.

http://www.economist.com/node/21530159

Source: The Economist
Type: Article
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