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“The business case for gender parity has been made, and further progress toward that goal is going to depend on tone at the top.” states Janice Reals Ellig
“Unconscious bias in the workplace is keeping women from getting opportunities that will put them on track to for top roles,” comments Janice Reals Ellig.
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Janice Ellig discusses a recent survey by the Women’s Forum of New York that sheds new light on an old issue–a disproportionate number of women executives recognize the problem of gender parity versus men executives who don’t.
Janice Ellig discusses where women are NOT!
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Progress is being made, but in the U.S., parity for any group is still far off. Janice Reals Ellig states, “Gender parity by 2025 must be the objective of all U.S. Congressional leaders, CEOs/Board Chairs in the corporate world and all other sectors.”
Pay inequity between genders in the workplace has an effect on corporate performance. Janice Reals Ellig comments on the importance of communications and direct feedback to employees and its impact on performance.
Boardroom diversity should include ‘four and more’ “You have to be intentional and focused and open up the pool of candidates to look beyond the usual names and beyond CEOs.” Janice Reals Ellig discusses how companies can promote gender equality in the workplace and in the boardroom.
Say it – Target It – Measure It. Janice Reals Ellig speaks to CCTV America and recommends solutions companies can take to change the culture and put more women in leadership roles.
What more can be done to move the needle for women? Janice Ellig discusses on CCTV America, The Global Gender Gap Report 2016.
On average women are promoted and hired at lower rates than men, the result, fewer women are becoming senior leaders. Janice Reals Ellig explains on CCTV America why this still happens and how the cycle can be broken.