Click here to download the full September 2022 Collaboration Report

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The biggest investment you can make in your life is choosing to live your purpose, growing in creativity, and fulfilling the
desire of your soul, resulting in abundance in all areas of your life. When you rediscover your passion and the talents that fill you up, it will lead you to work that excites you – This is Your Genius.

What is your purpose? Think about whether you are growing into the person and leader you want to become. I believe you
are perfectly created to live like no one else right now!

If you are not intentional about choosing how you are stepping into your genius, you are not thriving; you are merely
surviving. In our daily racket – we Run! Hurry! Do! Achieve! Win! We ignore our heart, our soul’s desire, and our reason for being. From seeing yourself in unconscious, autopilot beliefs, and then beginning to question your re-active thoughts – is the path to freedom, joy, peace, fulfillment, and abundance.

How are you stopping yourself from being the game-changer in your life and leadership?

Are you committed to living on your terms, to create the leadership and legacy you most desire?

LEADERSHIP is NOT about managing, convincing, or changing outcomes or people.

Leadership IS about getting to your Genius – and sharing it with the world.

Leadership IS knowing how you sabotage yourself and knowing how to get out of your limiting patterns that leave you with
unwanted results. In Your Genius you become the creator of your life.

Leadership IS seeing the Genius in others and challenging them to join you in accomplishing greatness together. Doing so
creates limitless possibilities and results that go beyond what you could ever imagine.

Notice your thinking that leads to your emotions, beliefs, and behaviors that are holding you back. To step OUT of the
excellence that is killing your heart and soul – and INTO your Genius – is a constant practice and the only way to
consistently get the results you most want.

MY Genius is seeing YOUR Genius, coaching you to see yours, by providing you with the tools you need to illuminate your
GENIUS within you, each day.

Join me to make the leap today.

Debra Sunderland, MBA Mindful NYU
CEO/Founder & Sunderland Coaching, LLC
Certified Conscious Leadership Coach & Enneagram Practitioner & Public Speaker

The post The Leap to Your Genius – Leaders and Overachievers: This Is for You! appeared first on Women Business Collaborative.

WASHINGTON, DC – (May 11, 2022) – Women Business Collaborative (WBC), the leading alliance of organizations, companies and individuals working together to achieve equal position, pay and power for all women in business, today announced the recipients of the 2022 CEO Excellence in Gender Equity and Diversity Award and the 2022 Trailblazer in Gender Equity and Diversity Award recipients.

“The CEO Excellence in Gender Equity and Diversity Award recognizes corporate leaders whose efforts have made significant contributions to the advancement of diversity within their companies and increased opportunities for women in business roles,” said WBC Chief Executive Officer Edie Fraser. “We are pleased to honor these extraordinary individuals who are leading by example in driving gender equity and diversity in the workplace,” added Fraser.

The 2022 CEO Excellence in Gender Equity and Diversity honorees are:

• Julie Sweet – Accenture
• Mike Kaufmann – Cardinal Health
• Arvind Krishna – IBM
• Patrick (Pat) Gelsinger – Intel Corporation
• Nicolas Hieronimus – L’Oréal Group
• Kathy Warden – Northrop Grumman Corporation
• Ramon Laguarta – PepsiCo
• Hans Vestberg – Verizon Communications
• Rosalind “Roz” Brewer – Walgreens Boots Alliance, Inc.
• Kristin Peck – Zoetis

The WBC Trailblazer in Gender Equity and Diversity Award recognizes individual leaders who have implemented innovative change within their own communities and beyond.

The 2022 Trailblazer in Gender Equity & Diversity honorees are:

• Sharon Bowen – Chair, New York Stock Exchange
• Shelly Kapoor Collins – Partner, Sway Ventures and Founding Partner, Shatter Fund
• Geena Davis – Academy Award Winning Actor; Founder & Chair, Geena Davis Institute on Gender in Media
• Margo Georgiadis – CEO-Partner, Flagship Pioneering
• Sheila C. Johnson – Founder and CEO, Salamander Hotels & Resorts
• Judy Woodruff – Anchor and Managing Editor, PBS NewsHour

“The Trailblazer in Gender Equity and Diversity Award recognizes individual leaders who have implemented innovative change within their own communities and beyond,” said WBC Chief Operating Officer Gwen Young. “These amazing women further gender equity and diversity in all they do, from uplifting those around them to cultivating an environment of inclusion. Their efforts have paved the way for women within their communities and for future generations of women leaders, and we are honored to recognize their contributions.”

The award recipients will be honored at the WBC Action For Impact Annual Summit which will be held virtually September 21-22, 2022. For more information on WBC, the 2022 awardees and to register for the Annual Summit, please visit www.wbcollaborative.org/a4isummit.

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About Women Business Collaborative

Women Business Collaborative (WBC) is an alliance of over seventy women’s business organizations and hundreds of business leaders building a movement to achieve equal position, pay, and power for all women in business. Through collaboration, advocacy, action, and accountability, we mobilize thousands of diverse professional women and men, business organizations, public and private companies to accelerate change. For more information, please visit https://www.wbcollaborative.org.

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The Business Journal has published their article “Women’s representation on boards sees best-ever growth in ‘watershed’ year”, which features 50/50 Women on Boards and the Women’s Business Collaborative’s newest Women Leading Boards April 2022 Special Report.

“This new report shows that while gender diversity is increasing in U.S. boardrooms, bold change still needs to occur,” said Edie Fraser, CEO of WBC. “Additionally, with more women exiting the workforce due to the effect of the pandemic, organizations need to ensure a robust pipeline of qualified women board candidates.”

Read the Full Article Here!

The post Women’s Representation on Boards Sees Best-Ever Growth in ‘Watershed’ Year appeared first on Women Business Collaborative.

The Business Journal has published their article “Women’s representation on boards sees best-ever growth in ‘watershed’ year”, which features 50/50 Women on Boards and the Women’s Business Collaborative’s newest Women Leading Boards April 2022 Special Report.

“This new report shows that while gender diversity is increasing in U.S. boardrooms, bold change still needs to occur,” said Edie Fraser, CEO of WBC. “Additionally, with more women exiting the workforce due to the effect of the pandemic, organizations need to ensure a robust pipeline of qualified women board candidates.”

Read the Full Article Here!

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The Collaboration Report, released during Women’s History Month, outlines the progress the WBC has made since September 2021 against the targets and goals set across each of our key Nine Action Initiatives – the areas where we think we can truly accelerate progress and move the needle to equity.

Click here to download the full WBC Collaboration Report

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By Marie Konstance

Progress on pay parity has proved elusive. The pay gap between women and men is 82 cents on the dollar in the U.S. and has been in the 80-83 cent range for the last 16 years. The gap is especially wide for women of color. Black women were paid just 63% of what non-Hispanic white men were paid in 2019.

The pay gap in Asia is 19.3%, in Latin America  29.8%, and in Africa women continue to earn significantly less than men according to the UN.

Equal pay advocates are working to address this. In 2003, that over $8 billion have been spent on diversity efforts such as training, recruitment, eliminating biases in promotions and hiring, mentoring and sponsorship, and making work life more flexible and inclusive.  These initiatives focus on moving more women up the corporate ladder into higher-paying jobs to reduce the pay gap.

But the disparity persists even when women have the same jobs as men. Researchers estimate that, on average, women are paid 2%-5% less than men. Public policy and company practices can move the needle. Here’s how:

• Publish pay ranges. New York City passed a law, effective in May, that all posted jobs must display the pay range for that position. Colorado, Connecticut, Nevada, and Rhode Island are among states with similar laws. These laws give job candidates more tools to negotiate salaries commensurate with their abilities. Studies indicate that women are more likely to negotiate when they know this is possible
• Prohibit asking job candidates about prior compensation history. Laws in 17 states restrict the use of compensation history in hiring. Employers base new compensation on previous compensation, so these new laws and corporate practices allow candidates to focus compensation conversations on what the job is worth and what the employee brings to the table. This is vital as being underpaid once can have a significant effect on a person’s life-long earnings.
• Prioritize pay equity.A Society of Human Resource Management  study    found that 58% of their companies have implemented a pay equity approach. Compensation managers find that pay equity audits help reduce, if not eliminate, discrepancies. When companies have a penny or less differential, many are displaying this on their website.

This process begins by evaluating similar roles and setting pay ranges; assessing why people should be paid differently (i.e. location, tenure, or performance); and creating model that reviews the employee’s compensation and these relevant factors against the set pay range for the role. If the model indicates some people are underpaid, the company often aligns their compensation closer to the higher rate.

• Empower employees.Employees are advocating for equal pay by being more transparent about their own pay. Although companies discourage sharing compensation, it is the employees’ right as specified under the National Labor Relations Act. Employees in a range of industries and nonprofits have shared their compensation and related factors about themselves in widely shared spreadsheets.
• Third-party services like Glassdoor provide some transparency in collecting and sharing salary information, as well. The collective effort gives employees more control in compensation negotiations.

Equal pay for equal work has been the law in the U.S. since 1963. Sadly, we are only inching toward equality. The laws and practices outlined above add more structure and fairness to compensation practices — a very welcome trend.  These developments give us hope, but we know we must continue our in ensuring the vision of equal pay becomes a reality.

Marie Konstance is Director, Community Engagement at Catalyst, where she helped establish and manages the Gender and Diversity KPI Alliance (GDKA), which promotes the adoption of three key performance indicators to measure gender and diversity.

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By Stefanie Boles, Chief Administrative Officer, NPower

If we have learned anything from the events of the past two years–from the pandemic and ensuing economic crisis, racial tensions, and the ‘great resignation’—it’s that we cannot sit back and wait for change to happen over time. There is an urgency in the air to live in a more harmonious country, embrace the diversity that makes us great and lean into a more inclusive workforce.

As leaders, we are aligned in so many ways. We want diverse and high performing teams. We want innovation and a competitive advantage. But the road to true diversity, equity and inclusion requires more widespread change in mindset and practice.

I recently joined the national tech training nonprofit, NPower as the Chief Administrative Officer, a position that is a culmination of my passion and vision. NPower is focused on advancing race and gender equity in the tech industry through skills training and career development. The work we are doing, through the Command Shift coalition, to advance women of color into tech careers is ground-breaking. As a woman of color, who has been driven, personally and professionally, by a deep commitment to diversity, empowerment, and fairness, I feel a renewed optimism and belief that every day actions will drive true change.

Now is the time to come together and work together to spark the kind of change we have only imagined. To help women of color claim their seat at the table, the boardroom, or the classroom, where she/we can contribute to and benefit from this digital economy. Looking around to see where to start? Might I suggest starting with YOU:

• Do work that matters to you. Work for an organization that represents shared core values. It will fuel your passion and commitment.
• Make space for other voices and perspectives. Inclusivity and belonging is about inviting people to be seen and heard. If you are in a position to help a woman on your team or in your office to be included and heard in a meeting or staff activity, do so.
• Understand that radical change begins with a shift in mindset that ripples and expands through action. We all have biases; check yours at the door.
• Lastly, keep on keeping on. Do all these things and more, with intention, over and over again. Don’t get complacent, and don’t stop striving for progress.

This Black History Month, in addition to reflecting on the past achievements of Black Americans and their impact on our society, imagine the widespread history-making change we could make in this world to support women of color if we worked together.

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