by Trevor Harvey, Senior Manager of Corporate Pricing
I have been a member of the ON Semiconductor Women’s Leadership Initiative (WLI) since joining the Company in 2017. WLI is one of the seven employee-led affinity network groups used to create an inclusive and diverse culture at ON Semiconductor. The mission of WLI is to empower and support women to succeed through professional development in business, strategic and financial acumen. Recently, I joined on the strategic marketing subcommittee, driving WLI’s marketing initiatives.
DALLAS, July 10, 2018 /3BL Media/ - The Texas Diversity Council is proud to announce the 2018 Dallas Power 50 Awardees, a definitive list of female executives, influencers and achievers impacting various industries in Corporate America.
“The 2018 Power 50 Award highlights the most extraordinary female leaders in the Dallas area,” said Dennis Kennedy, Founder and Chair of the National Diversity Council. “We are honored to recognize such distinguished women who exemplify business excellence and prove that women deserve a seat at the table.”
Some of the buzz these days surrounds women in the workplace and the various barriers to their professional advancement. My personal experience over the years, probably like many others, has varied between amazing bosses and mentors who encouraged me to grow, and of course the not so great bosses and the leaders who felt threatened and excluded me. Over the past 9 years, my journey has been more about the evil two words we call “mommy guilt.” It’s the other hidden barrier that so many of us share which often holds women back from the next big promotion.
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.
Back in June, 1963 when President John F. Kennedy signed the Equal Pay Act, there was a clear goal: Make it illegal to pay a woman less than a man for doing the same job, under the same conditions, with the same level of experience, requiring the same skill, effort, and responsibility. Despite its good intentions, the law still hasn’t solved the problem—even after 54 years.
In 1972 Katharine Graham became America’s first female Fortune 500 CEO, leading The Washington Post Company, the fifth largest publishing company at the time, and under her leadership profits grew 20 percent annually from 1975 to 1985. She also became a role model and mentor for many women leaders in male-dominated fields and spoke openly about the issues they faced.
Gender equality in the workplace isn’t just a women’s issue. Male leaders can drive gender equality in executive leadership roles by proactively advocating for female leaders in their organizations. As recently noted in Sodexo’s 2016 Diversity report , women comprise 45 percent of the S&P 500 labor force, yet still only represent about 25 percent of executive or senior-level managers, and only 4 percent of CEOs.
It's International Women’s Day and we are being called on to #BeBoldForChange. Why, you might ask, is a middle-aged, white male CEO writing about International Women’s Day? The truth is that I believe I am part of the problem, and I’m determined to do something about it.
For over 100 years, International Women’s Day has been a reminder to recognize women’s contributions to the American workforce and economy. Women in the workplace have come a long way, but there is still a long way to go before women are treated equally to men when it comes to financial compensation and social acknowledgment at work. For example, men still receive more recognition at work for their successes than women according to a recent survey by Bamboo HR.