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
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,
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
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
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