Catalyzing the Future: Rethinking Women’s Leadership in Business is a unique opportunity to build a true collaboration and communications platform with the Women Business Collaborative where we can share what we are doing to initiate and sustain major transformations with action and support.
This is a unique opportunity to discuss with the Women Business Collaborative’s network champions the nine essential action initiatives which will drive true equity in business:
- more women CEOs, in the C-Suite and on Boards;
- a demand for Diversity, Equity, and Inclusion (DE&I), gender pay and parity;
- increasing access to institutional capital, and capital for women entrepreneurs;
- driving more women as controllers of capital parity for women in underrepresented business sectors such as technology; and
- building the pipeline of women.
The questions we want to discuss and the insights to be shared:
- How do we build true collaboration that accelerates and drives impact?
- How do we create a new future by building a collective narrative?
- How do we achieve true impact across all levels of society?
- How can we amplify our story so that it becomes easy to share and live?
- How can we turn each step into a major transformation, a sustainable movement?
All of us, women and men, are doing great things to Rethink the place of women leading in business and in society.
Rethinking Women's Leadership in Business
May 13, 2021 | 11a-3p ET
11:00a-11:05a ET
11:05a-11:20a ET
11:20a-11:35a ET
Transition (Break)
11:40a-12:30p ET
Leaders, Entrepreneurs, and STEM
Creating Women Leaders Today for the Business of Tomorrow
Transcending the Challenges Facing Entrepreneurs
Women and STEM Success — It’s More than Coding
Women are demonstrating great leadership today. They are effectively leading businesses during these fast-changing times, bringing exceptional innovation and bottom-line results. How do we help organizations recognize women as great leaders? What must we do now to develop the next generation of women to lead into an uncertain future?
Every woman entrepreneur begins with a big idea and then faces the hurdles of funding, scaling, and pivoting if their innovation is going to grow into a successful business. What are the essential initiatives to help women become entrepreneurial success stories, taking their great observations and turning these into major innovations?
There seems to be an enduring myth about women and their place in Science, Technology, Engineering, and Math. In this session we are going to hear from women who are turning the myth on its head, demonstrating the success of women in STEM careers, and showing us how women can be creators, bringing great ideas to life. It is not enough to get more women into STEM. It is essential we raise their stature and celebrate their achievements.
Transition (Break)
12:35-1:25p ET
The C-Suite, Diversity & Equity & Inclusion (DEI), and the Future
Building the C-Suite Talent Pipeline
Making Diversity, Inclusion and Equity Happen
Women and Investing for the Future
A recurring complaint from those in the C-suite is that they cannot find the talented women to move into their leadership positions. There isn’t a pipeline or skilled and trained women and that is the problem with why there aren’t more women in P&L jobs in C-suite positions. Perhaps the problem is not the women but the pipeline and those in organizations who are recruiting and developing women to fill them. What is being done? What can you do? Why must you expand your pipeline and nourish it, now!
Everyone is talking about the need for and the value of a diverse, inclusive and equitable workforce. Why is it so difficult to make it happen? In this discussion, the panelists are going to share what is being done and how to do it, so it actually creates the business culture you desire. What has to change for men and women if they are going to “live” a diverse and inclusive brand and establish a culture of “belonging.”
Money is a challenge for women. Today, women own 51% of the personal wealth in the U.S. and over the next 40 years that will jump to 80% as intergenerational wealth is passed to women. Yet less than 10% of women think they are better investors than men. This panel discussion will focus on how to empower women, so they better manage and invest their money, appropriately gift their wealth through philanthropy, and help them ensure their wealth management strategies reflect their values, purpose, and passion.
Transition (Break)
1:30-2:20p ET
The Future of Work, Healthcare, and Leadership
The Future of Work for the Future of Women
Building a Healthcare System for Women’s Health
Collaborating for Impact: Advocating and Accelerating Women’s Leadership
This current period of social crisis, with remote work and its implications for women, has generated an abundance of questions and concerns about the future of work, the nature of the workplace, and the many implications for how women will work. Changes in the workplace, the applications of new technology and the blending of personal and public lives are creating new risks and opportunities for achieving gender equity. This panel will use a gender lens to examine how the technological and work-place changes may impact the future for women in the U.S. labor market.
U.S. women have the highest maternal mortality rate, and one of the highest rates of C-sections, compared to women in 10 other high-income countries. They also have the greatest burden of illness, highest rates of skipping needed health care because of cost, difficulty affording their health care, and are least satisfied with quality of care they received. One in three women in the U.S. report having emotional distress. This panel wants to talk about what to do to transform the U.S. healthcare experience into one that cares about women’s health.
In order to accelerate progress, the commitment to gender equity and diversity must be more than just a statement but also be accompanied by clear targets and goals. Businesses must be accountable to their commitment, goals and target and this accountability is the basis of collaboration. Of the largest, publicly-traded U.S. companies, 86% disclose their diversity policy and have a Return on Equity advantage of 2.5% against their peers. However, only 11% of these companies disclose actual, measurable targets and data, including leadership representation and pay transparency. How do we call for, work collaboratively to build and show accountability and track progress to show true impact in gender equity and leadership.
Transition (Break)
2:25-2:50p ET
2:50-3:00p ET
Close
Edie Fraser, Andrea Simon, and Si Alhir express gratitude and reflect on the day’s conversations.
