How Crucial is the Female Workforce? More Than You Think
The Role of Women in the Workforce Is Increasingly Critical
International Women’s Day Underlines Structural Barriers Preventing Women From Unleashing Their Potential
“What companies are offering women is clearly not what women want.
“There needs to be a shift toward work models that better provide women the flexibility they are looking for so that the percentage of women in the workforce does not drop off at every sorting of talent,” said Mara Swan, ManpowerGroup Executive Vice President, Global Strategy and Talent.
“”We also need to focus on strategic ways to reintegrate women who temporarily leave the workforce to raise families.”
The interview is available online through BBC at: http://www.bbc.co.uk/programmes/p00m6dzl
“I look forward to the time when the world no longer needs an International Women’s Day because our societies have achieved equality in the workforce and have unleashed the potential of all people,” added Swan.
“Companies need to value the diversity of thought, perspective and experience in order to unleash the potential of all of their people, regardless of gender or generation, to nurture innovation and productivity,” said Jeffrey A. Joerres, ManpowerGroup Chairman and CEO.
Across the world, ManpowerGroup is committed to providing experience and employment opportunities for women inside and outside its company, including…
In addition, 70% of ManpowerGroup’s leaders globally are women.
Last week, ManpowerGroup was named one of America’s Top Corporations by the Women’s Business Enterprise National Council (WBENC) in recognition of the company instituting programs offering equal access to women-owned businesses and world-class supplier diversity.
ManpowerGroup was also named a 2020 Women on Boards Winning Company for its commitment to board diversity — 30% of ManpowerGroup’s board of directors is comprised of women.
What Are Your Thoughts??
✔ With the workforce changes coming — as in fewer workers — ManpowerGroup is not the only one saying the female workforce is being underutilized. This is true in both developing and developed countries. That’s your fedback on this oversight?
✔ Both Marissa Mayer and Sheryl Sandberg are the latest to be in the spotlight for leadership, Meg Whitman, Carly Fiona were before them, and Golda Meir as President of Israel shouldn’t be forgotten either (there have been and there are other female Presidents of other countries since Golda as well) — and it is no secret that the boardroom has been slow to have female arrivals. If they are getting there — what is keeping others from being there?
✔ There are actually 42 female CEO’s in the Fortune 1000, and yet we only hear about two — what role should the media be playing in all this, especially given there is a good portion of female journalists and reports? What questions aren’t they — or we — asking?
Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.
30 years after women became 50 percent of the college graduates in the United States, men still hold the vast majority of leadership positions in government and industry. This means that women’s voices are still not heard equally in the decisions that most affect our lives. In Lean In, Sheryl Sandberg examines why women’s progress in achieving leadership roles has stalled, explains the root causes, and offers compelling, commonsense solutions that can empower women to achieve their full potential.
Sandberg is the chief operating officer of Facebook and is ranked on Fortune’s list of the 50 Most Powerful Women in Business and as one of Time’s 100 Most Influential People in the World. In 2010, she gave an electrifying TEDTalk in which she described how women unintentionally hold themselves back in their careers. Her talk, which became a phenomenon and has been viewed more than two million times, encouraged women to “sit at the table,” seek challenges, take risks, and pursue their goals with gusto.
In Lean In, Sandberg digs deeper into these issues, combining personal anecdotes, hard data, and compelling research to cut through the layers of ambiguity and bias surrounding the lives and choices of working women. She recounts her own decisions, mistakes, and daily struggles to make the right choices for herself, her career, and her family. She provides practical advice on negotiation techniques, mentorship, and building a satisfying career, urging women to set boundaries and to abandon the myth of “having it all.” She describes specific steps women can take to combine professional achievement with personal fulfillment and demonstrates how men can benefit by supporting women in the workplace and at home.
Written with both humor and wisdom, Sandberg’s book is an inspiring call to action and a blueprint for individual growth. Lean In is destined to change the conversation from what women can’t do to what they can.
About the Author of the Book
Anyone who’s watched Sheryl Sandberg’s popular TED Talk, “Why We Have Too Few Women Leaders,” is familiar with–and possibly haunted by — the idea of “having it all.” “Perhaps the greatest trap ever set for women was the coining of this phrase,” writes Sandberg in Lean In, which expands on her talk’s big idea: that increasing the number of women at the top of their fields will benefit everyone. Sandberg, the COO of Facebook, encourages women to challenge the common workplace assumption that “men still run the world.” She asks men to be real partners, sharing in the family work that typically leads to a woman’s decision to stay home; she asks women who expect to start a family soon not to check out of work mentally. Sandberg’s critics note that her advice may not resonate with the masses: The Harvard-educated exec can afford a veritable army to help raise her children. But Sandberg’s point–which affects all of us–is that women who have what it takes to succeed at the highest professional level face many obstacles, both internal and external. Lean In is likely to spur the conversations that must happen for institutional changes to take place at work. — Alexandra Foster
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ManpowerGroup™ (NYSE: MAN), the world leader in innovative workforce solutions, creates and delivers high-impact solutions that enable our clients to achieve their business goals and enhance their competitiveness. With over 60 years of experience, our $21 billion company creates unique time to value through a comprehensive suite of innovative solutions that help clients win in the Human Age. These solutions cover an entire range of talent-driven needs from recruitment and assessment, training and development, and career management, to outsourcing and workforce consulting. ManpowerGroup maintains the world’s largest and industry-leading network of 3,500 offices in 80 countries and territories, generating a dynamic mix of an unmatched global footprint with valuable insight and local expertise to meet the needs of its 400,000 clients per year, across all industry sectors, small and medium-sized enterprises, local, multinational and global companies. By connecting our deep understanding of human potential to the ambitions of clients, ManpowerGroup helps the organizations and individuals we serve achieve more than they imagined – because their success leads to our success. And by creating these powerful connections, we create power that drives organizations forward, accelerates personal success and builds more sustainable communities. We help power the world of work. The ManpowerGroup suite of solutions is offered through ManpowerGroup™ Solutions, Manpower®, Experis™ and Right Management®. Learn more about how ManpowerGroup can help you win in the Human Age at www.manpowergroup.com.
ManpowerGroup is the only company in our industry to be named to the Ethisphere Institute’s World’s Most Ethical Companies list for three consecutive years, in recognition of its proven commitment to ethical business practices, including an outstanding commitment to ethical leadership, compliance practices and corporate social responsibility.
In January 2011, at the World Economic Forum Annual Meeting in Davos, Switzerland, ManpowerGroup announced the world has entered the Human Age, where talent has replaced capital as the key competitive differentiator. This concept of talentism as the new capitalism continues to resonate, and was echoed as a core theme of the 2012 Annual Meeting of the World Economic Forum in Davos. Learn more about this new age at www.manpowergroup.com/humanage
Gain access to ManpowerGroup’s extensive thought leadership papers, annual Talent Shortage surveys and the Manpower Employment Outlook Survey, one of the most trusted indices of employment activity in the world, via the ManpowerGroup World of Work Insight iPad application. This thought leadership app explores the challenges faced by employers navigating the changing world of work and provides in-depth commentary, analysis, insight and advice on strategies for success.
Follow ManpowerGroup Chairman and CEO Jeff Joerres on Twitter: twitter.com/manpowergroupjj. Joerres is one of only 20 Fortune 500 CEOs who leverages a Twitter account to get his message out.
Mark Jelfs, + 1.414.906.6675, firstname.lastname@example.org
Web Site : http://www.manpowergroup.com
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