My dad acted like it was no big deal.
He was so casual about it. So matter-of-fact.
We had been talking about my new promotion and, after a few minutes, he asked: “How much of a raise are you getting?”
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This was in my Twitter feed today to remind me it’s Equal Pay Day:
Read MoreThis is funny, + sadly, true. On average, r working 22% of the time 4 free. We need 2 fix this. https://t.co/c76v6hqeXC @GloriaFeldt
— Sheryl L. Axelrod (@sher_lawyer) April 14, 2015
Riddle me this one: In the ten years I worked for the largest education publishing company in the world, I was afraid to ask for a raise. But in December 2014, I was brave enough to resign, change my career path, and start my own business.
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A new study from the Federal Reserve Bank of New York found that men are the ones who benefit most when a company is performing well, but when a company is doing poorly, women’s compensation suffers more.
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What does “moving the dial for women in leadership” mean—really?
I get that question frequently. Sometimes it comes with a bit of attitude, followed by the assertion that “I don’t want to be a CEO.”
So what does it mean to “move the dial for women in leadership”? Here are three stories to illustrate how I think about it—I’d love to hear your take, too.
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We are thrilled to announce the launch of TAKE THE LEAD THIS WEEK, with news, advice, and inspiration to advance women’s leadership.
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Remember that great Fortune column by Warren Buffett a few years ago on how women are the world’s greatest untapped resource and the key to America’s economic prosperity? We might return to it as we think about what makes startups successful.
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On Wednesday, Tommy Caldwell and Kevin Jorgenson completed their grueling 19-day climb to the top of El Capitan in Yosemite National Park. And I was mesmerized. But why?
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New research from Approved Index, a UK-based B2B lead generation company, has disappointing news for the UK’s female entrepreneurs: the number of women on the boards of the UK’s top 100 startups has been continuously declining since 2010. In 2014, female representation at the director level stood at a meagre 8.37%. Compare that to the boards of the FTSE 100 Index, which includes many of the largest and most traditional companies in the UK. The FTSE 100 have witnessed incredible growth in female board representation: women now make up 22.8% of the FTSE 100’s board members.
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I’ve never been to a professional hockey game nor wanted to. I stay far away from sports bars.
But I do resonate with hockey legend Wayne Gretzky whose pithy leadership advice is, “Don’t skate to where the hockey puck is. Skate to where the hockey puck is going.”
I love the direction the hockey puck is going for women in sports.
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I led a women’s executive leadership workshop on “Women, Power, and Authentic Leadership” recently. A business school professor presented just before me, so I arrived early to observe her segment.
She’s a highly skilled communicator who presented terrific content.
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I was savoring my grilled salmon salad recently when my lunch partner’s casual comment made me drop my fork and get serious.
“They’ve asked me to be board chair at the Brooklyn Museum, I’d be the first woman in their 100-year history. But I don’t know if I can do it,” Elizabeth Sackler said. “What do you think I should do?”
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