In a career that has taken her around the world, Vildan Kehr, Divisional Vice President of Global Talent Acquisition at Abbott, shares what is necessary to be a global leader in business.
Today, it is more acceptable for women to say having it all is a pipe dream. In fact, you need to have that mindset if you want to climb the ladder in your career, advised Gail Mandel, president and CEO of Wyndham Exchange & Rentals.
Cox Communications’ Chief Compliance Officer Robin Sangston shared with DiversityInc how women can effectively negotiate their salaries.
Implementing a few key initiatives and programs can make a world of difference for mid-career women who are ready to step into management roles.
IBM’s McIntyre and Dr. Hass shed light to mid-career women who are at a crossroad in their technology careers.
Does asking for help seem to be a particular problem for women in corporate America? Nellie Borrero, global managing director of inclusion & diversity at Accenture, sat down with DiversityInc to discuss the one thing women tussle with when they find themselves between a rock and a hard place at work: asking for help.
KeyCorp’s Amy Brady shares five tips to help you recruit the best and the brightest women in technology.
Business-related experience helps New York Life’s new Chief Diversity Officer, Kathleen Navarro, understand the increasingly multicultural marketplace.
This educational tool, available for posting on your corporate intranet, includes diversity-management information on global diversity.
New research from Accenture shows that employees who can’t shut off technology, especially women, damage their ability to do their best work and be promoted.
A new study by PricewaterhouseCoopers, released for International Women’s Day, finds that female Millennials value diversity and inclusion, and make career mobility and flexibility their top workplace demands.
How can you best educate your workforce about women’s history and accomplishments? What are best practices for recruiting, retaining and promoting women?
Prudential Financial determined that there were three ways to increase its share of the multicultural market: increased knowledge of the communities, more representative hiring, and effective use of its employee resource groups.
Despite increasing recognition for the value women bring to corporate boards, U.S. companies continue a slow march toward gender diversity.
DiversityInc Top 50 companies remain ahead of the Fortune 500 when it comes to having members of underrepresented groups as CEOs.