Queremos compartirles que Mónica French y Claudia Vallejo, dos miembros de MBA Mujeres de México, lanzaron a inicios de este año, Talent on Demand (TOD). Esta innovadora startup busca conectar talento profesional, con empresas, entregando soluciones flexibles, eficientes y hechas a la medida. La idea de negocio de TOD surge a partir de la oferta […]
¡Muchas felicidades a una de las fundadoras de MBA Mujeres de México, Christine Kenna por convertirse en socia de IGNIA! Christine es una mujer que se añade a la lista de mujeres en cargos importantes en la Industria de Capital Privado y Emprendedor en México. Su nombramiento como Socia se llevó acabo el pasado […]
Irene Espinosa es miembro de la Woman Corporate Directors México y fue nombrada subgobernadora de Banco de México el pasado 24 de enero del presente año. Antes de fungir como Tesorera de la Federación durante ocho años, Irene ocupó cargos ejecutivos en el Banco Interamericano de Desarrollo, la Corporación Interamericana de Inversiones y en el […]
It’s an all-too-familiar scenario at many companies: When the opportunity for a promotion arises, Jeff and Linda, both on the same team, reach out to their manager Bill to indicate their interest…
“It doesn’t matter to me if I’m the only woman at the table,” says Jessica Serrano, a graduate of the Massachusetts Institute of Technology’s Sloan School of Management during a panel for MBA Mujeres de México.
The case for increasing women in the investment industry is not only based on being equitable, it is based on equity.
AT the 2014 Winter Olympic Games, the Norwegian cross-country skier Therese Johaug was vying for her first individual gold medal.
Could women-only business courses boost the number of successful female entrepreneurs? Shima Barakat is one of a group of academics who thinks yes.
Companies are more likely to install women and minorities in leadership roles during a crisis—then give them the boot later.
There are three popular explanations for the clear under-representation of women in management, namely: (1) they are not capable; (2) they are not interested; (3) they are both interested and capable but unable to break the glass-ceiling
The single most important factor for increasing the numbers of women in top management positions — thus increasing corporate profits — was stronger paternity leave policies.
After ten years of investing across 300 companies, venture firm First Round Capital decided to run the data on its portfolio, which includes hits like Blue Apron and Warby Parker, Square and Uber (so outsized, it’s actually excluded from the survey).
Are men and women different? While almost every executive I have ever met, anywhere in the world, says yes, most diversity policies are designed as if the answer were no.
The biggest obstacle to women in joining the highest ranks of the business world is a lack of family-friendly policies.
In Chile, a law requires employers to provide working mothers with child care. One result? Women are paid less.
Bain & Company recently launched a study that asked two questions: “Do you aspire to top management within a large company?” and “Do you have the confidence you can reach top management?”
Daughters of working mothers grow up to be more successful in the workplace than their peers. They earn more and are more likely to be bosses, according to new findings from a Harvard Business School study.
Julie Coffman is a partner with the Bain Chicago office and is a leader in both the Global Healthcare and Organization practices.
Unlocking women’s potential to enhance corporate performance
Corporate America’s business case for developing, retaining, and advancing women is strong and continues to get better.
If you thought finding and cultivating a mentor with clout would be your key to career success,
Working women today have it better than ever before. But few agree on how to help them rise further—or whether they still need help at all
I had an epiphany the other day. I was in the middle of marking up a memo on U.S.
If someone asked you to name the most important economic trends of the last 30 years, you would probably respond with rising inequality,
The changing roles in marriage often aren’t what many couples plan, but instead are a reaction to unexpected financial pressures.
Like everyone, appearing smart during meetings is my top priority.
Women are told to lean in, but having the time to lean back might be the true test of equality and success.
Some top managers risk slowing their upward climb because they mentor downward too much.