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Category Archives: Advancing Women

Home / Archive Category: Advancing Women
Dec 12, 2018Cynthia CalvertAdvancing Women, Unconscious bias

Don’t Push Your Female First-Years Out the Door

Unconscious choices in assigning work can stymie the careers of newly hired women New classes of recruits just started at professional services firms, and already the firms are sending their female first-years packing. So much for good intentions, and all the diversity training and initiatives the firms have put in place. What is happening? Here’s

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Sep 21, 2015Cynthia CalvertAdvancing Women, Unconscious bias

Women, Unconscious Bias, and Succession Planning

This morning, I read an article about succession planning that was so right and so wrong. First the right: the article raises the very important issue of a double standard that women face. When succession planning is discussed, the article said, typically more questions are raised regarding a woman’s readiness than a man’s.  Women’s abilities,

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Sep 8, 2015Cynthia CalvertAdvancing Women

Limiting Travel for Primary Caregivers Can Limit Mothers’ Advancement

Accenture has recently announced a new travel policy: for a year after return from parental leave, the primary caregiver of a new child will be assigned automatically to work on local client matters that will not require frequent travel. Great policy, right? After all, addressing employees’ work/life needs is a proven way to have a more

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Apr 21, 2015Cynthia CalvertAdvancing Women, Flexible Work

What Employers Can Learn from Yale Law Students

Yale Law Women measured and prodded and ranked large law firms,  and issued a “Top Ten” list of family friendly firms.  The main message isn’t startling:  job seekers today look at employers’ work/life bona fides when making career decisions, and savvy employers are beefing up their work/life offerings in an effort to attract, retain, and advance

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Apr 13, 2015Cynthia CalvertAdvancing Women

What It Takes to Have a Successful Women’s Initiative

Most companies are interested in advancing women into positions of leadership.  They have seen the evidence that shows businesses benefit when women reach the top:  more women leaders means better recruiting, management, problem solving, innovation, performance, and shareholder value. Many have started women’s initiatives designed to advance women. Yet most of the companies are not

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  • Report Shows Employer Vulnerability to Caregiver Lawsuits
  • A Simple and Obvious Fix for Caregiver Discrimination
  • Women, Unconscious Bias, and Succession Planning

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