In 2008, Goldman Sachs launched 10,000 Women, a $100 million philanthropic initiative, which at the time, was the largest in Goldman’s history. The goal of the five year program is to provide business and management training to 10,000 underserved female entrepreneurs in developing countries.
Four years ago this month, Goldman Sachs invited me to attend the launch of 10,000 Women, a $100 million philanthropic initiative, which at the time, was the largest in Goldman’s history. The goal of the five year program is to provide business and management training to 10,000 underserved female entrepreneurs in developing countries. Why? Goldman’s own research (and that of many others) shows that female education is a driver of macroeconomic growth. Moreover, there was (and still very much is) a stark need to expand access to business education for women in emerging markets. When Goldman launched 10,000 Women, there were only 2,600 women attending MBA programs in all of Africa, a continent of 900 million people. Calestous Juma, a professor of international development at Harvard University’s Kennedy School of Government, has estimated that if African women were given equal access as men to vocational training and technology, the continent’s economy would expand by at least 40 percent.
10,000 Women’s focus is very much on nurturing small and medium enterprises (SMEs), a sector of the economy with significant economic growth and employment potential. Aninteresting report from the International Finance Corporation notes that while there are roughly “8 to 10 million formal women-owned SMEs in emerging markets (representing 31 to 38 percent of all SMEs in emerging markets), the average growth rate of women’s enterprises is significantly lower than the average growth rate for SMEs run by men.” The report identifies several factors that have hindered the growth of women-owned businesses, including: institutional and regulatory issues, lack of access to finance, relatively low rates of business education, risk aversion, concentration of women’s businesses in slower growth sectors, and the burden of household management responsibilities. 10,000 Women addresses each of these issues, teaching its graduates how to recognize and navigate their legal environment, how better to access loans, prepare business plans geared for higher growth, and juggle a business with their family life. While the program does not provide credit directly, it has formed several public-private partnerships to do so. In Liberia, it is working with the Overseas Private Investment Corporation; in Tanzania with the Government of Denmark, CRDB Bank, and the U.S. State Department; in Peru with the Inter-American Development Bank and Mibanco.
HERvotes, a coalition of 51 women's groups, vowed to ensure that several decades of progress in health care, education and labor rights will not fall by the wayside in the run-up to the November general election.
"Women are outraged with the constant politicization of theses issues with no regard for half of the population," said Eleanor Smeal, president of the Feminist Majority Foundation.
"The gender gap is alive and well," agreed Lisa Maatz, chief lobbyist for the American Association of University Women, who added: "We are mad and we are fed up."
In a campaign year in which the economy and jobs were the initial dominant themes, social conservatives have thrust birth control and abortion to the top to the agenda at the state and federal level.
Source: This Washington Post-Kaiser Family Foundation poll was conducted by telephone Oct. 6 to Nov. 2, 2011, among a random national sample of 1,936 adults, including users of both conventional and cellular phones. The results from the full survey have a margin of sampling error of plus or minus 3.5 percentage points; error margins are five points for African American women, eight points for African American men, 5.5 points for white women and 6.5 points for white men. Sampling, data collection and tabulation by Social Science Research Solutions (SSRS) of Media, Pa. The Washington Post. Published Jan. 23, 2012. Updated Feb. 27, 2012.
The Anita Borg Institute for Women and Technology released a new report that outlines four key areas where companies should focus their recruitment efforts to increase access to a range of technical talent available in a highly competitive environment. Solutions to Recruit Technical Women is the first in a series of reports offering solutions companies can employ to improve the recruitment, retention, and advancement of technical women.
In the fall of 2011, the Women of Color Policy Network at New York University's Robert F. Wagner Graduate School of Public Service conducted a survey of over 300 passenger service workers at the region's three major airports: LaGuardia, Kennedy International and Newark Liberty International.
Only workers contracted by the airlines were surveyed. This report focuses on the impact of the low-bid
contracting system on passenger service workers at the airports. It also proposes ways forward and concrete recommendations to raise job quality and performance standards for companies contracted directly with airlines.
Aileen Lee argues that by adding new blood to the boardroom, companies get a four-fer, or more: 1) gender diversity, and in most cases, age diversity around the table; 2) better understanding of core customers; 3) Social-Mobile-Local expertise and insight into digital platforms like Facebook, Google, Apple, Amazon, Twitter, Path, Square, Flipboard and Pinterest that are fundamentally changing business; and 4) hyper growth and rapid innovation DNA.
Why should we care? For one, women are the power users of many products and it’s just smart business to have an understanding of key customers around the table. Could you imagine a game company without any gamers on the leadership team or board?
If you’re not aware, studies also show companies with gender diversity at the top drive better financial performance on multiple measures – for example, 36% better stock price growth and 46% better return on equity. And, studies show the more women, the better the results. This is likely because teams with more females demonstrate higher collective intelligence and better problem solving ability. So it’s probably not a coincidence the world’s most admired companies have more women on their boards than the average company.
About 37 million people tuned in to the Academy Awards last year, and a great deal rides on the show's outcome. Winning a golden statuette can vault an actor to stardom, add millions to a movie's box office and boost a studio's prestige. Yet the roster of all 5,765 voting members of the Academy of Motion Picture Arts and Sciences is a closely guarded secret.
Even inside the movie industry, intense speculation surrounds the academy's composition and how that influences who gets nominated for and wins Oscars. The organization does not publish a membership list.
"I have to tell you," said academy member Viola Davis, nominated for lead actress this year for "The Help." "I don't even know who is a member of the academy."
A Los Angeles Times study found that academy voters are markedly less diverse than the moviegoing public, and even more monolithic than many in the film industry may suspect. Oscar voters are nearly 94% Caucasian and 77% male, The Times found. Blacks are about 2% of the academy, and Latinos are less than 2%.
Oscar voters have a median age of 62, the study showed. People younger than 50 constitute just 14% of the membership.
In Tunisia, Salafist vigilantes have been attacking unveiled women and occupying universities that do not allow the face veil. In Egypt, only eight out of 508 newly elected parliamentarians are female, and the country’s Islamists are threatening to repeal laws making it easier for women to divorce and to gain custody of their children. The head of Libya’s transitional government has promised to bring back polygamy.
The rise of political Islam in all three countries has led some commentators to accuse the Islamists of turning the Arab Spring into an Islamist winter for women. Yet the backlash against women is not confined to Islamists. In Egypt, women who demonstrated for equal rights last year on International Women’s Day were met with ugly jeers and taunts to go home and take care of their children.
Female protesters against the secular military government were subjected to brutal beatings and “virginity tests.” Women who venture into Tahrir Square these days are often sexually harassed.
As the Egyptian anthropologist Hania Sholkamy recently noted, even the left-wing activists who first manned the barricades against President Hosni Mubarak’s regime “reject the whole narrative of gender equality as a figment of a Western imagination.”
From York, the first black man in what's now Montana, to Geraldine Travis, the state's first black legislator, the African-American men and women who shaped Montana's history encountered both prejudice and opportunity.
"I think people are surprised there was an African-American population here and that it was as large as it was," said Ellen Baumler, interpretive historian for the Montana Historical Society.
Baumler said she never thought Montana had much prejudice. Then for an oral history project, one of her students interviewed two members of Helena's black community.
"That was a real eye-opener for me," she said. "One of the men said he grew up in two worlds, with two sets of rules, one for home and one for out in public. While on the surface, it didn't look like there was much discrimination, he wasn't allowed to go to certain places, like restaurants and barbershops."
On the other hand, the black community wasn't segregated as it was in much of the country. Experiences were mixed across the state and through the years.