On a sunny afternoon in late March, before an audience of 1,200 students at the Tec de Monterrey’s satellite campus just outside of Mexico City, Josefina Vazquez Mota, the first female presidential candidate in the country’s history, talked about her campaign. “Michelle Bachelet [the former president of Chile] gave me some great advice, she said ‘never put on a mustache to govern, govern as a woman.’”
Since Lord Davies’ independent review of women on boards a year ago (February 2011), the impetus to seek out female talent for the boardroom has never been greater. FTSE 100 companies appointed 26 women to their boards in the first eight months of 2011, a jump by 227% from the whole of 2010. Of these 26 appointments, 31% were women with financial services backgrounds, i.e. the most in-demand demographic.
This paper considers why women from the world of alternative investments could be appropriate for publicly quoted corporate boards. Working with senior members of 100 Women in Hedge Funds, we have conducted a study into the potential among women in alternatives for board. Of the 100 participants, 85% felt they were ready for a corporate board role within five years or less and 58% within two years or less.
Judy Robinson Rogers, Ph.D., became the eleventh president of Cottey College in 2004. Previously, she served as vice president for leadership and ethics at Georgetown College, Georgetown, Kentucky, and as associate vice president for academic affairs, undergraduate dean, and professor of English at Morehead State University, Morehead, Kentucky. In addition to general education English, Dr. Rogers taught undergraduate and graduate courses in modern and American literature. She received her undergraduate degree in English and speech/theatre from Centre College of Kentucky and M.A. and Ph.D. degrees in English from the University of North Carolina at Chapel Hill which she attended as a Woodrow Wilson Fellow.
Lorna Duphiey Edmundson, Ed.D., President Emerita of Wilson College, is recognized as an effective leader, fundraiser, and facilitator of sustainable growth and change in higher education. Dr. Edmundson helps educational institutions build on their distinctions; strengthen finances and planning; create ethnic, racial and gender equity; encourage women and students of color to pursue the sciences; diversify and internationalize campuses; and forge international partnerships. She served as President of Wilson College from 2001-2011 and has held leadership roles at Columbia University, the American University of Paris, Marymount College, Trinity College, and Colby Sawyer College. Dr. Edmundson was honored with the Athena International Leadership Award, an Honorary Degree from Rhode Island College, and an Honorary, Lifetime Membership in Rotary International. She is featured among Asian and U.S. leaders in Women at the Top, by Cheung and Halpern.
Women have moved into top jobs at some of America's biggest and most recognized corporations including IBM, Pepsico and Archer Daniels Midland. But in their shadows, at the second tier of big U.S. companies, it's a different story.
Politicians and employers recognise that gender should be no barrier to career progression. Yet women continue to be under-represented at senior levels across the UK, particularly in the banking sector.
Research by the Institute of Leadership & Management, sponsored by RBS, investigates why so few women are promoted to senior management positions in banking and identifies the challenges they face. The report also propose solutions for the future.
Since 1999, the annual Female FTSE benchmarking report has provided a regular measure of the number of women executive directors on the corporate boards of the UK's top 100 companies.
The Female FTSE Index is announced each year in November, and attracts considerable press attention in the UK and internationally. The study was hosted at the Chancellor of the Exchequer's offices at No. 11 Downing Street in 2004. Reports are available from 2001 onwards. The Index is incorporated in the Reports.
Only 14.3 percent of Division I coaches are women, the fewest since 1992, according to a national survey by the former Brooklyn College professors R. Vivian Acosta and Linda Jean Carpenter.
Longtime female coaches say that many qualified candidates, especially those who are mothers or plan to be, leave the profession rather than juggle the demands of coaching and motherhood.
Fewer, they say, are willing to uproot their families to pursue jobs, as men routinely do, or toil for 10 years at modest pay for a chance to be a head coach when so few women are hired. Most Division I assistants make $40,000 to $50,000 a year. The median salary for Division I head coaches is $125,100, according to the 2004-10 N.C.A.A. Gender Equity Report.
Diversity in executive management is low at all agencies when compared to the percentage of people of color in the civilian labor force. Three agencies—the Federal Reserve Banks of St. Louis, Boston, and Cleveland—have no people of color in executive management.
Overall, women in these fields, collectively known as STEM, for science, technology, engineering and mathematics, are staying in these positions at the same rate as men, according to work done by Deborah Kaminski of Rensselaer Polytechnic Institute and Cheryl Geisler of Simon Fraser University.
"This is really good news, it means if we hire them we are going to be able to keep them," Kaminski said in a podcast released by the journal Science, in which the study appears. The two also found that men and women receive promotions at about the same times.
In these fields overall, half of faculty will have departed within 10.9 years of their careers. One discipline bucks the overall trend, however. In mathematics, half of women leave by 4.45 years, and half of male faculty by 7.33 years into their careers, the study found. (A study released this week found that due to the demands of a professorship, many women choose motherhood over academics in math and science fields.)