Kathy Caprino wrote an excellent article i found on Article Snatch, discussing the opportunites and obstacles facing professional women both now and when the economy recovers. Women may make great strides during the comeback, but is it what they really want and need??? Some food for thought…

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CIO Zone has a nice article discussing Catalyst research that determined criteria for men supporting diversity initiatives and characteristics of companies more successful with women. This is interesting and should be read by all corporate executives…where does your company fall in this regard?

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The Glass Hammer reports about the impact of the current ecomony on women leaders, which isn’t pretty. Overall, men have been hit harder with job losses, but at higher levels it’s a different story. Read article

The Glass Hammer does it again with a good article covering a Diversity and Inclusion Conference. But get this: The Exelon Corporation ’s chief executive officer, John Rowe, ruffled some feathers at the Corporate Diversity & Inclusion Conference in Chicago last week when he said in his keynote speech, “If you want work-life balance, you don’t belong on an executive board.”  Just before saying that, he had explained that Exelon values diversity and that he has employees of a large variety of cultures and creeds.

Ruffled feathers????!!!!  Read the article

Forbes.com reports a new and very interesting study by Catalyst looking at men’s perspective of the equality debate…why some men support it and some don’t. Basically, the more aware a man is of gender bias, and the greater his sense of fair play, the more likely he is to support women’s progress. Reasons for not getting behind women’s issues range from apathy because it would hurt their emplyment chances or not benefit them, to fear from backlash by other men.

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Great article outlining Catalyst’s findings regarding four criteria necessary for women to feel equality and reasonable opportunity for advancement. Short and sweet, insightful!

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The Glass Hammer has posted another excellent article, briefly discussing criteria that McKinsey found to be of great importance to women leaders and their retention.

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A very well-written article on Toolbox for HR by Kate Ebner, detailing a few strategic steps to help improve workplaces for women. Article

Robin Schemen writes for April’s Wealth Manager that “Flexible work arrangements,” “on-ramping and relaunching” and a “nonlinear career path” have entered the lexicon of the present day workplace. But these descriptors are more than words. They represent an increasing and necessary trend at financial services firms to identify and structure innovative ways for employees to successfully traverse work and personal commitments. Firms that want to succeed in the contest for talent must adopt human resource strategies that will enable them to recruit and retain people at all stages of their working lives. This isn’t just about diversity planning or positive public relations. Rooted in education and population demographics and wealth management trends, there’s also a compelling business case to be made.”

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Alan Morantz of the Leading Thoughts blog succinctly summarizes recent research proving that gender and racial diversity absolutely improve the bottom line. Read the article