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While women have entered the work force in increasing numbers throughout the world in the last few decades, their responsibility for family care has not declined in proportion.
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Even at the time, when the U.S. Internet audience was only 75.7 million, it was clear that men and women used the Web differently.Juggling different demands, women used the Internet as a productivity tool, while men were primarily engaged in downloading software, experimenting with new technology and using it as a form of entertainment. Sites with the highest female proportions in their audiences included women and teen magazine sites, health sites and apparel and baby goods retailer sites.
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Although women make up 47 percent of the workforce, they represent only a small percentage of corporate board directors and company officers. With limited female representation in leadership positions, many companies do not take advantage of the opportunities for improved corporate performance. Indeed, gender diversity improves group performance and decision making because different perspectives are shared. Furthermore, embracing these differing perspectives can give companies a competitive advantage in today’s diverse marketplace.
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Women board directors are a predictor of women corporate officers: the more women board directors a company has in the past, the more women corporate officers it will have in the future. There are number of women on a company’s board of directors, who impacts the future of women in its senior leadership. women board directors appear to have a greater effect on increasing the percentage of line positions held by women than they do on staff positions held by women. Put simply, women board directors are a predictors of women corporate officers.
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As the number of women participating in the workforce grows their potential influence on business is becoming ever more important. A majority of executives believe gender diversity in leadership links to better financial performance, but companies take few actions to support women in the workforce. The differences executives report at the most diverse companies suggest some ways all companies can improve their gender diversity and, eventually, their financial performance.
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The most important determinant of a country’s competitiveness is its human talent - the skills, education and productivity of its workforce. Women account for one-half of the potential talent base throughout the world and therefore, over time, a nation's competitiveness depends significantly on whether and how it educates and utilizes its female talent. In many parts of the developed world, women now account for more than half of the college and university graduates and in many emerging economies, gender gaps in higher education are closing dramatically.
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Across the U.S., women are underrepresented in corporate leadership positions.Board diversity has been shown to improve financial performance, enhance innovation and improve governance resulting from equitable selection. A telling trend: Fortune 500 companies have a higher percentage of women directors and officers than smaller companies in the study have in aggregate.
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The 2010 Women Matter study provides a focused analysis on how to achieve gender diversity at top management level. Its findings are partly based on a survey we conducted in September 2010 of about 1,500 business leaders worldwide across all industries, from middle managers to CEOs. The survey concretely reveals that a majority of leaders, both men and women, now recognize gender diversity as a performance driver, while also showing that actual implementation of gender-diversity measures in corporations remains limited.
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Marketers should be thrilled that their muse—the American woman—is gaining even more influence. Women have always been marketers’leading consumer target, since they have historically driven 75% of household spending.
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Strengthening European entrepreneurship by enrolling more women in early stage investing
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