“Women often try to fulfill what they believe is society’s version of an acceptable type of power for women, which is much nicer, much more accommodating. This leads to what Catalyst calls “The Goldilocks Syndrome.” Women find themselves in situations where they are perceived as either “too hard” or “too soft,” but never just right for that top job.” says Henna Inam for The Glass Hammer.

Read more

Research conducted by McKinsey found that women apply several positive leadership behaviors more often than their male counterparts. Developing people is consistent with helping others achieve their full potential in life. It’s part of nurturing.

Attitudes have changed toward mothers who do go back to work after having children, said Laurel Ann Jones, a licensed clinical social worker at Psych’d On Main, 951 Main St. in Grand Junction. Jones, who primarily sees working women, said she hears few complaints anymore by working mothers about employers concerned about missed work time.

Read Article

companies and governments can ill-afford to ignore a woman’s needs when it comes to balancing her work and home life. With 60% of the university graduates in the United States and European Union being women (with many other parts of the world following suit), women are an important resource. In order to tap into their potential, governments and companies have to think of ways to facilitate having a family and working at the same time.

Read article

Oregon State research shows that there is no one reason why women executives are twice as likely to leave their jobs just before reaching the top, but we do know for certain that a woman’s traditional role as primary caretaker still plays a major part.

Full Article

Within the financial services industry more than five times as many women as men lost their jobs from mid-2007 to mid-2010, according to government data, and the gender pay gap for full-time managers widened as well. Six current and former female employees of Citigroup filed a class-action lawsuit against the institution, one of the “big four” consumer banks in the U.S. Host Michel Martin speaks with Dorly Hazan-Amir, a current female employee who’s also a plaintiff in the suit, Douglas Wigdor, the plaintiffs’ attorney, and Joan Williams, director of the Center for WorkLife Law at the University of California’s Hastings College of the Law.

Read interview

As reported in The GlassHammer, a  recent Harvard Business Review article, “Why Men Still Get More Promotions than Women,” reports on some of the challenges emerging women face in mentoring programs. It points out the difference between mentoring and sponsoring and says that men are better at finding career-building mentors than women.

Read more

In her new book, No Excuses: 9 Ways Women Can Change How We Think About Power, U.S. author Gloria Feldt says no one is holding women back in the workplace but themselves. Ms. Feldt, former chief executive officer and president of the Planned Parenthood Federation of America, tells The Globe and Mail the time is ripe for women to reach full gender equality, if only they would seize it.

For more, click here

Rick Goings writes a powerful message on Huffington Post, here’s an excerpt:”Studies have shown time and again that opening opportunities for women in the workforce can have a massive impact on a nation’s economy. A report by the United Nations Economic and Social Commission for Asia and the Pacific Countries found that restricting job opportunities for women is costing the region between US $42 and US $46 billion a year. Even in our country, women still only make 77 cents for every dollar a man makes.”

And that’s just the beginning. Goings’ philosophy and position on women in the workplace is so similar to mine and what I teach that it’s as if he read my articles and then wrote the post. No wonder I found this post inspiring!

Read post