Sentences with phrase «women employees not»

Why are women employees not advancing in the same way as their male counterparts?

Not exact matches

The next day, all of her employees quit because they didn't believe she could run the business and maybe didn't want to work for a woman.

«You'll hear all kinds of defenses, but if they really want women and minorities as employees and leaders, why aren't their numbers higher?

Example: Four women were fired in New Hampshire in 2007 «in part for gossiping and discussing rumors of an improper relationship between the town administrator and another employee that residents now agree were not true.»

Newman didn't like the name, and during a brainstorming session, one of his employees, a Native American woman, came up with a new one — Seventh Generation, a reference to an Iroquois saying that, «In our every deliberation we must consider the impact on the next seven generations.»

This year's awards are open to all Australian business women that meet the entry criteria in the following categories: * Westpac Group Business Owner Award (owners with a 50 per cent share or more in a business, with responsibility for key management decision making); * Australian Government Private and Corporate Sector Award (employees in the private and corporate sectors, or owners with less than a 50 per cent share of a business); * Hudson Community and Government Award (employees of government departments, statutory bodies and not - for - profit organisations); * Panasonic Young Business Women's Award (women aged 30 years and under, with any of the above critewomen that meet the entry criteria in the following categories: * Westpac Group Business Owner Award (owners with a 50 per cent share or more in a business, with responsibility for key management decision making); * Australian Government Private and Corporate Sector Award (employees in the private and corporate sectors, or owners with less than a 50 per cent share of a business); * Hudson Community and Government Award (employees of government departments, statutory bodies and not - for - profit organisations); * Panasonic Young Business Women's Award (women aged 30 years and under, with any of the above criteWomen's Award (women aged 30 years and under, with any of the above critewomen aged 30 years and under, with any of the above criteria).

«We wondered if women may think about things that men don't... You want to be an amazing employee.

A different former employee says: «You don't feel it's an environment where women support each other.

But while openness about pay may foster fairness in men's and women's pay, employees usually don't like it.

Diversity isn't just about ethnicity, establishing benefits for women or policies for LGBT employees.

One 68 - year - old woman who doesn't drive gets a lift home from Phase II with a gym employee.

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.

We've found that male managers, despite being well - intentioned, often aren't equipped to handle women in conversations about stress, flextime, remote working, what the company is willing to do, and other issues that they need to approach differently than they would for their male employees.

Fiorina: A woman business owner once said to me, «You know we train people to be employees now, we don't train them to be entrepreneurs,» and I think that is true.

Employees say: «I admire the fact that we are dedicated to corporate responsibility initiatives that are not heavily branded, that target people of color and women, and that address issues of inequity within tech and our larger communities.

At the start of the new year, most employees (62 percent) report they do not believe men and women are paid equally.

And venture is not alone; only 5 percent of the S&P 500 index has a female CEO; 3 percent of U.S. senior leadership teams are racially diverse; 8 percent of law firm equity partners are individuals of color; and 18 percent of the largest nonprofits ($ 50 million + budgets) are run by women, despite an overwhelmingly (75 percent) female employee base.

The result will not only be a system that is fairer for women and minorities, but for all employees.

«CEOs should remember that their employees look up to them, and if they feel like their employer is not going to speak up and represent their interests — whether it's transgender issues, women's rights issues, the environment, immigration — I think it's a missed opportunity,» venture capitalist Bijan Sabet told Swisher.

Adding to this new information is some research conducted by Womenable way back in 2007, Mapping the Missing Middle: Determining the Desire and Dimensions of Second - Stage Women Business Owners, which not only raised the point that not enough policy and programmatic attention was being paid to established women - owned firms that had not yet cracked the million - dollar revenue barrier, but sized this population at between 16 % (if defined to include firms with employees or between $ 100,000 and $ 1 million in revenues) and fully 91 % (if having employees and revenues over $ 100,000 was not a criterion) of the entire women - owned business populaWomen Business Owners, which not only raised the point that not enough policy and programmatic attention was being paid to established women - owned firms that had not yet cracked the million - dollar revenue barrier, but sized this population at between 16 % (if defined to include firms with employees or between $ 100,000 and $ 1 million in revenues) and fully 91 % (if having employees and revenues over $ 100,000 was not a criterion) of the entire women - owned business populawomen - owned firms that had not yet cracked the million - dollar revenue barrier, but sized this population at between 16 % (if defined to include firms with employees or between $ 100,000 and $ 1 million in revenues) and fully 91 % (if having employees and revenues over $ 100,000 was not a criterion) of the entire women - owned business populawomen - owned business population.

I'll tell you why: Because it suggested that things were so badly run at Uber with regard to treating women techies fairly that one manager could not even pretend to make an effort on even the most basic of gestures to allow his female employees to feel included.

2017.03.22 Royal Bank of Canada signs up to HM Treasury «Women in Finance Charter» RBC is focused on achieving an inclusive workplace where all employees have equal opportunity to reach their full potential, and recognises that diversity and inclusion is not just a core value, it is also a business priority...

Another employee, Tasha Murrell of Memphis, who worked at the site for more than six years, said after telling a woman supervisor that she was pregnant, the woman supervisor said she «didn't need a baby and should have an abortion.»

We could use their tax dollars to help expand Planned Parenthood services if they are not going to offer health benefits that include birth control benefits to women and male employees whether they are Catholic or not!

They aren't paying the women employees extra in order to afford birth control.

The case represents the latest volley in a culture war of sorts as courts and academics — not to mention employers and employees — try to reconcile the law's fundamental commitment to two principles increasingly emerging at loggerheads: religious liberty and women's health.

Their worrying whether their women employees will use their insurance for birth control or not is beyond the pale.

Why hasn't CNN done a story on the executive who videotaped a Chik - fil - A employee (a young women) and berated her?

I think an employer has a moral obligation to be concerned about the welfare of one's employee's — maybe not legally required (to a degree)-- i wish it were simple that people could just quit an employer that had no concern for the people so that enterprise would go under or wise up — i think though employers are actually more upset about money instead of morals — women and doctors should be deciding such issues — i do not know y i even bother posting since i know these posts will not actually affect anything --

This issue arises when a woman with healthcare through her or her spouse's employer (which is how most of us get healthcare in this country) has an employer who is against contraception and does not want any employees to have access to contraception.

Unlike the kind of social commentary that Hollywood still churns out — in which everything would turn out better if only conservatives weren't so busy oppressing homosexuals or women or maybe unionized employees — it isn't interested in easy sociological answers or cheap political point - scoring.

The assumption that a key source of male identity is rooted in work and not in family and relationships, and that the opposite is true for women, is a major impediment to the effective integration of employees» work and personal lives.

Courtney Stratton: We have seen the post «the mom nursing the baby at the Taurt Café been braided by another customer» or even better the elderly woman stopped the new mom in the restaurant, not to give her a hard time but to offer her by cutting her food while she nursed her baby and then multiple times that a retail employee has told a shopper to use the bathroom».

Sunny: Someone got some training because and I don't think it says if any of their employees were women, that may have made a difference too because moms sometimes have been there and have done that.

A lot of women may not know this but Federal law requires that any employer who has 50 or more employees must provide a place for a nursing mother to pump breast milk.

After breastfeeding your baby in an LA Fitness, an employee told you that you weren't allowed to feed your child in the women's locker room and escorted you out.

For example, employers should not be permitted to force women to use spaces like utility closets that would not otherwise be considered suitable for employee work or leisure.

Australian employers are not legally obliged to provide lactation breaks to their employees, however the International Labor Organization (ILO) recommends that breastfeeding women be entitled to at least one break per day for lactation, and that can also be accessed as a reduction in hours.

In the United States, if you are a woman who works for a company with fewer than 50 employees, it is completely up to your employer whether or not you get paid during maternity leave, and they don't even have to guarantee that your job is safe when you want to return — because pushing a human out of your body and then keeping said newborn human alive for three months with your body is not stressful enough.

Women who go back to work right after giving birth might not have the time to establish breastfeeding — and even if they do, they might have trouble finding a place to pump, as only employers with more than 50 workers are required to provide employees with a clean lactation room.

Until this week, I've never gotten a dirty look or negative comment, but a woman that works a completely opposite shift from me (who's constantly harassing other employees and flat out being a bully) told another employee that I shouldn't be leaving work until noon.

The charges claim that Frontier is discriminating against women by not providing sufficient accommodations for pregnant and breast - feeding employees.

But I can't imagine an employee asking a woman who was baring her breasts in that way to cover up.

The Clinton Foundation will not return contributions it received from a major donor who is accused in a $ 30 million lawsuit of coercing his employee into sex, citing the non-profit organization's work in «empowering girls and women.»

A top official at the state Division of Criminal Justice Services who was found to have threatened female employees with physical violence and engaged in years of sexual harassment, racism and ageism was not disciplined by the agency, which instead punished two women who provided testimony about the case to the state IG's office.

Regarding the unionization of Babeland, it's oh so typical that their story (and large photo) focuses on some whiny natal male who's miffed about his «womanhood» not being woman sufficiently exalted — this time as an employee of a woman - focused retailer.

Also at 10:30 a.m., Democratic Westchester County lawmakers, union leaders and women's rights advocates introduce a bill to help ensure salaries will be based on job qualifications and the value of the job they are being hired to do, not what prospective employees made in the past, 148 Martine Ave., 8th Floor, White Plains.

«I don't believe we are going to be able to re-engage those women while they have a perception that the party is rewarding someone who has had an affair with an employee.»

Still, from the phone records in the FBI affidavit, parts of which are up on the Smoking Gun, it didn't seem like it was a woman - friendly workplace, from the male founder who said that a would - be call girl «looks like a butcher in my opinion» to the conversation about the «baggage» a worker with kids has to the outraged indignation of an applicant who was «shock and confuse» that the company expected its employees to have sex with men who don't even take them out to dinner.

Organizational climate is a strong predictor of workplace sexual harassment and can include situations where men outnumber women, where supervisors are predominantly male, and where there is a sense among employees that complaints will not be taken seriously.