Black Business Owners, Celebrities, Influencers, and Leaders Gather with Visa at CEO's Making Waves for Black Women in Business, Helping Corporations Fulfill Commitment to Equality and Inclusion

Black Business Owners, Celebrities, Influencers, and Leaders Gather with Visa at CEO’s Making Waves for Black Women in Business, Helping Corporations Fulfill Commitment to Equality and Inclusion

Two-Day Conference Provides Vital Resources for Black Women in Business

OAKLAND, Calif.–(BUSINESS WIRE)–On October 26th and 27th, CEO’s Making Waves for Black Women In Business: Growth, Impact, & Community will kick off a two-day conference by welcoming Black women-owned businesses, industry leaders, and corporations in addressing the need for systemic change in leadership, gender, and race equality in a variety of different industries.

The two-day event will feature discussions from black business owners such as influencer Necole Kane – CEO/Founder of XONecole and Whitney Harper (Brand Manager/Creative Director for Rapper Sweetie) and (Host) Sports Broadcaster Rosalyn Gold-Onwude, along with many other amazing business professionals in different sectors who will share their insights on relevant topics and resources aimed at enhancing the approaches of Black professionals and CEO’s. By strengthening woman-owned companies within the Black community, CEO’s Making Waves will work on closing the 90% wealth gap faced by Black women in business today.

“This is a much-needed event to support the Black women in our communities starting in California with the large tech companies,” says Myeshia Jefferson, founder of Beauty Makes Cents LLC, a company dedicated to increasing entrepreneurial education through events, training, hands-on support, and empowerment.

Jefferson continues, “CEO’s Making Waves will help attendees tap into resources they may not know are available. Many black-owned businesses don’t need a handout, we need a hand up. As a Black entrepreneur, I understand firsthand the struggle of navigating the business world, and the challenges that Black women in business face to get access to the right people and positions that can open doors. Sometimes, we need more hands-on support to guide us to the next level. Many of the large organizations have the means and the resources to help.”

Aiming to connect start-ups and small business owners to companies with resources and mentors available for Black entrepreneurs, the event will act as a foundation for future growth and opportunities. Featuring an impressive lineup of keynote speakers, discussion panels, fireside chats, mentorship sessions, and workshops, CEO’s Making Waves will touch on a wide range of topics, such as entrepreneurship, intrapreneurship, the future of e-commerce, the entertainment industry, sports, wellness, women empowerment, and recruiting.

“This year will have virtual celebrity appearances from Akon, Niecy Nash, Tamar Braxton, and more; but next year we will host the event in-person where we can include interactive activities such as dancing, live music, and a yacht experience! We see this as a great opportunity for black women entrepreneurs to connect, network, and grow,” says Jefferson.

CEO’s Making Waves 2021 participants will also have the chance to win mentorships from top industry leaders through an exclusive guest contest. Organizations can make this an opportunity to build trust and loyalty, while more Black women gain access and support.

Registration is open to all. Remaining space is filling up quickly, so get your tickets soon! Visit CEO’s Making Waves to secure your tickets and learn more.

About CEO’s Making Waves for Black Women In Business

CEO’s Making Waves for Black Women in Business was created in effort to get corporations to walk the talk of addressing the need for systemic change in leadership, gender equality, and race equality by supporting women-owned businesses and professionals. We aim to economically empower 1,000 Black women in California by 2022 with an end goal of closing the racial wealth gap with the help of our future partners.

Contacts

Myeshia Jefferson

[email protected]

Copy of Inclusion 2021 Summit - OutBuro LGBTQ profession entrepreneur networking online community gay lesbian transgender queer bisexual nonbinary 2

Inclusion 2021 – Chats with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace

Ahead of his speaking participation at the online DEI festival, INCLUSION 2021, we caught up with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace, and Founder & CEO of Brave Trainings on his thoughts on Diversity, Equity, Inclusion, and Belonging in the workplace.

Don’t miss your chance to catch Cornell speaking on an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace.

Discussing Working towards a racially just workforce: One year on from global Black liberation uprisings 2020, Cornell will be joined by Leslie Gray, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla and Asif Sadiq MBE, Senior Vice President, Head of Equity and Inclusion at WarnerMedia International. Together they will tackle:

  • How have the commitments made by companies to address racial inequalities across the world since June 2020 translated into action? Has adequate progress been made in the short term? 
  • What should companies be aiming for in regards to quotas, and what are the pitfalls when quotas are the only driver for race diversity
  • How can companies create a safe work environment for Black and people of colour – what actions can be implemented?
  • There is also an emotional tax associated with being Black in the workplace – what are companies doing to ensure the wellbeing of their BIPOC employees?
  • Who is getting it right and from where can we draw inspiration?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities, and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
  • Grow your network during our INCLUSION social hour meetups
  • Discover how to support minorities, heal divides and increase staff unity

Hear from our incredible high profile line-up of 75+ expert speakers leading the charge for diversity, equity, and inclusion change in the workplace, including:

Visual Portfolio, Posts & Image Gallery for WordPress
Rashmi Verma, Global Head of Diversity & Inclusion at HUGO BOSS
Joseph Nwosu, Co Lead of the Black at Experian Network (ERG) at Experian
Cecilia Weckstrom, Senior Global Director, Head of Diversity, Inclusion & People Innovation at LEGO Group
Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

Become a show sponsor…

Join RW3, WorkJam, Personio and BiasProof in the movement for change. Becoming an official partner or exhibitor at INCLUSION 2021 will help raise your visibility, connect with your target audience, develop your talent pipeline and improve your profitability. Position your brand as a real leader in the global movement for D&I change in the workplace. Click here for more information.

We can’t wait to see you in October. Tickets are limited, so make sure to grab yours now before they run out.

Thank you to all our sponsors:

Platinum Sponsor

Culture Wizard by RW3 - Global Inclusion Experts

Gold Sponsor

WorkJam

Silver Sponsors

Personio - The HR Operating System
BIASPROOF

Partners

Inclusion 2021 Partners - OutBuro LGBTQ Professionals lesbian gay bisexual transgender nonbinary queer onlin networking community job listings

Our Partner Charity

autistica

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

Class-Action Settlement Reached to Resolve University Pay Equity Allegations

NEW YORK, Oct. 1, 2021 /PRNewswire/ — Outten & Golden LLP and Syracuse University announced a class-action settlement to resolve allegations of compensation discrimination raised by five female faculty members. Under the settlement agreement, the University will pay $3,713,000 to resolve the claims. This settlement does not represent an admission of any liability on the part of Syracuse University.

In a class action complaint filed today, the five female faculty members allege that the university-wide compensation and promotion policies and practices had an adverse impact on them and other female colleagues.

“We are pleased that Syracuse has agreed to resolve the claims, and the settlement will provide meaningful relief to our clients and other female faculty,” said Deirdre A. Aaron of Outten & Golden.

Syracuse University is committed – at all levels, across all faculty and staff positions – to providing an equitable and supportive work environment,” says Senior Vice President for Academic Operations Steve Bennett. “We continue to work closely with academic leadership to ensure salaries are commensurate with every faculty member’s job responsibilities, efforts and accomplishments, regardless of gender.”

CONTACTS: Adam T. Klein or Deirdre A. Aaron, Outten & Golden, 516.261.6080 or [email protected].

About Outten & Golden LLP

Outten & Golden LLP focuses on advising and representing individuals in employment, partnership, and related workplace matters both domestically and internationally. The firm counsels individuals on employment and severance agreements; handles complex compensation and benefits issues (including bonuses, equity agreements, and partnership interests); and advises professionals (including doctors and lawyers) on contractual issues. It also represents employees with a wide variety of claims, including discrimination and harassment based on sex, sexual orientation, gender identity and expression, race, disability, national origin, religion, and age, as well as retaliation, whistleblower, and contract claims. The firm handles class actions involving a wide range of employment issues, including economic exploitation, gender- and race-based discrimination, wage-and-hour violations, violations of the WARN Act, and other systemic workers’ rights issues. 

Outten & Golden has nine practice groups: Executives & Professionals, Financial Services, Sexual Harassment & Sex Discrimination, Family Responsibilities & Disability Discrimination, Lesbian, Gay, Bisexual, Transgender & Queer (LGBTQ) Workplace Rights, Discrimination & Retaliation, Whistleblower Retaliation, Class & Collective Actions, and WARN Act. 

Outten & Golden has offices in New York, San Francisco, and Washington, D.C.

Cision View original content to download multimedia:https://www.prnewswire.com/news-releases/class-action-settlement-reached-to-resolve-university-pay-equity-allegations-301390097.html

SOURCE Outten & Golden LLP

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

Outten & Golden LLP: Former U.S. Department of Justice Employee Wins Gender Discrimination Lawsuit

WASHINGTON, Sept. 30, 2021 /PRNewswire/ — A Washington, D.C. federal-court jury awarded a longtime U.S. Department of Justice employee $445,000 in her gender discrimination lawsuit against the government, the law firm Outten & Golden LLP announced today.

After a five-day trial, the jury sided with Debra Stoe, who worked for the National Institute of Justice (NIJ), a DOJ agency, for 20 years. Stoe alleged she repeatedly was passed over for promotions in favor of less qualified and less accomplished men.

Stoe’s professional achievements included development of standards and testing required to ensure that law enforcement equipment and technology such as bulletproof vests is safe and effective.

In evidence presented at trial, Stoe’s supervisors recognized that she “revolutionized” the standards and testing program, and that she was “singularly responsible” for “moving it into the modern era.” Stoe was credited with saving the government “millions” of dollars and saving “countless lives” of law enforcement officers.

Outten & Golden Partner Susan E. Huhta said, “This case involved blatant gender discrimination by the federal government. We are grateful the jury rejected the government’s specious defense. The verdict is a complete vindication of an exemplary employee.”

Outten & Golden Partner Cassandra W. Lenning said, “The trial made clear the impact of Ms. Stoe’s work. On the final day of the trial, a former supervisor of Ms. Stoe’s thanked her from the stand and credited her with saving his police officer son’s life. His son was hit by a speeding car, and the bulletproof vest he was wearing saved his life.”

Debra Stoe said, “My career meant the world to me. The work I did was important. I hoped the DOJ hiring system would be fair, but the evidence showed it was not. I felt strongly that we had to take a stand against how the DOJ too often disregards women. The importance of the #MeToo movement really hits home when you see people like me whose hard work, superior qualifications, and experience were so casually and consistently overlooked. We showed that people and the DOJ hiring system were manipulated by the discriminator. I’m grateful for the jury’s findings.”

Huhta added, “Debra Stoe’s courage should serve as an inspiration to all women in the workplace. This verdict sends a message to all employers that discrimination in the workplace will not be tolerated, especially in the federal government.”

The case is “Stoe v. Garland,” Case 1:16-cv-01618-JDB in the U.S. District Court for the District of Columbia.

CONTACTS: Susan E. Huhta and Cassandra W. Lenning, Outten & Golden, 516.261.6080 or [email protected].

About Outten & Golden LLP
Outten & Golden LLP focuses on advising and representing individuals in employment, partnership, and related workplace matters both domestically and internationally. The firm counsels individuals on employment and severance agreements; handles complex compensation and benefits issues (including bonuses, equity agreements, and partnership interests); and advises professionals (including doctors and lawyers) on contractual issues. It also represents employees with a wide variety of claims, including discrimination and harassment based on sex, sexual orientation, gender identity and expression, race, disability, national origin, religion, and age, as well as retaliation, whistleblower, and contract claims. The firm handles class actions involving a wide range of employment issues, including economic exploitation, gender- and race-based discrimination, wage-and-hour violations, violations of the WARN Act, and other systemic workers’ rights issues.

Outten & Golden has nine practice groups: Executives & Professionals, Financial Services, Sexual Harassment & Sex Discrimination, Family Responsibilities & Disability Discrimination, Lesbian, Gay, Bisexual, Transgender & Queer (LGBTQ) Workplace Rights, Discrimination & Retaliation, Whistleblower Retaliation, Class & Collective Actions, and WARN Act.

Outten & Golden has offices in New York, San Francisco, and Washington, D.C.

Cision View original content:https://www.prnewswire.com/news-releases/outten–golden-llp-former-us-department-of-justice-employee-wins-gender-discrimination-lawsuit-301389255.html

SOURCE Outten & Golden LLP

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

WoLF Member Cited for Hate Crime for Feminist Stickers

MADISON, Wis., Sept. 24, 2021 /PRNewswire/ — Thistle Pettersen, a Madison-based singer/songwriter and activist, has been cited with “disorderly conduct with a hate crime enhancer” for placing feminist stickers in public places. She has been called to appear at a mandatory court date on September 27th.

“The pursuit of these charges is intended to chill the free speech of women’s rights advocates.”

Pettersen says that she has been accused of placing feminist stickers along State Street in a variety of locations that have other stickers and graffiti on them, including telephone poles and a dispenser box for “Our Lives,” an LGBT magazine. Because gender identity is not a protected class in Wisconsin, it is unclear what the basis is for the hate crime enhancement.

The stickers included the slogans: “Woman = Adult Human Female,” “Trans Lie$ Matter” (a reference to Big Pharma support for the gender industry), “Everything is Transphobic,” and “TERF Collective.”

Pettersen, a WoLF member and founder of Women’s Liberation Radio News, became the subject of a years-long smear and harassment campaign by Madison anti-feminists after she spoke out against gender ideology. This campaign has included threats of violence against her in a local Facebook group.

“Even if true, stickering feminist slogans in areas already full of stickers and grafiti is neither disorderly nor hateful,” said Lauren Adams, WoLF Legal Director. “The pursuit of these charges is intended to chill the free speech of women’s rights advocates. If the police want to stop hate crimes, they should investigate the threats against Thistle instead of using tax-payer money to facilitate anti-woman bullying by extremist activists.”

WoLF has launched a petition calling on the Dane County DA to drop the citation and not pursue criminal charges against Thistle Pettersen.

Women’s Liberation Front (WoLF) is a national 501(c)(3) non-profit organization dedicated to protecting, restoring, and advancing the rights of women and girls.  For media inquiries please contact: [email protected]

Pettersen is represented by Sarah Schmeiser of Stroud, Willink, and Howard, LLC.

Cision View original content to download multimedia:https://www.prnewswire.com/news-releases/wolf-member-cited-for-hate-crime-for-feminist-stickers-301384738.html

SOURCE Women’s Liberation Front

Alphonso David Fired by Human Rights Campaign After Cuomo Firestorm HRC OutBuro LGBT professional entrepreneur online networking community gay lesbian bisexual transgender nonbinary

Alphonso David Fired by Human Rights Campaign After Cuomo Firestorm

After Cuomo’s sexual harassment firestorm our partners at the Advocate are reporting that the Human Rights Campaign has fired Alfonso David who had been the organization’s president since 2019 and was being widely criticized for helping former New York Governor Andrew Cuomo respond to sexual harassment accusations. David released a statement Sunday night saying he had been asked to resign even though an investigation of the Cuomo matter found no wrongdoing on his part. The chairs disputed this in an email leaked to the media on Monday morning and David responded with another statement defending his position he has now responded to his firing by saying, “Expect legal challenge.” Cox and Patterson said his Sunday night statement contained “significant untruths” and that the Sidley Austin investigation found that his work (sexual harassment cover-up efforts) for Cuomo violated HRC’s policy on conflict of interest. Sources told the New York Times the decision to fire David was unanimous except for two abstentions from members of the foundation board. Big news. Expect a legal challenge. In other words, he’s not going quietly. And that just confirms he does not have HRC or the LGBTQ community’s best interest in mind. What is further appalling is that he is a former Civil Rights attorney.

See the New York Times article here:

His Wikipedia page has already been updated to indicate him as the FORMER President of HRC: https://en.wikipedia.org/wiki/Alphonso_David

Alphonso David (born 1970) is an American lawyer, LGBT civil rights activist,[1] and former president of the Human Rights Campaign.[2] In August 2019, he became the president of the Human Rights Campaign. He was the first civil rights lawyer and first person of color to serve as president of the organization,[3][4][5] but was fired from his role as president on September 6, 2021 after it was revealed that he advised former New York Governor Andrew Cuomo when he was accused of sexually assaulting women.[6]

Damn – that was fast.

?️ We need your support! Become a patron: https://www.Patreon.com/QNewsTonight

? Missed our most recent video? Catch up here: http://bit.do/QNT-New
———-

Want to hear more news that affects the #LGBTQ Community?
Tune in daily for Queer News Tonight LIVE at 8pm Eastern. Catch up on-demand on YouTube. If LGBT Content is important to you, remember to subscribe and ring the bell: http://bit.do/subQNews

Facebook: https://www.facebook.com/QueerNewsTonight/
Twitter: https://twitter.com/qnewstonight
Subscribe to our Emails: http://eepurl.com/ghS0cn

————-

Queer News Tonight is a product of Happening Out Television Network, a collection of powerful brands that deliver diverse and engaging content. Sister shows include:
– It’s Happening OUT , the World’s Most Popular LIVE Gay Television Show. www.YouTube.com/ItsHappeningOut
– TRANSlation, the first show BY the Transgender community FOR Trans allies. www.YouTube.com/TRANSlationTalk

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

Employee Exhaustion: The Hartford Survey Finds Widening Gap In Burnout Rates Of Women And Men; Burned-Out U.S. Workers More Likely To Seek New Jobs

  • As burnout levels for U.S. workers remain high, Americans want their employers to provide additional time off and flexibility
  • More than one-third of U.S. workers are likely to search for a job in the next six months

HARTFORD, Conn.–(BUSINESS WIRE)–New research from The Hartford, a leading provider of employee benefits and absence management, found a widening gap between men and women in workplace burnout rates, as the overall exhaustion level remains at 61% – the same high level reported in February. Burned-out U.S. workers were also more likely to look for a new job, the national survey showed.


This high level of burnout and growing gap for women should be cause for alarm for business leaders,” said Jonathan Bennett, head of Employee Benefits at The Hartford. “The need for flexibility in the workplace has never been greater as the lines between work and home continue to be blurred amid the pandemic. Fostering an open, inclusive work environment that provides flexibility is an important step in addressing burnout and helping employees remain productive at work.”

The Hartford’s July 2021 Future of Benefits Pulse Survey found 68% of female U.S. workers now report experiencing burnout at work, compared to 52% of male workers – a 16-percentage point difference. This marks a significant increase in the difference between genders compared to The Hartford’s February survey, when there was a nine-point gap in workplace burnout rates between women and men (66% vs. 57%, respectively). Recent research found working mothers have been grappling with a “double shift” of household responsibilities, mental health challenges, and a more difficult remote-work experience.

The Hartford’s latest survey showed the more burnout employees are experiencing, the more likely they are to look for a new job. Of the workers who say they are “extremely likely” to look for a new job in the next six months, 55% say they “always feel burned out” and 16% say they “often feel burned out.”

The July survey also found 37% of U.S. workers are likely to search for a job in the next six months. The top three factors motivating the job search included:

  • Better salary or wages: 74%
  • Career growth/promotion: 44%
  • Tie between better benefits through their employer: 38%; more flexible schedule: 38%; better workplace culture: 38%

For the 63% of employees who don’t plan to search for a job in the next six months, the top three factors keeping them on the job included:

  • Salary or wages: 66%
  • Benefits through their employer: 58%
  • Flexible schedule: 43%

The pandemic has changed the workplace – including the hiring landscape – and once again elevating employee benefits and a flexible work culture as critical elements to attracting and retaining talent. I encourage employers to take a fresh look at their benefit plans to ensure they remain competitive,” Bennett said.

To help address workplace burnout, U.S. workers surveyed said they want their employers offer the following:

  • Additional paid time off: 22%
  • Condensed four-day work week: 22%
  • Schedule flexibility: 17%
  • Remote work options: 13%
  • Company-wide mental health days: 13%
  • Lighter workload: 12%

The Hartford’s claims data demonstrates untreated mental health and substance use disorders can lead to unplanned absences and prolonged disability. Mental health conditions are among the top five reasons for U.S. workers to file a short-term disability claim, according to The Hartford’s disability claims data (excluding pregnancy).1 The Hartford partners with the National Alliance on Mental Illness (NAMI) to help employers and employees reduce stigma in the workplace and encourage those with mental health conditions to seek support.

Methodology

A national omnibus online survey was conducted in the U.S. among approximately 2,000 adults aged 18+, including 966 full-time and part-time employed respondents. The research was conducted July 27-30, 2021. The margin of error is +/- 3% at a 95% confidence level.

About The Hartford

The Hartford is a leader in property and casualty insurance, group benefits and mutual funds. With more than 200 years of expertise, The Hartford is widely recognized for its service excellence, sustainability practices, trust and integrity. More information on the company and its financial performance is available at https://www.thehartford.com. Follow us on Twitter at @TheHartford_PR.

The Hartford Financial Services Group, Inc., (NYSE: HIG) operates through its subsidiaries under the brand name, The Hartford, and is headquartered in Hartford, Connecticut. For additional details, please read The Hartford’s legal notice.

HIG-E

Some of the statements in this release may be considered forward-looking statements as defined in the Private Securities Litigation Reform Act of 1995. We caution investors that these forward-looking statements are not guarantees of future performance, and actual results may differ materially. Investors should consider the important risks and uncertainties that may cause actual results to differ. These important risks and uncertainties include those discussed in our 2020 Annual Report on Form 10-K, subsequent Quarterly Reports on Forms 10-Q, and the other filings we make with the Securities and Exchange Commission. We assume no obligation to update this release, which speaks as of the date issued.

From time to time, The Hartford may use its website and/or social media outlets, such as Twitter and Facebook, to disseminate material company information. Financial and other important information regarding The Hartford is routinely accessible through and posted on our website at https://ir.thehartford.com, Twitter account at www.twitter.com/TheHartford_PR and Facebook at https://facebook.com/thehartford. In addition, you may automatically receive email alerts and other information about The Hartford when you enroll your email address by visiting the “Email Alerts” section at https://ir.thehartford.com.

1 Top five reasons for short-term claims for the last four years (2016-2020), excluding pregnancy, were musculoskeletal injury, cancers and other neoplasms, digestive conditions, and mental health conditions

Contacts

Media Contact:
Michelle Symington

860-547-5385

[email protected]

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary 2

Vaya Vision Survey Reveals Significant Biases in Leadership Development and DE&I Initiatives

  • Wide gaps divide males and females in selection for career advancement
  • Lack of objective assessments jeopardize women and minority leadership growth
  • Perceptions of company DE&I commitment, connection and engagement differ between genders and races

CHICAGO–(BUSINESS WIRE)–Vaya Group, a global leadership development consultancy, announced key findings of its annual 2021 Vaya Vision Survey of more than 1,000 U.S. professionals. As businesses struggle with how to acclimate hybrid workers, develop valued employees and manage growing pressures to diversify their workforce, the results revealed insights into how today’s leaders should prepare for tomorrow’s world of work.


The Vaya Vision survey explored how companies are approaching Leadership Development (LD) programs, as well as how businesses are faring with their Diversity, Equity and Inclusion (DE&I) initiatives. In both cases, vast inequities persist and pose serious challenges to executive management.

LD Programs Show Gender Imbalance in Selection and Participation

When it comes to developing emerging leaders and high potential (HiPo) talent, the survey found that men have several advantages over their female counterparts. For example:

  • 22% more men than women participate in LD programs – that’s nearly a quarter more of the workforce.
  • 58% more women than men have to ask to be included in LD opportunities. The biggest group is women in upper management – 67% of who have to self-advocate for LD. This is followed by 50% of Asian women.
  • 40% more males than females are informally assessed for enrollment in LD programs, 39% more men are formally assessed, and 35% more men are selected by their managers.
  • 63% of emerging leaders are chosen based on subjective, biased and informal criteria vs. a professional, formal assessment.

“It’s concerning than females and people of color are so widely underrepresented for selection in LD programs and not given the same opportunity as men to fully develop their leadership skills. Many candidates are selected by their managers for LD opportunities based on similarities and a ‘looks like me’ approach – not by an objective, unbiased assessment,” said Paul Eccher, PhD, co-founder, president and chief executive officer, Vaya Group.

DE&I Deficiencies Lead to Misperceptions

Lack of a formal assessment process to identify and develop emerging leaders has a domino effect on the rest of the organization. When companies lack diversity in leadership, employees tend to develop skewed perceptions. This, in turn, impacts their sense of recognition, belonging and connectedness.

Here’s what the survey found:

  • Caucasian men are nearly twice as likely as other respondents (including women and minorities) to say that their organization visibly reinforces its commitment to diversity, and that diverse representation has increased.
  • Less than 1 in 4 minority respondents believe that promotions are based on objective measures. In particular, non-Caucasian women feel the most under-recognized for their work, starting with 24% of Asian females. This is followed by African-American women (19%) and Latino/Hispanic women (15%).
  • 40% of white men feel connected and engaged at their company compared to 28% of white women, 24% of Asian women and 13% of Asian men.

“One’s sense of inclusion and belonging is important to how employees perceive their value in the workplace, as well as how committed the organization is to their career advancement. As highlighted by this survey, there’s ample opportunity to create more sustainable pathways to DE&I success in leadership development. Organizations who ignore the perceptions and needs of their people now will likely struggle with a lack of diverse representation for years to come,” added Dr. Eccher.

Vaya Group is committed to helping businesses empower their HiPo employees to be future leaders with proven assessments, professional coaching and highly individualized virtual LD solutions like VayabilityTM.

For more information on the Vaya Vision survey, please visit: www.vayapath.com/vayavision.

About Vaya Group

Vaya Group helps the world’s leading companies identify, assess, cultivate and promote the talent needed to thrive in a competitive marketplace. Trusted by Fortune 1000 organizations spanning the globe and across industries, Vaya Group has provided assessment and coaching services to C-suite and senior executives, as well as managers and employees at all levels. Vaya Group was recognized on the Inc. 5000 annual list of America’s Fastest-Growing Companies. To learn more, visit www.vayapath.com.

Contacts

Staci Rubinstein

[email protected]
847.219.5742

Michelob Ultra Donates Supporting Women in Sports Gender Equality OutBuro LGBTQ professional entrepreneur online networking community lesbian bisexual transgender nonbinary

Michelob ULTRA Commits $100 Million to Support Gender Equality in Sports

NEW YORK, Aug. 26, 2021 /PRNewswire/ — As one of the top selling beer brands in the country, Michelob ULTRA believes that every athlete deserves to experience an equal level of joy in sports. But women’s sports don’t always receive the same level of coverage in the media, which is a critical factor in ensuring that female athletes are paid equally. That’s why Michelob ULTRA is committing $100 million over the next five years to increase visibility for women’s sports through:

  • Dedicating 50% of its lifestyle media inventory to content that features and promotes female athletes and women’s sports by 2025
  • Representing female and male athletes equally in all advertising creative moving forward.
  • Ensuring equal representation of female and male athletes on Team ULTRA talent and influencer roster

Michelob ULTRA’s commitment today reinforces the brand’s efforts over the past 18+ months as it has sought to elevate female athletes. By becoming the official beer sponsor of the WNBA, among other athletic organizations with strong female representation, and increasing female representation on the Team ULTRA talent and influencer roster by signing athletes like Serena Williams and Alex Morgan, the brand has taken steps to help promote women’s sports. Now, Michelob ULTRA is taking its commitment to elevating female athletes even further.

“Michelob ULTRA is proud to be a longtime partner of female athletes and organizations, and as a leader in both the beer and sports marketing industries, there’s so much more we can do to help support equal pay when it comes to women’s sports,” said Ricardo Marques, Vice President of Marketing, Michelob ULTRA. “We need to set the example, and the time for equality has always been now. Our commitment demonstrates Michelob ULTRA’s core belief that female athletes deserve an equal experience, whether they’re on the court, in the newsroom or on our TV screens.”

To encourage people across the U.S. to join in helping increase the visibility of female athletes, Michelob ULTRA is asking fans to “Save It, See It.” Starting on Women’s Equality Day, August 26, Michelob ULTRA will advocate for greater equality and enjoyment in sports by encouraging people to hit “save” on women’s sports highlights on social media. Tapping the save ribbon on content featuring female athletes is a first step in creating more visibility in women’s sports. The more people hit save, the more they’ll see women’s sports.

This campaign is inspired by ULTRA’s superstar roster of female athletes who have built their careers on bringing awareness and equality to women’s sports. No one knows the issues better than the athletes themselves, and so Michelob ULTRA is proud to partner with three dynamic athletes:

  • Nneka Ogwumike, WNBPA President and a leading voice for women athlete representation
  • CeCe Telfer, the first openly transgender female athlete to win a NCAA title and impactful LGBTQ+ advocate.
  • Andraya Carter, basketball analyst, reporter, former NCAA athlete and champion of inclusivity.

All three of these exceptional athletes and advocates emphasize the depth of joy that can be experienced when equality is achieved. And, to coincide with Michelob ULTRA’s latest program and celebration of female athletes, they are launching an emotive commercial, featuring Ogwumike, Telfer and Carter, that exemplifies the magnitude of impact that female athletes have had and will continue to have on the sports world.

“It’s not just about making a statement today,” says Nneka Ogwumike, President of the WNBA Players Association. “It’s also about setting goals and taking actionable steps toward gender equality on and off the court, which is why I’m proud to be a partner of Michelob ULTRA and will continue to support their commitment to women’s sports equality.”

While the brand is just getting started, Michelob ULTRA is committed to standing shoulder to shoulder with the female athletes on its roster, and women’s sports more broadly, in the movement toward gender equality in sports.

About Michelob ULTRA
Introduced in 2002, Michelob ULTRA is currently the fastest growing beer brand in the United States by share and the No. 2 beer in the industry by dollar sales. With just 95 calories, 2.6 carbs and no artificial flavors or colors, it is a superior light beer that celebrates the active, balanced lifestyle of its drinkers that includes both fitness and fun. Michelob ULTRA’s choice of grains and extended mashing process leads to its refreshing taste and fewer carbohydrates. It is brewed with the finest barley malt, rice, hops, and a pure-cultured yeast strain, all of which reflect Anheuser-Busch’s commitment to brewing quality. Michelob ULTRA reminds you to always drink, and sweat, responsibly.

About Anheuser-Busch
For more than 160 years, Anheuser-Busch has carried on a legacy of brewing great-tasting, high-quality beers that have satisfied beer drinkers for generations. Today, we own and operate more than 120 facilities, including breweries, wholesaler distribution centers, agricultural facilities and packaging plants, and have more than 19,000 colleagues across the United States. We are home to several of America’s most recognizable beer brands, including Budweiser, Bud Light, Michelob ULTRA and Stella Artois, as well as a number of regional brands that provide beer drinkers with a choice of the best-tasting craft beers in the industry. From responsible drinking programs and emergency drinking water donations to industry-leading sustainability efforts, we are guided by our unwavering commitment to supporting the communities we call home. For more information, visit www.anheuser-busch.com or follow Anheuser-Busch on LinkedIn, Twitter, Facebook and Instagram.

For More Information:
Jessica Thorpe
[email protected]

Cision View original content to download multimedia:https://www.prnewswire.com/news-releases/michelob-ultra-commits-100-million-to-support-gender-equality-in-sports-301363513.html

SOURCE Michelob ULTRA

OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

PPG Named to Forbes’ 2021 “Best Employers for Women” List

PITTSBURGH–(BUSINESS WIRE)–PPG (NYSE:PPG) today announced that it has been named one of the “Best Employers for Women 2021” by Forbes magazine. PPG was the top paints, coatings, and chemicals manufacturer included on the list, and ranked No. 137 overall.

As part of its efforts to strengthen diversity, equity and inclusion across the company, PPG is focusing on increasing female representation to align with population demographics in the communities in which it operates. To help achieve this objective, PPG introduced changes to its recruiting process in 2020 – using artificial intelligence to reduce unconscious biases in job descriptions, analyzing labor market data to determine a representative demographic mix of candidates, and launching Employee Resource Networks (ERNs) to support and attract underrepresented candidates. PPG also increased the investment in its global Women’s Leadership Network, which now includes more than 11% of PPG’s workforce, and trained more than 1,800 managers over the past few years on unconscious biases. In 2020, 41% of PPG’s intern class and approximately 33% of professional hires globally were women.

“PPG believes in sustaining a workforce that is representative of the customers and communities we serve, and that includes a focus on our female population,” said Marvin Mendoza, PPG global head, diversity, equity and inclusion. “Countless studies have proven that gender diverse teams enhance business performance, but aside from being a smart organizational initiative, focusing on diversity, equity and inclusion is the right thing to do. At PPG, we know there is exciting work ahead, as we continue to cultivate a truly inclusive and equitable workplace. We are elated to celebrate the progress in our company’s journey.”

Forbes ranked the top 300 employers based on an independent survey from Statista of around 50,000 U.S. employees, including more than 30,000 women, at companies with a minimum of 1,000 employees. Survey participants evaluated companies on a number of criteria, including diversity among top executives and board members, working conditions, wages, parental leave policies, family support, flexibility, representation and pay equity.

Click here to view the full list. For more on PPG’s diversity, equity and inclusion efforts, visit the DE&I section of the company’s sustainability report.

PPG: WE PROTECT AND BEAUTIFY THE WORLD™

At PPG (NYSE:PPG), we work every day to develop and deliver the paints, coatings and materials that our customers have trusted for more than 135 years. Through dedication and creativity, we solve our customers’ biggest challenges, collaborating closely to find the right path forward. With headquarters in Pittsburgh, we operate and innovate in more than 75 countries and reported net sales of $13.8 billion in 2020. We serve customers in construction, consumer products, industrial and transportation markets and aftermarkets. To learn more, visit www.ppg.com.

We protect and beautify the world is a trademark and the PPG Logo is a registered trademark of PPG Industries Ohio, Inc.

CATEGORY Corporate

Contacts

PPG Media Contact:
Greta Edgar

Corporate Communications

724-316-7552

[email protected]

Mark Silvey

Corporate Communications

+1-412-434-3046

[email protected]
www.ppg.com