By signing up you accept the Terms of Service and Privacy Policy

Gender Parity At Work Needs To Be "All About The Money" - Morgan Stanley Vice Chairman

I recently joined the Council on Foreign Relations as a Term Member. Like most life-membership organizations that operate out of massive Park Avenue townhouses, the makeup of the membership is predominantly white and male. The Term Member program, I'm told is more diverse, which you can see at their events where a diversity of races and genders is represented in the room (although I have yet to meet a transgender Term Member).

Another positive development at the Council is the programming around the economic benefits of women's workforce participation. Today, I attended a panel on "The Status of Women in the Economy" and every argument for why we need more gender parity at work was presented. I'm not going to repeat all the stats in this blog. Rather, I'll point you to a report that Gayle Tzemach Lemmon and Rachel Vogelstein wrote for the Council that is packed with great data points that I summarized in a previous post.

Among the many points that stuck out today from the "The Status of Women in the Economy" panel, Thomas R. Nides, the Vice Chairman of Morgan Stanley and the former United States Deputy Secretary of State for Management and Resources (basically the COO of the State Department), had the best one. He said that at the end of the day, "it's all about the money". Hiring more women is obviously the moral thing to do, but none of that matters if companies don't understand how women's participation in the workforce improves a company's bottom line. And numerous studies have shown this, including a recent one by the IMF that shows a 5 percent rise in the GDP would result from closing the gender gap in the US (I wrote more about this study in a previous blog post here).

I'm excited about a number of forthcoming studies that frame gender parity through the prism of growth - and not just human rights. Laureina Yee, a partner at McKinsey who leads their "Women in the Workplace" partnership with teased an upcoming study that will show how much profit margins rise at companies with more women leaders!


How These Companies Are Celebrating Asian American and Pacific Islander Heritage Month

According to a recent study, anti-Asian hate crimes have risen 150% since the pandemic started. But these acts of violence are not new — they are part of a much larger history of anti-Asian racism and violence in the U.S.

That makes celebrating Asian American and Pacific Islander Heritage Month (which was named a month-long celebration in May by Congress in 1992 "to coincide with two important milestones in Asian/Pacific American history: the arrival in the United States of the first Japanese immigrants on May 7, 1843 and contributions of Chinese workers to the building of the transcontinental railroad, completed May 10, 1869") this year all the more important.

Autodesk, Inc.

How Embracing What She Doesn’t Know Led Autodesk’s Arezoo Riahi to a Fulfilling Career in DEI

Arezoo Riahi isn't a big fan of the "fake it till you make it" approach. She'd rather ask for the help she needs and learn from it.

Autodesk's Director of Diversity and Belonging joined the design software company from the nonprofit world after a long career in connecting people from different cultures. While her work had been deeply rooted in DEI values, there were certain parts of the strategy-building aspects to her new role that she wasn't sure about.

"If you know it, show up like you know it. If you don't know it, you shouldn't fake it. And Autodesk didn't shame me for not knowing everything. They helped me, and the entire team, by providing the resources that we needed, bringing in outside expertise to help teach us when we were in new territory," says Arezoo, who has been at Autodesk for three years now, during which she's been promoted twice into her current role.

We sat down with Arezoo to hear more about her path into DEI work, what she thinks the future of that work must include, and what advice she has for women looking to build fulfilling careers, from knowing what you don't know and beyond.


Behind-the-Scenes: Sales Interview Process at LogMeIn

Get an inside look at the interview process for sales roles at LogMeIn, one of the largest SaaS companies providing remote work technology, from Michael Gagnon, Senior Manager of Corporate Account Executive Sales.

Procore Technologies Inc

How Being an Open Member of the LGBTQIA+ Community Has Helped Procore’s Alex Zinik Overcome Imposter Syndrome at Work

Alex Zinik wasn't surprised that she started her career in education—she decided she would become a teacher when she was just in third grade.

She was surprised while working as a paraeducator in the school system and preparing to become a special education teacher, she discovered that it didn't feel quite right. "I didn't know if that's what I really wanted to do," she recalls.

So a friend suggested she take a job during her off summers at construction software company Procore. She thought this would be the perfect opportunity to try out this new challenge, and if she needed to, she could go back to the school district once the summer was over.

"Five summers later, I'm still here!" she says, smiling. "And I see myself here for many more years. I just fell in love with the company, the culture, and with the career growth opportunities I was presented with."

As part of our Pride month celebrations, Alex, currently the Senior Executive Assistant to the CEO at Procore, sat down with us to share how a common fear—the fear of being found out—underlay the imposter syndrome she felt when pivoting to an industry in which she lacked experience, and the anxiety she often felt before coming out to her friends and family about her sexuality.

Read on for her insight on overcoming negative thought patterns, being yourself, and paying it forward.


The Outlook That Helps CSL’s Paula Manchester Invest in Herself and Her Team

If you told Paula Manchester that you weren't good at math, she wouldn't believe you.

"That's a global indictment," she says. "'I'm not good at math' implies that you don't have the ability to nurture that muscle. And then I'd ask what kind of math? There's a lot to math."

© Rebelmouse 2020