{"id":21971,"date":"2019-03-04T10:53:13","date_gmt":"2019-03-04T15:53:13","guid":{"rendered":"https:\/\/globewomen.org\/globalsummit\/?p=21971"},"modified":"2023-09-28T16:36:40","modified_gmt":"2023-09-28T20:36:40","slug":"february-2019-ccxxv","status":"publish","type":"post","link":"https:\/\/globewomen.org\/globalsummit\/february-2019-ccxxv\/","title":{"rendered":"FEBRUARY 2019, CCXXV"},"content":{"rendered":"

No. CCXXV;\u00a0February 28, 2019
\n<\/strong>THIS ISSUE’S HIGHLIGHTS:<\/em><\/strong>
\nI.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/em><\/strong>\u00a0\u00a0\u00a0\u00a0<\/em><\/strong>CEOs & DELEGATIONS PREPARING FOR THE 2019 GLOBAL
\nSUMMIT OF WOMEN<\/em><\/strong>
\nII.<\/em><\/strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/em><\/strong>PUBLIC\u2019S VIEWS OF MALE\/FEMALE CEOs & THE COMPANIES
\nTHEY LEAD<\/em><\/strong>
\nIII.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/em><\/strong>BUSINESS CASE FOR INVESTING IN FRONTLINE WOMEN IN
\nRETAIL<\/em><\/strong>
\nIV.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/em><\/strong>WOMEN INVENTORS WITH PATENTS STILL A MINORITY
\n__________________________
\n<\/em><\/strong><\/p>\n

    \n
  1. CEOs & DELEGATIONS PREPARING FOR THE 2019 GLOBAL SUMMIT OF WOMEN<\/em><\/strong><\/li>\n<\/ol>\n

    Forty CEOs, women and men, headline the 2019 Global Summit of Women in Basel, Switzerland on July 4-6, 2019.<\/em><\/strong> \u00a0 Women running stock exchanges, tech-based enterprises, advertising firms, financial services, ports and logistics companies as well as top luxury brands are featured presenters at the 29-year-old premier business\/economic forum hosted by Switzerland for the first time. \u00a0 Prabha Parameswaran, President of Colgate Europe, Ali Faramawy, President of Microsoft Middle East, Marisa Drew, Credit Suisse Managing Director, Ulrich Spiesshofer, CEO of ABB, one of Europe\u2019s largest technology companies, exemplify the range of diverse leadership at this Summit.<\/p>\n

    \"\"<\/p>\n

    Planning to hear and to learn from these business leaders at this forum are large, equally diverse delegations of women achievers from Spain, China, Kazakhstan, Tunisia, Vietnam, France, South Korea, Mexico, Cameroon and Germany. They are just a few of the 60+ countries bringing women in business, who will be among the 1,000+ participants at the 2019 Summit in Basel. Under the theme of \u201cWomen: Re-Defining Success<\/em><\/strong>\u201d, the 2019 Summit Program will explore the ways in which access to equitable pay, leadership roles, and the ability to have \u2018success\u2019 at home and at work comprise women\u2019s sense of well-being as economic stakeholders.<\/p>\n

    Summit President Irene Natividad recently attended a meeting in Paris earlier this month of the French delegation to the Summit, which will be led by the Minister of Labor, Muriel Penicaud. Vietnam\u2019s robust delegation of entrepreneurs organized by Vietnam\u2019s Chamber of Commerce and Industry will be led once again by its Vice President. A Swiss Host Committee comprised of some of the country\u2019s leading women also plan on a\u00a0sizable Swiss participation. \u201cIt is inspiring to see the passion of the women coming to this annual forum, whether they have attended often over the Summit\u2019s 29-year history or if they are there for the first time,\u201d says Natividad. \u00a0 \u201cThe Summit is not just a three-day event. It has also become a global \u2018family\u2019 and a movement to accelerate women\u2019s economic opportunities worldwide.\u201d<\/p>\n

    To see a sampling of women joining the 2019 Global Summit of Women, please visit <\/em><\/strong>www.globewomen.org\/globalsummit<\/a><\/em><\/strong>.<\/em><\/strong> The Summit website also includes information on registration, hotel accommodations, and travel to Basel. Potential participants are encouraged to reserve their space in the Summit as soon as possible while seats are still available.<\/p>\n

    _______________________________________________________________________<\/p>\n

    2. PUBLIC\u2019S VIEWS OF MALE\/FEMALE CEOs & THE COMPANIES THEY LEAD<\/em><\/strong><\/p>\n

    What does the public really think of women in corporate leadership roles? At the recent Global Summit of Women\u2019s Colloquium on Global Diversity: Creating a Level Playing Field for Women<\/em><\/strong> in New York on February 21-22, this question was answered by Kim Parker, Director of Social Trends Research for the Pew Research Center, who shared the key findings from Pew\u2019s \u201cWomen in Leadership 2018\u201d study. Respondents of both genders indicated that there are still too few women in corporate leadership positions<\/em><\/strong>, but no surprise to anyone, women felt far more strongly about this leadership gap than men.<\/p>\n

    The public also perceive benefits in women\u2019s leadership. For example, 49% of respondents overwhelmingly see women in top executive positions as being better at being \u201ccompassionate and empathetic\u201d compared to only 4%, who disagreed. The public also view women CEOs as being better at \u201ccreating a safe and respectful workplace\u201d (43% to 5%); valuing people from different backgrounds (35% to 3%); working out compromises (42% to 11%); and being honest and ethical (30% to 3%).<\/p>\n

    But how does the public view companies, which have suffered through sexual misconduct allegations of CEOs (CBS, Uber, Miramax, Guess, Wynn, just to name a few), after such allegations become public? \u00a0 Serena Does, Senior Researcher at the UCLA Anderson School of Management outlined at this New York Colloquium how company actions following a sexual harassment allegation can make or break a company\u2019s reputation<\/p>\n

    Her research found that a single sexual harassment allegation can dramatically reduce public perception of the entire company\u2019s gender equity<\/em><\/strong>, including how fair men and women are generally treated in terms of hiring and promotion. It can also lead to women being less likely to want to work for the company. Unlike financial misconduct which the public saw as a \u201cbad apple\u201d scenario, the public perceived a company facing a sexual harassment allegation as having a \u201cculture\u201d problem<\/p>\n

    When company leadership tried to minimize a harassment claim, the study showed the public\u2019s perception of the company worsened. \u00a0 But when company took proactive and positive steps to be responsive to the allegation, the company\u2019s image improved to a degree greater than even if there was no sexual harassment allegation<\/em><\/strong>.<\/p>\n

    (To see the presentations from the Colloquium on Global Diversity, photos, and other topics discussed at the event, go to www.globewomen.org\/globaldiversity<\/a>.)<\/em><\/strong><\/p>\n

    _______________________________________________________________________<\/p>\n

    3. BUSINESS CASE FOR INVESTING IN FRONTLINE WOMEN IN RETAIL<\/em><\/strong><\/p>\n

    While attention in recent years has been given to increasing women in C-suites and Boards, much less efforts have been given to increasing gender equity at lower levels of management, particularly in the retail and service industries. Even though women comprise half of the retail workforce, they are over represented in frontline positions and consistently underrepresented in higher-paying managerial roles.<\/p>\n

    A new study, \u201cAdvancing Frontline Women: Realizing the Full Potential of the Retail Workforce,<\/em><\/strong>\u201d conducted by FSG and sponsored by Walmart, now provides an overview of the business case for investing in women at the lower levels. By advancing women in the \u2018frontlines\u2019 into management roles, companies are able to improve retention rates, reduce the cost of turnover, improve customer loyalty, and strengthen retailers\u2019 performance. \u00a0 <\/em><\/strong><\/p>\n

    What steps then can companies to help break down barriers these women workers face in moving up the career ladder? The best practices identified are the very same steps that can be utilized to increase women\u2019s access to leadership roles at any level. First, there must be a commitment at the highest levels of the company as well as in middle management to foster an inclusive culture that enables women to advance. There must be company policies that advance gender equity overall, and career development initiatives that help develop women\u2019s managerial skills<\/em><\/strong>.<\/p>\n

    Companies that have been successful in bringing frontline women up the ranks also employ specific metrics around gender equity, regularly track employee data by gender, and provide training to employees to raise awareness of and to reduce gender bias. (Harvard Business Review<\/em>, \u201c12 Ways to Help Women in Retail Advance into Management,\u201d Fay Hanleybrown, Elizabeth Hawkins, Sandra Medrano, February 27, 2019)<\/p>\n

    _______________________________________________________________________<\/p>\n

    4. <\/strong><\/em>WOMEN INVENTORS WITH PATENTS STILL A MINORITY<\/em><\/strong><\/p>\n

    Although 21% of new patents were issued to teams including at least one woman, only 4% of patents were issued to women-only inventors<\/em><\/strong>, according to a report by the U.S. Patent and Trademark Office — \u201cProgress and Potential: A Profile of Women Inventors on U.S. Patents<\/em><\/strong>.\u201d The report, which covered a 40-year period of new patent issuance, concludes that the \u201csmall minority\u201d of patented women inventors indicates an \u201cunderutilization\u201d of women\u2019s innovative potential.<\/p>\n

    The result is surprising given greater female participation in science and engineering occupations. For example, women now comprise about 48% of biological and life scientists, though they make up only about 25% of inventors on biotechnology patents and 23% of inventors on pharmaceutical patents.<\/p>\n

    The fact that women are increasingly likely to patent on large, gender-mixed inventor teams, though, highlights the growing importance of understanding the relationship between gender and innovative collaboration. (USPTO Press Release, \u201cU.S. Patent and Trademark Office releases new report on trends and characteristics of U.S. women inventors,\u201d February 11, 2019)<\/p>\n

    The 2019 Global Summit of Women, taking place in the pharmaceutical and biotech hub of Basel, Switzerland on July 4-6, 2019, will showcase several women innovators in the sciences from companies including IBM, Biogen, and Actelion, among others.<\/em><\/strong> Sessions on \u201cEngaging the Next Generation in Jobs for the Future\u201d and \u201cUsing Artificial Intelligence and Blockchain for Business Growth\u201d aim to provide information and skills-building to encourage more women inventors and innovators. To see the full Summit program, click here<\/a>. <\/em><\/strong><\/p>\n

    \u00a0________________________________________________________________<\/em><\/strong><\/p>\n

    <\/h2>\n

    SAVE THE DATE!<\/u><\/strong><\/h2>\n

    2019 GLOBAL SUMMIT OF WOMEN
    \nBASEL, SWITZERLAND<\/strong>
    \nJULY 4-6, 2O19<\/em><\/strong><\/h2>\n

    Don’t receive this e-newsletter regularly?<\/strong><\/p>\n

    Subscribe by <\/strong>clicking here<\/strong><\/a>.<\/strong><\/p>\n

    CONTACT US<\/strong>
    \n<\/em>Global Summit of Women
    \n1100 G St. NW, Ste.\u00a0700
    \nWashington, DC 20005\u00a0 USA
    \ntel: 202-835-3713 \/ fax: 202-466-6195
    \n<\/em>email: <\/em>    summit@globewomen.com<\/em><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

    No. CCXXV;\u00a0February 28, 2019 THIS ISSUE’S HIGHLIGHTS: I.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0CEOs & DELEGATIONS PREPARING FOR THE 2019 GLOBAL SUMMIT OF WOMEN II.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 PUBLIC\u2019S VIEWS OF MALE\/FEMALE CEOs & THE COMPANIES THEY LEAD III.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 BUSINESS CASE FOR INVESTING...<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[38],"tags":[],"class_list":["post-21971","post","type-post","status-publish","format-standard","hentry","category-enews"],"_links":{"self":[{"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/posts\/21971","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/comments?post=21971"}],"version-history":[{"count":5,"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/posts\/21971\/revisions"}],"predecessor-version":[{"id":57421,"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/posts\/21971\/revisions\/57421"}],"wp:attachment":[{"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/media?parent=21971"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/categories?post=21971"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/globewomen.org\/globalsummit\/wp-json\/wp\/v2\/tags?post=21971"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}