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Washington Post Interview Summary

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Lynn and Cathy Engelbert are similar but also different in their approaches. Cathy is the CEO of Deloitte LLP, which is a company whose subsidiaries provide tax consulting and advisory services. Cathy is leading the largest professional services firm in the US and is responsible for nearly 70,000 professionals who reside in 90 cities according to his company profile. (www.deloitte.com) When she joined Deloitte it was rare to find a female mentor among the leadership roles of the company. Luckily in the 1990’s the firm has started initiatives targeting boosting the retention and advancement of women in the company.
Its safe to say that it worked seeing where Cathy is today. In no way was it given to her because of initiative but it allowed her …show more content…

She talks about building goals with would ultimately make sure they would have enough women role models to be able to understand the success that would take place. In her Washington Post interview she answers the question of “Today women make up about 25 percent of partners. When do you think those leadership numbers will reach 50/50?” Her key points were that we are not looking for statistics or percentages but what we are looking for is the continuation of people of diverse …show more content…

Being in a technological era she realizes that the use of technology and innovation is important to business performance. Throughout her career with Deloitte she has helped change the culture surrounding women and minorities and as CEO she wants to change the culture of innovation and technology which will surely be an easier task. In her BizJourals interview she brings to the reader's attention that “Sixty-six percent of our hires last year were minorities or women, That’s important as we look to our workforce of the future. The advice I give, no matter male or female, is not being afraid to step outside your comfort zone and think more long-term about your career then maybe the next year. Millennials coming in may not be in the job for 29 years like I am. [So it’s about] making sure we have the right mentoring, guidance and sponsorship [for them].”

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Purpose Statement The purpose statement is about woman in leadership position that works for fortune 500 companies. How did these women become leaders in different organization? Then what were some challenges that they was able to overcome.

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These constant messages may lead to a false belief that women do not belong in the high-powered corporate world. This gender discrimination is something that no one can escape. We are born into this imprudent, improper, and immoral society, that has not, will not, and chooses not to change for the better for women and children

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Her work gives us an idea about the persistence of workplace gender inequality in particular. Through her in-depth interviews with transmen, we learn that workplace gender inequality is still a common thing in workplaces. Some women feel forced to transition to men so they can compete for better jobs and be more respected as a person at their job. This is showing that women are not receiving the same benefits or opportunities so much as men that they actually want to be a man just so they can reap the benefits that men receive. Even for transgender people who are in the process of transitioning to a man, they still receive some of the negative effects of being a women because employers and employees notice either the past history of being a female or they have yet to become physically passable as a man.

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High corporate executive , Sheryl Sandberg is the author of Lean in- Women, work and the will to lead. Which focuses on women within the modern workforce of America, fighting sexism through identification of gender inequality, understanding differences of gender, and trying to be able to “do it all.” Lean in encourages women to advance their own careers, by sitting at the table.

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She thinks that women shouldn’t have to decide if they want their dream job or dream family. She also believes that “The best hope for improving the lot of all women,…..is to close the leadership gap: to elect a women president and 50 women senators; to ensure that women are equally represented in the ranks of corporate executive and judicial leaders” (Slaughter

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In her opening statement to this point she says “for every three men at a table, there's only one place setting for a woman”(Singh 15:29-15:32), she points out that there isn’t space for a woman yet due to unequal gender opportunities. Singh’s decision to debunk the scarcity mindset and advocate for support and collaboration, challenges the notion that women must compete against each other for opportunities, stating there need to be more seats for women. Additionally Singh states references a study saying that corporations with greater gender diversity in their executive teams saw a 25% increase in profitability, while racially diverse companies experienced a 36% boost in

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She knows that most information out in the world is too generic to be useful. People have to find what will work for them no matter what their gender is. She wants to provide practical advice when she delivers a speech or gives an interview. Her advice is not how to get ahead as a woman but how to succeed as a professional. A worker must develop themselves to work on a professional footing no matter who they happen to be working with.

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Harold is not as efficient as Carol; but Harold received the credit of Carol’s hard work (Tannen, 1994). Credit misapplied to Harold is an example of the glass ceiling. Doctor Tannen continued the story in explaining why Carol’s supervisors and corporation bestowed her credit upon Harold. Doctor Tannen states the management felt Carol is a woman she doesn’t possess leadership communication (1994). Therefore, Deborah Tannen Ph.D. highlights the sad truth women faces everyday due to their communication

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She ended up resigning when a male she had trained was promoted above her and was paid double the salary. This led to her writing a book about how to help women gain the

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Brooks and Bruenig need Sandberg in order to analyze and formulate their opinions which is why “Lean In: Women, Work, and the Will to Lead” acts as the soundboard for the two conversations that will be discussed. Sandberg believes equality and initiative need happen to create a society where women are able to thrive, emphasizing her point of “leaning in.” She

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She works with students of diverse populations so she has learned that she need meet them where they are at. They have their own ways of doing things and that own unique needs. So she adjusts herself to meeting their needs the best she can and beef resourceful for them. She chose this job as a Diversity Recruiter because when she was a student ambassador, she realized she loved helping students. She also loves education and

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Her presentation was called “Why We Have Too Few Woman Leaders”. During this talk she explains that many women underestimate their talents and worry about being a stay at home before they even have a serious boyfriend. Her whole point is that society needs to stop treating woman like they’re second best to men. Women have to battle this stigma in their life and that

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In the second decade of the 21st century, the few women that make it to the top as still seen as “the exception” and according to research this is a “pipeline problem”. Overall, women form a significant part of the labour force, but the pipeline breaks somewhere between middle management and the c-suite (the top executives). This break in the pipeline is caused by various issues including organizations failing to recognize and identify their own glass ceilings and developing appropriate solutions that not only destroy the glass ceiling but also rectify their leadership pipelines. Most importantly, the presence of high-status female managers has a huge impact on gender inequality in the workplace, women in positions of authority get to make decisions on issues including gender pay gap and diversified hiring practices. However, this break in the pipeline limits women’s access to leadership positions and “employees just don’t see enough women in leadership positions at their companies” (Coffman,

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Over the past 40 years defenders of women’s right have worked hard to assure growth of women's careers, trying to contest what is attribute as ‘the glass ceiling’ which is the invisible barriers that control woman from rising to top positions in corporate context. From the mid-90s European Government firms and private and public organizations have pursued a suit, bringing the recruitment of women at the upper levels of companies. The increasing prominence of leaders like Carly Fiorina, Hillary Clinton, and Condoleezza Rice accentuate the development in gender roles over the last half century. In the first paragraph I will discuss what do you need to be a successful leader and also about how women rises in organizational structures and practices,

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In her widely watched 2010 TED talk “Why We Have Too Few Women Leaders” (currently with more than 1.5 million views) Sheryl Sandberg, currently Chief Operating Officer of Facebook (and the first woman to serve on Facebook's board) and formerly Vice President at Google, shares her experience of being one of the rare women in top global management positions and offers advice to women who would like to succeed in their corporate careers. In the 15-minute video, Sandberg asks how we can fix the problem of having too few women in top leadership positions in spite of many advances in women’s rights being made. She argues that the solution lies with women themselves, as individuals, and the messages they need to tell themselves and their daughters. This entails three steps: (1) ‘sit at the table’, meaning women should negotiate for themselves more assertively and stop underestimating their abilities; (2) ‘make your partner a real partner’ and establish shared/equal responsibilities between partners at home (i.e. with raising children and housework); and (3) ‘don’t ‘leave’ before you leave’, which means continuing to work at the best of your abilities (i.e. ‘leaning in’ instead of ‘leaning back’ when the possibility of having a child is entertained) until

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