Women's Networks

Breaking through the glass ceiling is greatly facilitated when women help other women gain entrance and momentum through the career pipeline. Formal and informal networks are critical for paving the way. NCRW’s Corporate Circle fosters networking among corporate leaders to help them strategize, navigate career paths and develop leadership skills, as well as build new relationships and partnerships across companies and industries. NCRW’s Emerging Leaders Network is another initiative that is reinforcing relationships among young professionals. Our networks can be particularly useful across sectors bringing the latest data, trends and analysis to decision-makers and future leaders.

Habits of Living: Networked Affects, Glocal Effects

Submitted by Christy_Law_Bla... on Fri, 03/15/2013 - 3:53pm

Member Organization:

Pembroke Center for Teaching and Research on Women

Date/Time:

03/21/2013 - 03/23/2013

An international, interdisciplinary collaboration located at Brown University and traveling through different international locations in Bangalore, Oslo and London. It is an inquiry into the networked conditions of our times, and how they produce ways, conditions and habits of life and living which need to be unpacked beyond mapping and analyzing networks as producing seamless globalizations. Through a series of workshops, art residences, and dialogues, Habits of Living seeks to change the focus of network analyses away from catastrophic events or their possibility towards generative habitual actions that negotiate and transform the constant stream of information to which we are exposed.

Beverly Willis Architecture Foundation

Contact

6 Barclay St, Sixth Floor
New York, NY 10007
Ph. (212) 577-1200

http://bwaf.org
info@bwaf.org

Recently Posted

Employment Opportunities

Principal Staff

Wanda Bubriski, Founding Director

Nancy Nguyen, Communications & Office Manager

Erin Sweeney, Program & Development Assistant

Areas of Expertise:

Advancing Women's Leadership, Awareness & Education, Diversity & Inclusion, Successful Strategies & Programs, Women in STEM, Women in History, Women's Leadership, Women's Networks, Communications, Culture & Society

Member Experts:

Projects & Campaigns

Recent Events

A View From The Future, a leadership forum and breakfast, screening of BWAF’s documentary film, A Girl Is a Fellow Here – 100 Women in the Studio of Frank Lloyd Wright, at the Royal Institute of British Architects and at the Detroit Institute of Arts.

Reports & Resources

Despina Stratigakos, "Unforgetting Women Architects: From the Pritzker to Wikipedia." Places Journal. June 3, 2013.

Center News

Opportunities, Grants & Fellowships

Career Opportunity: BWAF Director

The new director will provide strategic leadership, creative vision and direction for the Foundation, helping it implement its core programs and reach its full potential as the nation’s foremost source for historical and current data and research about women in architecture and related fields. BWAF programs reach thousands of professionals, educators and students around the nation.

Click here for more details.

Multimedia

Video

Photos

Audio

Shut Up, Sheryl Sandberg: Millennial Women Reject Role Models, Mentors

Teaser:

Millennials don't want to follow in older women's footsteps.

Editorial:

From Forbes:

High-profile female executives should save their breath and their advice – Millennial women aren’t buying what they’re selling.

Only 20% of Gen Y women say that they want to follow in the footsteps of the female leaders in their workplaces, says new research from Bentley University. The survey of 1000 college-educated Millennials found that while 84% of respondents said that they could identify at least one female leader at their job, most didn’t want to emulate her career path.

This rejection of the current iteration of female corporate achievement also extends to attitudes toward mentorship; only 5.5% of respondents claimed that a colleague, supervisor or role model was their primary source of career cheerleading, with spouses/partners or parents much more likely to be identified as key career supporters. And only 25% of Millennials of both genders give credit to a manager or supervisor for encouraging them to assume a leadership role at work.

[...]

Source:

Forbes

URL:

http://www.forbes.com/sites/jmaureenhenderson/2012/07/02/shut-up-sheryl-sandberg-millennial-women-reject-role-models-mentors/

Date:

July 5, 2012

Affiliate:

Associated Issues & Expertise:

Schmooze & Booze: A Wine Tasting and Networking Event

Display in Archives:

07/31/2012

Gender still a barrier to success, say hedge fund women

Teaser:

Women in hedge funds still feel as though their male colleagues view them as women first, professionals second.

Editorial:

From Financial News:

The results of Financial News’ recent Women in Finance Survey bear out a similar view: 82% of hedge fund respondents said their gender has affected their likelihood of having a successful career, substantially higher than the 66% of total respondents who felt the same way. So why do women in hedge funds feel their gender makes it harder to succeed?

Most women in the hedge fund industry do not work in portfolio management positions, which create the performance upon which the hedge fund industry is built. Only 12% of the 10,000 members of 100 Women in Hedge Funds work in trading and portfolio management and the largest proportion, 26%, are in marketing roles.

Rachel Stewart, a consultant at global executive search firm Odgers Berndtson, said: “Among some of the experienced women, the feeling is that women coming into the industry now should be led towards more roles than marketing, operations and HR. It’s more difficult to get a seat as a partner or director if you don’t have a background of P&L responsibility, as this is the bread and butter of the hedge fund industry.”

[...]

Source:

Financial News

URL:

http://www.efinancialnews.com/story/2012-07-02/gender-still-a-barrier-to-success

Date:

July 5, 2012

Affiliate:

Associated Issues & Expertise:

Meet The League Of Extraordinary Women: 60 Influencers Who Are Changing The World

Teaser:

FastCompany profiles high-achieving women from the world's largest companies, innovative startups, philanthropic organizations, government, and the arts combined forces to change the lives of girls and women everywhere.

Source:

Fast Company

URL:

http://www.fastcompany.com/magazine/167/the-league-of-extraordinary-women

Date:

June 25, 2012

Affiliate:

Associated Issues & Expertise:

Congressional Briefing Launches NCRW Childcare Report & National Conference 6/20

Attachment:

ncrw_annual_conference_press_release_final_6_16_12.pdf

Post Date:

06/18/2012

Associated Issues & Expertise:

Queen Bees, Mentors, and the Female Boss Problem

Teaser:

Diane Brady rounds up research on women in management.

Editorial:

From Bloomberg Business Week:

Female Bosses. They’re a type, aren’t they? At least that’s what dueling research findings seem to suggest. You either get the ones who hang with their sisters at some women’s conference and then offload a project to run home to their kids, or some alpha female whose stiletto seems aimed at kicking you back down the career ladder. If they work in a male-dominated industry, they benefit from more slack than guys when it comes to making mistakes, according to research by Christian Thoroughgood of Pennsylvania State University. Linguistics expert Judith Baxter has found they’re not even funny: More than 80 percent of quips from senior women were met with silence in her research, while 90 percent of the men’s jokes got an immediate laugh.

And working for a female boss if you’re a woman? Don’t get the experts started. Women with female bosses report more headaches and anxiety than those who report to men, a University of Toronto study found. German researchers found they suffer higher levels of depression. Maybe that’s because female bosses direct their hostility toward other women more than 70 percent of the time, according to the Workplace Bullying Institute, while men are more inclined to make everyone feel miserable. Then again, consultants Jack Zenger and Joseph Folkman surveyed 7,280 leaders last year and found women notably better at mentoring, motivating, and driving for results (PDF). Put them in charge, the U.S. Bureau of Labor Statistics has found, and other women in the company end up making more money.

Now comes a June 12 study from Catalyst, a nonprofit group that focuses on expanding opportunities for women in business. As part of its ongoing study of 742 MBA grads, it found that women are not only better than men at helping others—women and men—move up the ladder, but those who sponsored others or developed others earned an additional $25,075 in compensation from 2008 to 2010. Moreover, 73 percent of those mentors are especially inclined to help women, while only 30 percent of the men were.

[...]

Source:

Bloomberg Business Week

URL:

http://www.businessweek.com/articles/2012-06-13/queen-bees-mentors-and-the-female-boss-problem

Date:

June 15, 2012

Affiliate:

Associated Issues & Expertise:

Study Points to New Path for British Women to Rise Up the Ranks

Teaser:

The Center for Talent Innovation released a new report, the “Sponsor Effect: UK” that was released last night at the House of Commons at an event keynoted by Theresa May, the British Home Secretary and Minister for Women and Equalities.

Editorial:

From the press release:

Women enter the white-collar workforce in the UK in far greater numbers than men: 57 females for every 43 males. Yet as employees in large corporations move from entry-level to middle management, and from mid- to senior-level positions, men advance disproportionately. Across sector and occupation, women are simply not breaking through to leadership positions in numbers commensurate with their weight in the talent pool.

Why? According to the new CTI study the reason is straightforward and has nothing to do with a lack of accomplishment or ambition—or a paucity of childcare or flextime. Rather, British women tend not to have sponsors—powerful champions willing to take a bet on a young talent, go out on a limb for him/her and advocate for the next promotion. Sponsors are the people that propel and protect high performing employees through the treacherous shoals of upper management.

The study found that UK men with sponsors (as opposed to those without) are 40 percent more likely to move up the ladder at a satisfactory clip, while this “sponsor effect” for UK women is even higher—52 percent.

[...]

Source:

The Center for Talent Innovation

URL:

http://www.worklifepolicy.org/documents/Sponsor%20Effect%20UK%20-%20FINAL%20Press%20Release.pdf

Date:

June 15, 2012

Affiliate:

Associated Issues & Expertise:

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What We Do

NCRW is a network of leading university and community based research, policy, and advocacy centers with a growing global reach dedicated to advancing rights and opportunities for women and girls. We also have a Corporate Circle comprised of senior diversity professionals from leading U.S. and global member companies and a Presidents Circle of college and university leaders who share our commitment. NCRW harnesses the collective power of its network to provide knowledge, analysis, and thought leadership on issues ranging from reducing women’s poverty to building a critical mass of women’s leadership across sectors.

Women's Networks

Habits of Living: Networked Affects, Glocal Effects

Expert Profile

Beverly Willis Architecture Foundation

Contact

Recently Posted

Employment Opportunities

Principal Staff

Areas of Expertise:

Member Experts:

Projects & Campaigns

Reports & Resources

Center News

Opportunities, Grants & Fellowships

Multimedia

Video

Photos

Audio

Shut Up, Sheryl Sandberg: Millennial Women Reject Role Models, Mentors

Schmooze & Booze: A Wine Tasting and Networking Event

Gender still a barrier to success, say hedge fund women

Meet The League Of Extraordinary Women: 60 Influencers Who Are Changing The World

Congressional Briefing Launches NCRW Childcare Report & National Conference 6/20

Queen Bees, Mentors, and the Female Boss Problem

Study Points to New Path for British Women to Rise Up the Ranks

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