Hello again yeatman-ga,
As with your other questions, I was able to find the exact answer to
one of your questions but not the other one. Instead, I?ve also been
able to collect a huge amount of related information that will help
provide you with a broad context for the topics you?re researching for
your book proposal.
I was not able to locate statistics on the number of employees for the
Fortune 500 companies so I wasn?t able to get you the percentage of
women employed in these companies. Instead, I?ve provided you some
general information about gender diversity. On the other hand, finding
information about women on the boards of Fortune 500 companies was
much easier.
In addition, I was able to find you lots of other information about
how and where women are making advances in corporate America. I
especially recommend that you review the Catalyst website. Their
research reports are the most respected and the most frequently quoted
when anyone writes about women?s equity issues.
I trust that the answers to your four questions will give you a good
start for your book proposal.
Wishing you well.
~ czh ~
======================================
WOMEN WORKING IN FORTUNE 500 COMPANIES
======================================
http://www.catalystwomen.org/knowledge/titles/title.php?page=lead_finperf_04
http://www.catalystwomen.org/knowledge/titles/files/full/financialperformancereport.pdf
The Bottom Line: Connecting Corporate Performance and Gender Diversity
Published: 2004
The business case for gender diversity asserts that organizations that
develop and advance women will benefit for a number of reasons.
Specifically, they will access a large part of the available talent
pool, as well as employ individuals who reflect a substantial part of
their consumer base. This study sets out to determine whether there is
a link between gender diversity and corporate financial performance.
Findings: Companies with the highest representation of women on their
top management teams experienced better financial performance than
companies with the lowest women?s representation. This finding holds
for both financial measures analyzed: Return on Equity (ROE), which is
35 percent higher, and Total Return to Shareholders (TRS), which is 34
percent higher. In each of the five industries analyzed, the companies
with the highest women?s representation on their top management teams
experienced a higher ROE than the companies with the lowest women?s
representation. In four out of five industries, the companies with the
highest women?s representation on their top management teams
experienced a higher TRS than the companies with the lowest women?s
representation.
***** This is a 34-page report.
===========================================
WOMEN ON THE BOARD IN FORTUNE 500 COMPANIES
===========================================
http://www.catalystwomen.org/knowledge/titles/title.php?page=cen_WBD03
Catalyst Census of Women Board Directors
Published: 2003
This year marks the tenth year that Catalyst has counted the number of
women serving on Fortune 500 boards. The census lists women board
directors alphabetically by company, and provides lists of the numbers
of women directors and total directors by company revenue, industry,
and state. The report also documents the number of women directors of
color.
Findings: In 1995, the first year Fortune consolidated the Industrial
and Service 500 lists, women held 9.6 percent of board seats in
Fortune 500 companies. In 2003, women hold 13.6 percent of board seats
at F500 companies, a percentage that has not doubled in 8 years. The
number of seats held by women of color has increased slightly, from
2.5 percent in 1999 to only 3.0 percent in 2003. Despite the slow pace
of change over the last 8 years, there have been some areas of
noticeable progress. In 1995, 96 companies had no women on their
boards, and today that number has decreased to 54. In addition, the
number of companies with 25 percent or more women directors has
increased from 11 companies in 1995 to 54 companies in 2003.
-------------------------------------------------
http://www.socialfunds.com/news/article.cgi/article1292.html
http://www.catalystwomen.org/cgi-local/SoftCart.100.exe/cgi-local/smpagegen.exe?EU+scstore+-+-p+-c+scstore.cfg+D30
The Catalyst Census of Women Board Directors of the Fortune 1000
This is the definitive resource for anyone interested in the corporate
boardroom. The report lists women on each company?s board, with state,
industry, and other analyses. "
Published: biannual
Pages: 30
ISBN: 0-89584-183-5
Price: $ 90.00
Member Price: $60.00
-------------------------------------------------
http://www.cyberwerks.com/dataline/mapping/womenonf.html
Volume I, No. 9 March 1992 ISBN No. 1-880720-10-8
Views from women on Fortune 500 Boards
"I am happy to talk with you, as long as it is absolutely clear that I
do not want to be named or identified in any way. I prefer to stay in
the background." We met this comment, or words to this effect, every
time we introduced ourselves to the board members we contacted for
this article. This presented something of a quandary: on the one hand,
the individuals were very generous with their time, and very candid,
making the sorts of observations that probably wouldn't be made for
attribution by any high-level executive or director of a major
company. On the other hand, their reticence also seemed a little
ironic, since these are all people whose photos appear year after year
in annual reports, if not in the general business press. Their
reluctance to speak for attribution, however, was consistent with
their sense that being a woman or minority board member brought extra
attention, and required extra diligence on their part to preserve
privacy and to be viewed as models of appropriate behavior by their
colleagues on boards and by others in general.
***** This is a 1992 article. It might be useful as a basis for
comparison to today.
-------------------------------------------------
http://www.boarddirectorsnetwork.org/index.asp?action=news_112604
Women Under-Represented in Corporate Board Rooms
New National Network Reports Findings from Around U.S.
November 26, 2004 ? Women continue to be under-represented in
corporate boardrooms despite their increasing clout in the national
economy and despite calls for nominating committees to abandon their
traditional means of recruiting board candidates. The
InterOrganization Network (ION), a coalition of six regional
organizations (Atlanta, Boston, Chicago, Michigan, Milwaukee and
Philadelphia) dedicated to advancing women into executive leadership
roles and corporate board seats, has released a first-ever report that
compares the numbers of board seats held by women for each respective
region. None of the six regions participating in the ION summary
reported more than 17.5% of its Fortune 500 corporate board seats
being held by women.
-------------------------------------------------
http://www.smeal.psu.edu/news/innews/dec01/smaller.html
Smaller Companies Limit Women's Boardroom Role Most
CBS Marketwatch
NEW YORK (CBS.MW) -- Women looking for employers who value their
perspective in top decision-making positions are more likely to find
proof among the biggest U.S. companies, not their smaller
counterparts.
=====================================================
WOMEN IN EXECUTIVE POSITIONS AT FORTUNE 500 COMPANIES
=====================================================
http://www.catalystwomen.org/knowledge/titles/title.php?page=lead_wuscl_03
Women in U.S Corporate Leadership: 2003
Published: 2003
A cornerstone of Catalyst?s research on women?s advancement, Women in
U.S. Corporate Leadership: 2003, examines the experiences and
perceptions of the Fortune 1000?s most senior women and the CEOs with
whom they work. This report is a follow-up to the pioneering 1996
study, Women in Corporate Leadership: Progress & Prospects, which
asked the same questions of senior-level women almost a decade ago. In
this report, we examine current perceptions and experiences of
senior-level women and CEOs, as well as contrast these findings to
those in our 1996 study.
Findings: The findings of this study illustrate that there have been
few dramatic changes in senior-level women?s attitudes and experiences
within the past seven years. Overall, large majorities of women are
satisfied with their current positions, employers, and compensation.
Some challenges in the work environment include the availability of
mentors, career advancement opportunities, and opportunities to
network. Of those women not already in top leadership, most aspire to
be there. Both women and CEOs agree that women have the desire and
ability to reach senior levels. Additionally, women in 2003 and women
in 1996 cite the same barriers to women?s advancement: lack of general
management or line experience; exclusion from informal networks; and
stereotypes and preconceptions of women?s roles and abilities. CEOs
agree that the top barrier to women?s advancement is a lack of general
management or line experience. Both women and CEOs recommend that
senior leaders assume accountability for women?s advancement in order
for progress to continue.
-------------------------------------------------
http://www.fortune.com/fortune/fortune500/articles/0,15114,1046096,00.html
THE 2005 FORTUNE 500
Women CEOs
Even with Carly Fiorina's departure from Hewlett-Packard, there are
more women running FORTUNE 500 companies this year than there were
last year. Currently, 9 FORTUNE 500 companies are run by women, and a
total of 19 FORTUNE 1000 companies have women in the top job.
-------------------------------------------------
http://www.catalystwomen.org/knowledge/topics.shtml
Metrics
Women?s Leadership/Development/Advancement
***** Browse the list of articles that address topics on women?s
advancement into leadership positions.
-------------------------------------------------
http://www.catalystwomen.org/pressroom/releases.shtml
Press Releases
***** Browse the list of press releases for topics of interest. There
is a wealth of information available in the press releases and they
give you additional pointers to the reports you might want to
purchase.
-------------------------------------------------
http://www.catalystwomen.org/pressroom/press_releases/2-10-05%20Catalyst%20Female%20CEOs%20Fact%20Sheet.pdf
Women in the Fortune 500
***** This report summarizes the status of women as evaluated by
Catalyst in several surveys. It includes Fortune 500 CEOs, top
earners, highest titles, board directors and corporate officers.
-------------------------------------------------
Women and the M.B.A.: Gateway to Opportunity
Published: 2000
This study, conducted in cooperation with the University of Michigan
Business School and the Center for the Education of Women at the
University of Michigan, examines career outcomes for women M.B.A.
graduates. Aspects studied include: what industries and functional
areas women are working in; levels of leadership they have attained;
their expectations for future advancement; barriers they have
encountered; and their recommendations for business schools and for
corporations interested in attracting and retaining high-potential
women.
Impetus: Women?s enrollment in M.B.A. programs has reached a plateau
at 25 to 30 percent.
Findings: Ninety-five percent of both women and men graduates from 12
of the nation?s top business schools report being satisfied with their
M.B.A. education. Women graduates cite lack of female role models (56
percent); incompatibility of careers in business with work/life
balance (47 percent); lack of confidence in math skills (45 percent);
and a lack of encouragement by employer (42 percent), as barriers that
keep women from pursuing M.B.A. degrees. The survey respondents said
that the most rewarding experiences of business school are the
interactions with other students, curriculum, and class size. Nearly
one-third of all women M.B.A. grads and 46 percent of African-American
women M.B.A.s find the business school culture to be overly aggressive
and competitive. More than one-half of women state that they cannot
relate to individuals in case studies and nearly 40 percent report
that they do not have adequate opportunities to work with women
professors.
-------------------------------------------------
http://www.mcca.com/site/data/inhouse/womenattorneys/cover0500.htm
Women General Counsel in the Fortune 500
Women lawyers are making significant strides in the corporate world.
Of the general counsel who run the Fortune 500?s legal departments, 43
are women. Fifty-six percent of the women general counsel were hired
between 1996 and 2000 and on average, they manage 30 attorneys and
legal budgets in the millions of dollars. There?s no reason this trend
should stop: There?s plenty of qualified women attorneys working their
way up the legal department corporate ladder.
A confluence of factors is behind the rise in women general counsel.
Part of it is setting a traditionally trendsetting state, California
leads the way with the most female general counsel of Fortune 500
companies, with six. Illinois is second, boasting five female general
counsel, followed by New York and Texas, which have three. There are
also the individual women lawyers who, over the years, have collected
the requisite skills to become GC: excellent legal reputations, strong
communication and interpersonal skills, problem solvers, strategizers,
and savvy business acumen.
-------------------------------------------------
http://nafe.com/pr_top30_04Fact.shtml
FACT SHEET
Top 30 Companies For Executive Women
***** This page lists a collection of statistics on the companies that
are the best for executive women.
===============
SEARCH STRATEGY
===============
women fortune 500
women board fortune 500
percent women employees fortune 500 |
