Intuit Board Appoints Suzanne Nora Johnson as New Board Chair OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Intuit Board Appoints Suzanne Nora Johnson as New Board Chair

Brad Smith to Step Down as Executive Chairman in January 2022

MOUNTAIN VIEW, Calif.–(BUSINESS WIRE)–Intuit (NASDAQ: INTU), the global technology platform that makes TurboTax, QuickBooks, Mint, Credit Karma, and Mailchimp, today announced that Suzanne Nora Johnson has been appointed by the Intuit Board of Directors to the role of Board Chair, effective in January 2022, following the Annual Meeting of Shareholders. Brad Smith, who served as CEO of Intuit from 2008 to 2018, Chairman from 2016 to 2018, and Executive Chairman since January 2019, will step down from that position immediately following the Annual Meeting. Smith intends to stand for re-election as a non-executive director of the company at the Annual Meeting.

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“I am thrilled that Suzanne will be the next Chair of Intuit’s Board of Directors. She is a strong leader and has been an incredible thought partner over the years for me and the Board,” said Sasan Goodarzi, CEO of Intuit. “I look forward to working closely with her as we continue our mission to power prosperity for consumers and small businesses around the world. I also want to thank Brad for his incredible leadership as the Executive Chairman.”

Nora Johnson has served as an independent member of Intuit’s Board since 2007 and as Lead Independent Director since 2016. She currently chairs the Compensation and Organizational Development Committee of the Board. She brings extensive experience in Board-level oversight of strategy, financial reporting, regulatory and compliance matters and executive compensation. She also brings strong business leadership from her prior role as Vice Chairman of The Goldman Sachs Group in managing large, complex, global institutions. Intuit will continue to benefit from her expertise in managing change in the financial services industry, public policy and the macro-economic environment. Nora Johnson currently serves on the boards of Pfizer Inc. and Visa Inc.

“I am honored to be appointed Chair of the Intuit Board. I look forward to continuing to work with Sasan and the Board to continue delivering for all our stakeholders,” said Nora Johnson. “Brad Smith has been an outstanding Executive Chairman, and I look forward to his continued service as a member of the Board.”

All changes will be effective immediately following the Annual Meeting of Shareholders in January 2022 and the directors’ election by shareholders.

About Intuit

Intuit is the global technology platform that helps consumers and small businesses overcome their most important financial challenges. Serving more than 100 million customers worldwide with TurboTax, QuickBooks, Mint, Credit Karma, and Mailchimp, we believe that everyone should have the opportunity to prosper. We never stop working to find new, innovative ways to make that possible. Please visit us for the latest information about Intuit, our products and services, and find us on social.

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Kim Watkins

Intuit Inc.

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Kali Fry

Intuit Inc.

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10000 Women HereToBeHeard Mars Unveils Findings Global Listening Study Advance Gender Equity OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer

10,000 Women, #HereToBeHeard: Mars Unveils Findings from Global Listening Study to Advance Gender Equity

MCLEAN, Va., Oct. 27, 2021 /PRNewswire/ — Mars, Incorporated today released the findings of #HereToBeHeard, a global listening study created to amplify the voices of women across all intersections – including race, age, sexuality, religion, disability and more – in a meaningful dialogue on how to shape a more inclusive world. Launched at a time when the crushing and disproportionate impact of Covid-19 on women has set the march to equality back by 136 years1, the new report aims to advance action on gender equity.

In just three months, 10,319 women from 88 countries took part in a crowdsourcing initiative and were inspired to answer one question: What needs to change so more women can reach their full potential?  From soundbites to deeply personal perspectives, women called for systemic change they want to see from their employers, governments, communities and men to break down the barriers they face. The result is a timely, inspiring report that challenges society at large to listen, learn and do more to help deliver gender equity. The study is part of the Mars Full Potential platform to advance action on gender equity.

Stefanie Straub, Vice President & General Counsel, Mars, Incorporated comments: “#HereToBeHeard is already having a profound impact on how we use our scale and influence as a global business to help create enduring, positive change for all women.  At Mars, we’re committed to doing our part and the report lays out the pieces of the puzzle that can help us focus our actions to create a more equitable, inclusive environment. We’re using its data and the expert recommendations to fuel our next steps, shape our priorities, and guide our investments. The message is loud and clear – it’s up to all of us to march forward and help 10,000 voices reach their full potential.”

Mars worked with a team of scientists from the Oxford University Saïd Business School’s Future of Marketing Initiative and external qualitative analysts to examine women’s responses. Through a combination of machine learning and network analysis, the Oxford team identified 28 topics, which were qualitatively grouped into eight themes most frequently mentioned by women: 

  1. An End to Systemic Discrimination and Harmful Gender Stereotypes (80%)
  2. Equal Career Opportunities (79%)
  3. More Decision-Making Power (65%)
  4. Support as Parents (30%)
  5. Greater Work/Life Balance (26%)
  6. Gender Equal Learning (24%)
  7. Mental and Physical Wellbeing (19%)
  8. An End to Gender Based Harassment and Violence (15%)

Notably, 71 percent of women stressed that men play a critical role – either as allies in solutions or as barriers to progress.

What Business and Others Can Do
Globally, the pandemic wreaked havoc on women in the workforce, triggering a “she-cession” that cost 64 million jobs and at least $800 billion in income – the combined GDP of 98 countries.2  This mass exodus of talent and potential represents both a tragic loss and an undeniable social responsibility for business to lead the recovery by creating more opportunities for all women to thrive.

Based on key findings from #HeretoBeHeard, BSR – in consultation with gender experts from The Unstereotype Alliance, convened by UN Women, CARE, and the Geena Davis Institute on Gender in the Media – have provided eight practical recommendations to help break down barriers women face to achieving their full potential.

“Businesses often move quickly to offer solutions, but there is something quietly radical about asking an open question, taking the time to listen and then acting with women, not just on their behalf” said Christine Svarer, BSR Director, HERproject. “The recommendations included in the #HereToBeHeard report are relevant and useful to any company committed to advancing gender equity – but they are only a starting point. Transformational change ultimately requires continued engagement. By purposefully giving women a meaningful role in decision-making, they can help to create the programs and policies required to address the barriers facing women of all backgrounds and create a more equitable, inclusive world.”

Moving forward, Mars will leverage the insights from #HereToBeHeard – which includes more than 1,200 Mars Associate voices – to design and implement new policies and actions in service of the Mars Full Potential gender equity platform, launched in 2020.  Since then, Mars has taken a series of evolving actions to unlock opportunities for women in its workplaces, sourcing communities, and the marketplace. The business has confirmed gender pay equity across its global workforce of 133,000 Associates, half of whom are women. Among a set of other I&D targets, Mars set a goal of reaching 100% gender balanced leadership teams.3 In its first year, the business made notable progress against this goal, increasing the balance from 43% to 50% today. 

Victoria Mars, family member and ambassador of the Mars Full Potential program: “We heard from women around the world who shared their stories, their ideas, their ambitions, and their frustrations. It’s a simple question but the depth and breadth of the answers have been insightful, challenging and moving. Businesses must do their bit to make a difference. Mars remains deeply committed to this work and we encourage businesses, governments and more civil society partners to step up action and invest where it matters most. May their 10,000 voices be a powerful instrument for change.”

To help advance gender equity, listen, learn, do more: www.mars.com/heretobeheard
Together, we can ensure more women will reach their full potential.

THEMES, VOICES & INSIGHTS:

1.     An End to Systemic Discrimination and Harmful Gender Stereotypes (80%)
“A new system is needed: one where women are conceived as strong, respected, and with the same abilities as any human being, without any prejudice. Different possibilities are needed for each woman, including transgender, Indigenous, immigrant, single mothers.” — Mexico, 18–24 years old, self-employed, mixed race/ethnicity, bisexual

Many of the women mentioned the need to address patriarchal systems and norms permeating politics, sports, work, education, family, and social life. They stressed the need to change how society views women’s strengths and skills, recognizing that both women and men have a role to play in changing these mindsets. Women just beginning their careers, ages 18–24, were the most likely to mention this theme (87%), as were women in the U.K. (84%) and the U.S. (87%).

2.     Equal Career Opportunities (79%)
“Expectations about how to develop a senior career must change to give women the space to grow their career alongside their personal aspirations.” – France, 45–54 years old, employed full-time, heterosexual

Women responded saying equal career opportunities are critical to break the “glass ceiling” and “level the playing field.” Women called on government and company-led initiatives to drive this change, including the importance of mentors and sponsors along the way. The gender pay gap was widely mentioned alongside its negative financial impacts on women and their families. While women across geographies and from diverse backgrounds spoke to this theme, particularly high levels of Hispanic and Latina women mentioned it (88%).

3.     More Decision-Making Power (65%)
“More women need to be present in leadership roles across all industries. Women—and not just White women, ALL women.” – UK, 18–24 years old, employed full-time, Asian/Asian-British, heterosexual

African American and Black women were more likely to speak to this topic (75% compared to 65% for the global group) as were women from the U.S. and U.K., particularly in relation to needing more women of color and other underrepresented groups in positions of power.Responses indicate a desire to see more women in positions of power in governments, businesses, communities, and families.

4.     Support as Parents (30%)
“When a man works late, he’s providing for his family. When a woman works later, she’s abandoning hers.” – U.S., 35–44 years old, employed full-time, White, heterosexual

Lack of “Support as Parents” was consistently identified as a barrier to fully engaging as mothers, caretakers, and employees. Women stressed the need for adequate paid leave to care for their newborns, assurance that their career would not be impacted, and a culture that accepts and encourages all parents to take leave regardless of their gender. This theme stood out among employed women in the 35–44 age range and women in the U.K., who mentioned “Support as Parents” 20% more often than the global group.

5.     Greater Work/Life Balance (26%)
“For me, that means … safeguarding certain areas in my life.”  – UK, 35–44 years old, employed full-time

Mothers in particular called out the challenge of balancing personal responsibilities and paid work, with little flexibility around working hours, location, and expectations. Regardless of location, women between the ages of 25–44 were 23% more likely to mention this theme than other groups. Their solutions covered ideas such as allowing more flexibility at work, and a strong push to break the stereotypes of women as the only suitable caretakers by having men take on their fair share of care outside of work.

6.     Gender Equal Learning (24%)
“Misogyny and sexism are taught from the earliest moments and permeate through the rest of our lives at work, school, and everyday life. It needs to be nipped at the bud and that can only be done through generational work, seeing women get to work in any industry they want, and equalizing social and gender roles.”  — U.S., 18–24 years old, student, Black/African descent, lesbian

The importance of education free from gender stereotypes was cited as critical for girls to see themselves in roles and fields where women are still underrepresented, such as STEM. This topic was raised by roughly 20–30% of women across different age, geographic, or ethnic groups, with a slightly higher rate for women in the U.S. Women emphasized the need for gender-neutral participation in all activities (e.g., sports, science, tech) and stressed that boys, like girls, need to be taught that everyone can achieve what they set their minds to and are not limited by their gender. They called for more role models for girls from different careers to inspire the next generation of female leaders in all fields. Women in France (34%) had a much higher instance of this theme.

7.     Mental and Physical Wellbeing (19%)
“It’s common for women’s issues to be dismissed, overlooked, or downplayed by medical professionals, preventing women from receiving necessary treatment and support, which sometimes has fatal consequences….” – U.S., 25–34 years old, employed full-time, White, bisexual

Women called for better access to healthcare services for both “Mental and Physical Well-Being.” They cited difficulties receiving proper healthcare, situations that were often exacerbated for women of color or those who cannot afford proper care. Women called out their health as under-researched and underfunded, leading to undiagnosed illnesses or misdiagnoses. They stressed the need to have control over their bodies and have the ability to make the right decisions for themselves by having access to resources such as contraception and mental health support, control over their reproductive rights, and proper sex education. Women who were either fully employed or between the ages of 25–44 cited this more frequency than other groups.

8.     An End to Gender Based Harassment and Violence (15%)
“We need to be seen as people, not objects. We need to be heard and [we need people to] believe what we say when we do it. We need our decisions to be respected.” Mexico, student, bisexual

Greater accountability from governments and businesses are needed to implement laws and policies to protect women and hold perpetrators accountable for their actions. Respondents called on men to take accountability for and stop misogynistic thinking and behavior and asked them to actively call out violent words and behavior by other men to create safer environments for everyone. Women of all backgrounds mentioned this topic to varying degrees. Asian and Hispanic/Latina women (23%), women with a disability (28%), and LGBTQI+ women (33%) mentioned this topic more often and U.S. respondents were also more likely to raise this theme than the global average.

Women Said Men Can be Both Allies and Barriers to Progress
“Men need to change…. Men have to choose to be different on their own, and until that happens, I think it’s going to be very hard for women to reach our full potential.” –  U.S., 35–44 years old, self-employed, mental health/emotional disability, physical disability, Black/African descent, heterosexual

While the eight themes represent opportunities for specific programmatic or policy changes, the data analysis revealed one more trend: the role of men in achieving gender equity. Most women (71%) mentioned men as either a barrier or ally to achieve their full potential. Women were clear in their call for men to change and assume accountability for harmful and discriminatory actions against women. They stressed the need for men to step up at home and take on their share of domestic and care work, to speak up at work when they hear derogatory comments, and to make space for women’s voices to be heard.

QUOTES FOR ATTRIBUTION
Partner Quotes:

Michelle Nunn, Chief Executive Officer of CARE: “Mars’ #HereToBeHeard is a critically important platform to help elevate the issues women face every day in their struggles to achieve gender equality. CARE has worked with women and girls to combat the systemic drivers of poverty for decades.  Based on that experience we know that when there is gender justice and women use their power, equality, rights, and human dignity also prevail.”

Madeline Di Nonno, Chief Executive Officer of the Geena Davis Institute on Gender in Media: “The findings in the latest #HereToBeHeard report are unequivocal – the world has to change for women and girls to reach their full potential. One way in which businesses and brands can do that is by eradicating negative stereotypes of women and girls in media and advertising. Eliminating harmful bias in media advertising is not only the right and responsible thing to do, and companies and creatives that have invested in developing inclusive cultures and content will prevail.”

Professor Andrew Stephen, Associate Dean of Research, L’Oréal Professor of Marketing and Director of FOMI at Oxford Saïd: “The #HereToBeHeard research provides a number of very powerful findings. This should serve as yet another significant call to action for all of us to look at specific things that we can do in our organisations, institutions, and societies to address gender disparities so that we can break down the barriers that prevent women from reaching their full potential. The recommendations coming out of this research are practical, actionable steps that organisations can take. I’m proud that the Saïd Business School was able to contribute to this project.”

Sara Denby, Head of The Unstereotype Alliance Secretariat, UN Women: “#HereToBeHeard is a fantastic example of an evidence-based approach to driving impactful change. By listening to the lived experiences of women worldwide, this clear set of actions can help organisations develop a relevant path toward gender equality. The huge proportion of women who mentioned ‘an end to systemic discrimination and harmful stereotypes’ as an area for change (80%) underscores the need to ruthlessly scrutinise bias and challenge stereotypes wherever they occur. Advertising and marketing communications can dismantle some of the entrenched stereotypes that hold women back. This is a priority for women, and should be a priority for organisations too.”

ABOUT #HERETOBEHEARD
#HereToBeHeard is a global campaign from Mars, Incorporated which drives change on gender inequality, in support of Goal Five of the UN’s Sustainable Development Goals. It is part of Full Potential, the Mars platform for action on gender which aims to empower women and close the gender gap in the places we work, the communities where we source our ingredients and in the way we create our advertising.  For more information on the #HereToBeHeard report by BSR and an update on the Mars Full Potential platform please visit mars.com/heretobeheard

All women who responded to the #HereToBeHeard study gave permission to use their written and recorded responses.

ABOUT MARS, INCORPORATED
For more than a century, Mars, Incorporated has been driven by the belief that the world we want tomorrow starts with how we do business today. This idea is at the center of who we have always been as a global, family-owned business. Today, Mars is transforming, innovating and evolving in ways that affirm our commitment to making a positive impact on the world around us.   Across our diverse and expanding portfolio of confectionery, food, and pet care products and services, we employ 133,000 dedicated Associates who are all moving in the same direction: forward. With $40 billion in annual sales, we produce some of the world’s best-loved brands including DOVE®, EXTRA®, M&M’s®, MILKY WAY®, SNICKERS®, TWIX®, ORBIT®, PEDIGREE®, ROYAL CANIN®, SKITTLES®, BEN’S ORIGINAL™, WHISKAS®, COCOAVIA®, and 5™; and take care of half of the world’s pets through our nutrition, health and services businesses, including AniCura, Banfield Pet Hospitals™, BluePearl®, Linnaeus, and VCA™. 

We know we can only be truly successful if our partners and the communities in which we operate prosper as well. The Mars Five Principles – Quality, Responsibility, Mutuality, Efficiency and Freedom – inspire our Associates to take action every day to help create a world tomorrow in which the planet, its people and pets can thrive.  For more information about Mars, please visit www.mars.com. Join us. on Facebook, Twitter, LinkedIn, Instagram and YouTube.

1 https://www.weforum.org/agenda/2021/04/136-years-is-the-estimated-journey-time-to-gender-equality/
2 https://www.oxfam.org/en/press-releases/covid-19-cost-women-globally-over-800-billion-lost-income-one-year
3 Gender Balanced is defined as 40 – 60% of any one gender, in Leadership Teams with 5+ Associates

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SOURCE Mars, Incorporated

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Exabeam Announces Support of FirstBoard.io to Increase Women Leaders on Technology Boards

Exabeam CMO Sherry Lowe is among the founding members working to establish greater diversity and inclusion in C-suites and boardrooms

FOSTER CITY, Calif.–(BUSINESS WIRE)–#ExabeamExabeam, the security analytics and automation company, today announced its support of FirstBoard.io, a curated network of highly qualified and diverse technology leaders seeking corporate director roles.

“Having industry-leading companies like Exabeam support the goal of increasing diversity in the boardroom is critical to really pulling our mission forward,” said Rita Scroggin, founder of FirstBoard.io. “We are grateful to have an exceptional veteran executive like Exabeam CMO Sherry Lowe as a founding member. Sherry is committed to FirstBoard.io’s mission to find opportunities for women leaders ready to offer their extraordinary skills and experiences to tech industry boards.”

In partnership with several leading companies, FirstBoard.io focuses on removing persistent obstacles that have prevented women from being chosen for executive boards and the C-suite, and by doing so, fosters greater success for companies across the tech industry.

The numbers speak for themselves. Higher corporate financial performance has continually been attributed to greater diversity in both management and board-level seats. Credit Suisse Research Institute found that shares of companies with more than 20% female management outperformed organizations with less than 15% female management by 5%. In addition, a study published in the Harvard Business Review noted that after companies appointed women to the C-suite, openness to change increased by 10%.

Yet, until a mandatory diversity requirement is enforced, the default choice to fill the boardroom or the C-suite remains white men. Beyond exclusion, contributing to the challenges for women leaders to be chosen for board seats is, in general, a lack of visibility of the women who are ready for the roles.

“As women, we are responsible for helping other women rise through the corporate ranks,” said Lowe. “Exabeam has established programs explicitly for recognizing women leaders, and that is why our sponsorship of FirstBoard.io is a great fit. I believe in this mission, and we are committed to elevating women leaders and highlighting the value they can bring to the boardroom and the C-suite.”

While the tech industry has made some strides to improve diversity and inclusion practices, there is far more work to be done. Chief marketing officer (CMO) positions across industries are largely held by women, for instance. In fact, 14 women round out the top 25 of Forbes’ Most Influential CMOs list, yet CMOs are often missing from technology company boards.

Lowe continued, “The benefit of having female board members is obvious in that they bring different perspectives and skill sets required for real success. If you only hire one type of person, you will only get one type of view of the world. People of all backgrounds and perspectives are needed, along with representation of all functional areas across the business. Board meetings are more effective when the people in the room also understand what it takes to run an effective global marketing program, which is directly interconnected with how to strengthen the company’s external brand and culture for both moral and long-term recruitment purposes.”

Exabeam fosters a corporate culture that champions women, men, and diversity for all. This sponsorship is the latest addition to the Exabeam Cares program, dedicated to improving local and global communities through investing in give-back programs, primarily focused around education and diversity. The overarching program also partners with the ExaGals program, which focuses on supporting and empowering the women of Exabeam, as well as women in the technology community at large, with career development, education and personal growth opportunities.

About FirstBoard.io

FirstBoard.io is a curated collective of diverse technology leaders who have been in key operating roles at startups and private and public technology companies. FirstBoard.io is an invite-only community of highly qualified women who have been selected based on criteria including technical depth, operational leadership and go to market experience, amongst other criteria. FirstBoard.io does not charge its members a fee. For more information on members of the FirstBoard.io mission, please visit https://www.firstboard.io.

About Exabeam

Exabeam is a global cybersecurity leader that adds intelligence to every IT and security stack. We are reinventing the way security teams use analytics and automation to solve threat detection, investigation, and response (TDIR), from common security threats to the most critical that are difficult to identify. The Exabeam Security Operations Platform is a comprehensive cloud-delivered solution that leverages machine learning and automation using a prescriptive, outcomes-based approach to TDIR. It is designed and built to help security teams detect external threats, compromised users and malicious adversaries, minimize false positives, and make security success the norm. For more information, visit www.exabeam.com.

Exabeam, the Exabeam logo, Exabeam Fusion, Threat Hunter, Smart Timelines and Security Operations Platform are service marks, trademarks or registered marks of Exabeam, Inc. in the United States and other countries. All other brand names, product names, or trademarks belong to their respective owners. © 2021 Exabeam, Inc. All rights reserved.

Contacts

Allyson Stinchfield

Exabeam

ally@exabeam.com

Alyssa Pallotti

Touchdown PR for Exabeam

860.878.2518

exabeam@touchdownpr.com