I've got a secret--a secret to a strong bottom line. The secret is one that 25 Best Companies for Multicultural Women know: That the key growing their business is diversity. That's why women of color make up 21 percent of the 2.5 million employees represented by this year's winning class.
Lurking in the background of world soccer body FIFA's talks with Qatar Airways to replace its Dubai rival Emirates as a sponsor is the escalating hostility between Qatar and the United Arab Emirates as a result of their divergent attitudes towards political Islam.
Besides measuring graduation rates and enrolment in university, I measure our success in how students give back to their communities, by starting girls' empowerment programs, mentoring younger students and actively participating in the EFAC community service program.
Recently I was talking to a new friend about sponsorship. In particular, I was talking about the need for women to sponsor younger women in their careers by championing them for internships, jobs, promotions, and fellowships with introductions and more.
From introductions to pitches and proposals, chances are that your initial impression with someone will often be through this medium. Despite the importance of this system, few really take the time to learn it well in order to get better results.
Merely identifying and hiring people with the best skills isn't what will set the next generation of great companies apart from the competition. Rather the future will belong to the Betas, to those organizations that rely on collaboration and teamwork.
Share with a few girls what you do professionally and what you enjoy about your position. Speak to a classroom and share perspective about your experience as a female in the career you selected and what education you needed to get there.
While entrepreneurs have MoolaHoop to help them, women leaders in corporate America need to help each other. No matter where you are in the course of your career or profession, you should always be thinking of how you can support and "pull up" other women.
If we want to make real progress in advancing women, we are going to have to rethink the methods we've been using. Why? Because the evidence clearly shows that these traditional approaches simply aren't working.
In the last few years, there's been a lot of attention around mentoring and sponsorship for women, which is an exceptional way for women to support peers and up-and-comers in reaching positions of prominence.
Let's face it -- the number of women on boards is a problem, and everyone knows it. Even old-school companies with homogenous leadership understand the business case for increasing the number of women on boards.