[Research Series] “Women remain underrepresented at every level in corporate America, despite earning more college degrees than men for 30 years and counting. There is a pressing need to do more, and most organizations realize this: company commitment to gender diversity is at an all-time high for the third year in a row.”
[Research Series] “The value-in-diversity perspective argues that a diverse workforce, relative to a homogeneous one, is generally beneficial for business, including but not limited to corporate profits and earnings.”
[Research Series] “…The good news: More women are enrolling in full-time MBA programs. The bad news: The pace of change isn’t exactly breathtaking.”
[Research Series] “…Women whose mothers worked outside the home are more likely to have jobs themselves, are more likely to hold supervisory responsibility at those jobs, and earn higher wages than women whose mothers stayed home full time, according to research by Kathleen McGinn and colleagues…”
[Research Series] “Despite this sea change in corporate culture — and in some instances because of it — mentoring is just as important as it ever has been for younger workers looking to learn the ropes from more experienced employees…”
[Research Series] “Only 7 percent of senior managers polled by a UK business school think that their companies develop global leaders effectively, and around 30 percent of US companies admit that they have failed to exploit their international business opportunities fully because they lack enough leaders with the right capabilities.”
[Research Series] “Only 19 percent of U.S. congressional members, less than 5 percent of Fortune 500 CEOs, and only two out of the current crop of U.S. presidential candidates are women.”
[Research Series] “The first and second annual Executive Coaching Fee Surveys were fielded in 2006 and 2008 to determine the rates organizations pay for executive coaching services and how that coaching is administered.”
[Research Series] “Although it is a much sought-after piece of data, the actual size of the training budget doesn’t mean much. What’s truly important is how it is developed, who owns it, and how it gets used.”
