Sentences with phrase «hire more women in»

Since the financial crisis erupted in 2008, there have been increasing calls around the world to hire more women in finance and banking, especially at senior level.

It is important for organizations wishing to hire more women in leadership roles to evaluate the gender bias in their organization, with a first step being an audit of the compensation practices for women and men.

Sandberg said more business owners and leaders need to be aware of that bias and should focus on hiring more women in leadership roles.

Putnam also stressed Sundance's ReFrame project, an effort with the activist group Women in Film to urge movie studios toward hiring more women in behind - the - camera jobs.

Not exact matches

Churches says men who are in a position to hire should not be afraid to add more women to their team.

A 2015 study found that women who applied for professorships in STEM areas (excluding economics) were more likely to be hired than similarly qualified male candidates.

The ad showed a smiling, millennial - aged woman seated at a computer and promised that new hires could look forward to a rewarding career in which they would be «more than just a number.»

It's been more than two years since Facebook and others in tech committed to hiring more women and underrepresented people of color, and so far, there is very little to show for it.

He'd like to increase military spending, sign free trade deals with other Asian countries, make it easier for companies to hire and fire workers, change immigration laws, get more women in the labour force and much more.

Looking at biases that play into hiring and promotions and putting more women into senior roles, are vital steps toward resolving the problem in the long term.

«Parenting daughters reduces the bias that one has towards women, which leads to more female hires,» the researchers wrote, noting that firms with a greater number of daughters over the age of 12 also lead to even greater gender diversity in firms.

A new study revealed the most diverse players in the tech sector as major companies make public efforts to hire more women and minorities.

Gelman says the company will use the money to hire more employees, expand its physical footprint, invest in technology that will beef up its digital member portal, and more importantly, add a «scholarship program» for professional women who can't afford The Wing's rates.

In the past, Lyft created positions like Nishi's and implemented hiring practices that paved the way for more women and people of color to be represented in the companIn the past, Lyft created positions like Nishi's and implemented hiring practices that paved the way for more women and people of color to be represented in the companin the company.

In a blog post, co-founder Evan Sharp noted that most big tech companies — including Pinterest — have made little progress on hiring more women and minorities, a failure that he attributes largely to the fact «that companies haven't stated specific goals.»

I don't like when people are told to hire women — not because the world doesn't need more of them heading corporate boardrooms and government cabinets — but because such pressure, in my experience, has a good chance of getting the wrong women hired.

We fully expect that more women will land in the coveted partner role, both as firms make it a priority to hire and promote women, and as women themselves start more venture firms.

In an interview with USA TODAY following the meeting, Jackson said he stressed the need for Uber to hire more women and underrepresented minorities at all levels of the company, from the board of directors and the executive team to rank - and - file workers.

According to a 2016 study published by the Harvard Business Review, including more than one woman or member of a racial minority in a finalist pool helps combat unconscious bias among interviewers and increases the likelihood of a diverse hire.

Of the 12 most common CXO roles, women represent more than 50 % of the hires in only ONE function: Human Resources.

3 Principles for Hiring a More Diverse Team How a little fintech company achieved gender parity (66 % women in our executive team; 53 % women in our company), established 100 % paid leave policies for mothers and fathers, and is working even harder toward better diversity.

Subscribe to the Afternoon Brief Trending Story: Alcoholism Epidemic: More Than 1 in 8 Americans Are Now Alcoholics Americans are becoming increasingly heavy drinkers, with the greatest rise among women, older people and ethnic minorities, national surveys have shown... Today's News: Viticulturists and Scientists Battle Latest Vineyard Virus: Red Blotch When he was hired -LSB-...]

Frankly, you should want more men discussing hiring of women in the same way they talk about the hiring of men.

In truth, attractive women are both more likely to get hired and also more likely to be seen as incompetent.

We were very fortunate to find someone who was all that and more in a nanny we were blessed with for two years that we hired after we let go the emotionally sensitive young woman.

Hiring a house in order to be in the catchment for DOMINO homebirth, asking for a new health care professional in labour, changing hospitals, challenging policy — women are becoming more proactive in their approach of navigating the system in order to ensure that they get the most out of their maternity care and have a healthy positive birth experience.

Gillibrand was a hardworking lawyer (partner in David Boies» law firm); elected TWICE in a heavily Republican district; serves on the Armed Services Committee; ranks among the top ten fundraisers in the House; was hired by President Clinton to work at HUD; fought for the rights of abused women; is a genuine working Mom who gave birth to her second child just last March, making her only the sixth woman in the House to do so while serving in office; she has voted in every single election (unlike Kennedy who has missed even GENERAL elections); magna cum laude graduate of Dartmouth... Need I say more?

This is what this corporate dictator anti-freedom-of-speech Mayor Michael Bloomberg had to say about those (like the women who were forced out of their job's of his company because they were pregnant) about whom he hire's for his company & I quote: «I just hopefully hire people who are a little more responsible, that's the first thing I worry about», «I've always thought that when you work for somebody, you have an obligation to not write a tell - all book afterwards and that's true whether you're in an administration or whether you're working for a private company».

2014 has been a significant year of accomplishments for Mark, including working with the Legislature to pass a balanced budget with a small tax cut, opening the Erie County Health Mall, signing an executive order requiring that all contractors with Erie County comply with equal pay laws for women, restructuring the Department of Social Services while hiring more CPS caseworkers, and managing the emergency response to four major weather - related events: two blizzards, flooding in West Seneca and Winter Storm Knife.

MIT President Susan Hockfield says the report, based on interviews with women faculty members, demonstrates the «stunning progress» MIT has made in hiring more women and increasing their job satisfaction.

Specifically, the authors report that women who compete for assistant professor positions in math - intensive science fields are just as likely to be hired as men are, if not more so, and that women are not discriminated against in tenure and promotion decisions.

Their plan is not to force more hires but rather to meet with department chairs to create a strategy for increasing the pool of women candidates in each discipline, starting with chemistry and the two biology departments.

According to research, fit women are more confident to compete in job hiring.

AND, because of this collection, they were able to hire TWO MORE WOMEN in the sewing center!

An inclusion rider means that those working on a production can request at 50 percent diversity within a production, meaning that in front of and behind the camera, more women, members of the LGBTQ community and people of different racial or ethnic groups must be hired.

Initial programs include (1) a customized Culture Change Toolkit to provide resources, best practices and training to create cultures that yield more balanced hiring, (2) a field - wide Sponsor / Protégé Program identifying and providing high - level endorsement for top women directors poised to advance their careers, and (3) accreditation for gender inclusiveness in the form of a ReFrame Stamp certification.

Crucially, the participants have committed to staying involved in the project and will enlist an ever - growing group of advocates to work inside their organizations on articulating the business case for making changes in culture and practices to hire more women and people of color.

This year alone, they released six of the most inventive, quality offerings out there: two terrifying survival thrillers, Damien Power's devastating and brilliant Killing Ground and Sam Patton's lesser but still - worthy Desolation; Sean Byrne's masterful tale of artistic obsession and satanic possession The Devil's Candy (all three even harder to endure because the featured families in peril are so human and likable); A Dark Song, an unnerving occult thriller in which a woman hires a medium to help make contact with her dead daughter; and House on Willow Street, which, similar to last year's horror highlight Don't Breathe, sees a house robbery — led by a woman with a mission, played by modern scream - queen Sharni Vinson — go terrible wrong, but this time in a more supernatural way.

Meryl Streep has long advocated the hiring of more women in all aspects of filmmaking and noted that so - called «women's movies» - when done well — makes a ton of money.

So the Obama Campaign hired more women than men, put women in senior positions, and hired heads of ethnically and socially diverse constituency groups who not only looked like them, but also breathed like them.

To hire a «token woman», or a woman who isn't necessarily qualified for the job but is hired based on her gender, is not only a horrible business idea, it's not fair to the other more qualified applicants and it's not fair to the woman who is in a job that she can't effectively manage.

Now, on the whole, I'm not one to go in for guilt by association: The fact that Michael E Mann's boss at the IPCC is facing sex charges for harassing women is no more relevant than the fact that Michael E Mann's boss at Penn State - Graham Spanier, the guy who hired him - is under indictment for obstruction of justice, failure to report child abuse, and child endangerment.

Unlike the more familiar divorce proceedings where parties hire gunslinger lawyers and have their dirty laundry aired in public courthouses, these women each retained a collaboratively - trained attorney (Ellen Ware and myself) who are experienced in respectful and interest - based negotiations.

They presume that because their law school class was fifty percent (or more) women and they obtained articling positions and were hired back as first year associates in equal numbers to their male colleagues, that this trend will continue.

Our legal news podcast Coast to Coast this week looks at Diversity in Law, discussing whether progress has been made since 1999, when the chief legal officers of 500 large corporations agreed to push their outside law firms to hire more minorities and women.

When Tinsely, Cheldelin, Kupfer Schneider, and Amanatullah studied new women hires, they found that when women asked for more compensation they were judged significantly «more demanding and less nice» than when new men hires engaged in the same behaviour.

The dark side, it would seem to me, is not «management's predicament» of having to shuffle personnel at times, but rather the possibility that discrminatory hiring practices have gone underground causing even more damage in cases where women, married men, etc. are simply not hired in the first place.

A second, more far - reaching diversity initiative, «A Call to Action: Diversity in the Legal Profession,» asks corporate law departments to compel law firms to take action to increase the number of women and minority lawyers they hire and retain.

In 2011, more than three - quarters of firms hired either staff or contract attorneys — with no opportunity for partnership — according to the National Survey on Retention and Promotion of Women in Law FirmIn 2011, more than three - quarters of firms hired either staff or contract attorneys — with no opportunity for partnership — according to the National Survey on Retention and Promotion of Women in Law Firmin Law Firms.

Yet, despite some isolated efforts to hire and retain more female attorneys and promote more women into partnership, little tangible progress has been made to improve the position of women in the profession...