BNY Mellon was one of the first financial institutions in the U.S. to do business with women, dating back to the 1870s when we started encouraging women to take control of their finances.
Today, striving for gender equality within and outside our four walls is key to our success. It’s an economic driver that can enhance company performance and generate significant market returns.
7 externs. 25 mentors. 12 business and technical disciplines.
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We have to brag on our Weatherford IPAA/PESA summer externs from Westside High School and Young Women's College Preparatory Academy. Over the course of their two-week externship they met with more than 25 mentors from 12 business and technical disciplines. Each day, the young ladies learned something new and grew more confident in their abilities. And each day, they left a lasting impression on our team. #WeatherfordWISE
Providing Career and Education Advice to High School Youth
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We are incredibly committed to STEM education at Weatherford, especially when it comes to supporting women and underprivileged youth. In 2016, we provided approximately 2,220 students with STEM mentorship through our Weatherford Worldwide Initiative Supporting Education (WISE) program. In June, the Weatherford WISE program hosted seven high school girls from the Houston area for their IPAA/PESA summer externship. This is our first year participating in this program, though Weatherford has been engaged in a variety of other educational activities with IPAA/PESA.
Whether we've had experience caring for an aging parent or rearing children, women have a unique perspective and a nurturing nature to bring to their jobs. To be successful, leaders in manufacturing must have strong analytical skills, the ability to ask the right questions and be driven to learn as well as improve from the answers. If you couple these traits with compassion, you have a unique skill set that fits well with manufacturing for the long-term care industry.
Caterpillar has set ambitious targets in several key areas to increase the mix of qualified, capable females across our enterprise to industry benchmark levels by 2022. These goals include increasing our total female workforce to 29 percent, a 9 percent increase over our current population, and the number of female leaders to 25 percent, a 6 percent increase over the current composition of our leadership.
Click here to learn more about how Caterpillar promotes the Women in Leadership initiative.
The sold-out conference in Las Vegas will feature local and national leaders offering wisdom and insight on career development and work/life balance
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LAS VEGAS, July 6, 2017 /3BL Media/ – Television host, renowned chef and author Pati Jinich will talk about cooking, parenting and pursuing dreams at MGM Resorts Foundation’s Women’s Leadership Conference (WLC) Aug. 7.
Jinich will participate in the conference’s popular executive leadership panel, which will feature dynamic women leaders at the top of their careers. Registration for the conference is sold out for the fourth year in a row. In its 11th year, WLC will be held Aug. 7 & 8 at MGM Grand Hotel & Casino in Las Vegas, NV.
Former Kohler associate shares her experience as a factory worker during World War II
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In the midst of World War II, the makeup of the U.S. workforce changed. Companies refrained from producing their usual goods to focus on war production. For example, in the Brass Department at Kohler Co., associates made artillery shells, submarine torpedo tubes and aircraft controls in place of bathroom brass fittings. The associates making those items changed, too.
In 1948 the United Nations General Assembly adopted the landmark Universal Declaration of Human Rights, the first global recognition that there are basic inalienable rights and fundamental freedoms that apply to every human being. The Declaration made clear that men and women have the same rights to basic civil, political, economic, social and cultural rights.
GM’s chief talent officer, Michael Arena, knows the power of culture and employees. In an industry that is poised for radical disruption, like automotive, it is critical to disrupt the way employees work to not only keep pace with start-ups, but to transform veteran companies. Arena’s core objective is to develop a culture where people feel connected and empowered.
It all started in 2014 when he asked the company futurist what will be important from a workplace and employee perspective in the year 2020. Four main areas emerged.
