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Women Unlimited Blog

Like a Girl…Like a Woman

I’ve been so impressed and so moved by the recent Always #Like a Girl campaign. The point is a simple one: Don’t use the phrase “like a girl” as an insult. Girls run, throw, play and kick just as well as boys. To demean or diminish an adolescent girl, at a time when she is especially vulnerable about herself and her self-image, is at best annoying and at worst bullying.

Well, guess what? Things don’t change when the girls and boys are all grown up and working in corporate America. An underlying, often unconscious sentiment that “like a girl” is not good enough to lead…that “like a girl” means too emotional, too personal, too vulnerable still pervades the fabric of many corporations, from mom and pop operations to multi-national organizations. Certainly, all too many men consciously or unconsciously feel that way. And sadder still, many women themselves internalize a “second best” attitude about their corporate roles. Continue Reading

Developing Women Leaders in Asia Pacific – The Business Case

As President and CEO of WOMEN Unlimited, I often get the question, “Why don’t you expand to other locations or offer more programs?’ As we celebrate our 20th Anniversary year, we have taken a long, hard look at where we are, and where we need to be.

Helping leading organizations achieve new levels of success by developing and promoting their female talent has always been the backbone of how we grow…and where. That mission, our research, and the input of our corporate partners brought us to one conclusion. We needed to be in Asia Pacific and we needed to be there in 2015.

Let me share with you the major reasons why developing high potential female talent is so crucial for organizations operating in Asia Pacific: Continue Reading

Happy (or not-so-happy) Ground Hog Day

“What would you do if you were stuck in one place and every day was exactly the same?”

That was the premise behind the Bill Murray movie, Ground Hog Day. No matter what he did, he just wound up reliving February 2nd over and over.

Sometimes, that seems to be the case as we work to combat gender-based bias in the workplace. How do we make progress? How do we avoid having the same conversations next year, the following year and the year after that?

I’d like to share this infographic with you. It’s a great summary of both the problem and the solutions. Continue Reading

Women – Conspicuously Absent From this “Guide”

From time to time, as those of you who follow these blogs know, I find it necessary to take issue with articles related to women’s career advancement. Women at Work: A Guide for Men by Joanne Lipman recently caught my eye and I felt the need to respond to a number of points.

In terms of the bottom-line benefits of women in C-suites, Ms. Lipman and I are in total agreement. She accurately points out that “companies with more women in leadership posts simply perform better.” Absolutely and proven out in research by Catalyst, Fortune and many others. She also indicates that “there is too much man-shaming” and that “life at work, like life everywhere is messy. There are no one-size-fits all solutions.” Couldn’t be truer. Continue Reading

Proud of our Alumnae

On December 2nd, it was my great pleasure to moderate a webcast for our alumnae, Celebrating 20 Years of YOUR Success. Over 300 alumnae participated, including our four high-powered alumnae panelists:

Jenny Liu, Global Product Manager, DuPont Chemicals & Fluoroproducts
Dovie Majors, Director, Performance Improvement & Interim General Manager, Indiana Harbor Operations, SunCoke Energy
Laure E. Park, Vice President Customer Experience, Quest Diagnostics, Inc.
MeMe Rasmussen, Chief Privacy Officer, Vice President & Associate General Counsel, Adobe Systems Inc.

The comments, the questions, the back and forth that filled the hour were in keeping with the thinking, the analysis and the observations I have come to expect and enjoy from our program graduates.

Here are a few highlights: Continue Reading

6 Strategies For Holding On To Your Talented Women

I’ve talked a good deal in these blogs about how to develop female talent, but not so much about how to retain that talent. Admittedly, it’s not always easy. Frustration can run high among talented women, and when it does they can look for greener pastures.

My experience has shown that certain strategies can make a significant difference in retaining your female talent, your future corporate leaders. Here are six of the most effective: Continue Reading


Talk About Bad Karma….
Microsoft CEO Satya Nadella unleashed a firestorm of well-deserved criticism last Thursday when he lauded women who don’t ask for raises saying “that’s good karma” and calling them “the kind of person that I want to trust”

Really? Really?

Why Nadella was wrong no matter how you look at it….
Continue Reading

The Role of Men in Fostering Female Talent: Part 2

In his previous blog, Michael offered some fascinating perspectives on how managers and organizations both succeed and flounder in advancing their talented women. In this blog, Michael points us to Catalyst research that can be helpful in understanding gender bias and moving away from it.

–Dr. Rosina L. Racioppi, President & CEO, WOMEN Unlimited, Inc. Continue Reading

The Role of Men in Fostering Female Talent: Part 1

For the next two blogs, I am thrilled that we will be having Michael Chamberlain, as our guest blogger. Michael is Vice President of Marketing for Catalyst, Inc.. Catalyst has been a mover and shaker in support of corporate women for 50 years.

In both his blogs, Michael will be discussing “The Role of Men in Fostering Female Talent.” This first blog will share his points of view and perspectives. His second blog will focus heavily on recent Catalyst research and what we can all learn from it.

–Dr. Rosina L. Racioppi, President & CEO, WOMEN Unlimited, Inc. Continue Reading

I Admit It. I’m Angry…

Blog after blog, article after article, research study after research study highlight the gloom and doom of the impending labor shortage and its accompanying talent dearth. They agree that during the next ten years, companies are going to be scrambling to find the talent they need, not just to stay competitive, but in many cases to stay alive.

Yes. It appears we’re heading into the human resources equivalent of a depression. I’ve addressed some of the major causes in previous blogs: baby boomers retiring, population decline and absence of the right skills. Continue Reading