Fewer large companies are run by women than by men named John, a sure indicator that the glass ceiling remains firmly in place in corporate America. Among chief executives of S&P 1500 firms, for each woman, there are four men named John, Robert, William or James. We’re calling this ratio the Glass Ceiling Index. (SLNYT, inspired by a 2-page PDF report from Ernst & Young which computed analogous numbers for board directors.) [more inside]
Corners of the world where women have yet to tread. Visuals of leadership positions and organizations that are currently and historically boys' clubs. Some of it surprising, some of it expected. All of it sad. [more inside]
"When the National Football League locked out its referees’ union this year, it seemed to delight in exploiting the perceived “women vs. labor” split, putting a woman on the field for the first time as one of the replacement refs. Feminists cheered, labor folks groaned, and those of us who are both buried our heads in our hands, angered by the cynical move, wanting to cheer new ground broken for women but having learned the hard lesson that not all first steps by women are progressive. Whether it’s City Council speaker Christine Quinn in New York City blocking paid sick days or Marissa Mayer taking the helm at Yahoo or Shannon Eastin taking the job of a locked-out worker for less money, we have to recognize that some first steps are taken on the backs of workers, many of whom are also women." -- Sara Jaffe writing about mainstream feminism's obsession with the glass ceiling and corresponding lack of attention for working women's issues: trickle down feminism.
The Sponsor Effect: Breaking through the Last Glass Ceiling (pdf) Women aren't making it to the top. Despite gains in middle and senior management, they hold just 3 percent of Fortune 500 CEO positions. In the C-suite, they're outnumbered four to one. What's keeping women under the glass ceiling? High-performing women simply don't have the sponsorship they need to reach the top. The study found that women underestimate the role sponsorship plays in their advancement. And those who do grasp its importance fail to cultivate it. It's also a classic catch-22: a woman's personal choices, whatever they may be, brand her as not quite leadership material. What will it take to promote sponsorship?
The gender gap : do women make less wages due to discrimination, or is it their own choice? Or a combination?