Engaging a multigenerational female workforce – Why they don’t all want to “Lean In”
Attracting and onboarding women for long-term retention
The ROI of mentoring, employee resource groups, and other high potential programs
What matters when addressing financial security and equal pay
Key strategies for building a strong pipeline of female talent
Women account for 53% of entry level professional jobs, but only 37% of mid-management, 28% of VP/Senior Management, and 14% of Board and Senior Executive positions in the US. Despite improvements, most organizations fail to retain or promote female talent effectively. Human Capital professionals can play a decisive role in successfully engaging and developing women in the workplace. This webcast will take a critical look at generational bias, recruitment strategies and talent management practices and provide new insight and strategies for building a strong pipeline of women leaders.
Webcast | Presented By: Lisa George, Aida Sabo | Webcast Aired: April 1, 2014
Successful, innovative, big businesses have entrusted their fortunes in the capable hands of female executives. Cardinal Health, a Fortune 17 healthcare company with over $100 billion in revenue and over 33,000 employees, has taken bold steps to accelerate the advancement of women internally, but also in the community and in the healthcare industry.
Webcast | Presented By: Peggy Hazard, Joanne Provo, Joy Hazucha | Webcast Aired: May 29, 2013
In recent years, the percentage of women holding senior and C-Suite roles in organizations has increased. However, breaking through the glass ceiling remains a very real challenge for most women – and the organizations that seek to retain and leverage their talent – to overcome. This is evidenced by the drop in the percentage of women from the mid-level leader range (28% women) to just 17% at the senior executive level.