If you ask some of the most powerful women in business today what the future looks like, most of them agree on one thing: It will be better.
Some days, it can feel like women have hit a plateau professionally. The number of female CEOs in the Fortune 500 has gone up only ever so slightly in the past few years (the proportion of female chiefs hovers around 5%), and even when women do manage to break certain glass ceilings, there’s that pesky glass cliff waiting for them if they make one wrong move.
Yet business leaders like Case Foundation CEO Jean Case, Ellevest co-founder Sallie Krawcheck, and Mattel CEO Margo Georgiadis remain hopeful that women will see better days.
“I think we’ll all feel equally excited…when women are equally represented in the workplace as they are in our population,” says Georgiadis.
The reason for that optimism? “The business world is not static,” says Krawcheck. “If it were then we’d have to continue to play the game the same way that we have, but things are changing—driven by technology—at a quite rapid rate. Whereas before, if there were issues in the workplace, a woman had a choice: Stay gutted out, go without information to another company, or go home. Today, there’s a fourth really important choice, which is start your own thing.”
By Valentina Zarya
Source: Fortune
An estimated one in seven people in the UK are neurodivergent, yet many struggle to get into jobs or progress in employment. For example, just three in ten of autistic people are in employment, with many of these jobs unstable or below their skill level. In the engineering sector, the call to recognise and harness the unique capabilities of neurodivergent talent has never been more pressing.
A desire from younger workers to earn high salaries early in their careers is a desire based on needs and not wants, data suggests. When asked about the main reasons for compensation increases, 31% said to pay for all their bills and expenses and 25% said to save money for the future.
At a recent training I was facilitating, I invited people to ask me anything anonymously using polling technology. While the questions always give me great insight into where people are struggling with issues of diversity, equity and inclusion (DEI), this question seemed more universal: “What do I do if my manager is not inclusive?”
