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MAI TON Enough of the Bro Culture For years, Mai was the only woman, Asian and person under 6 feet tall in the room. But Mai wanted to advance more quickly, so she jumped to another tech startup. - Mai Ton MARILYN ALVERIO Stop Making Me Feel Stupid Growing up Puerto Rican in a mostly white Connecticut town, she always was put "in the lower tracks at school and accepted that it was because I was stupid." Stacey moved to March of Dimes as president and CEO, and later, Darlene followed as VP, chief people officer, her current job. [Extracted from the article]

The article focuses on the reasons for lack of women at the top positions of corporate American institutions, resulting in a gender gap, despite prevalence of programs and initiatives. Topics discussed include clear vision of how women want their careers to advance including awareness about the steps to acquire higher positions, statistics comparing the progress of men and women in the corporate sector of the U.S.; and the lack of confidence and willingness to take risks.

The article talks about being oneself at work and presents stories of five employees who are flourishing in their jobs. Topics include openness of employees with their managers and co-workers; a study by Harvard Business Review on the employees and work environment; and experiences of several employees including Rachel Gerring, an accountant, Bailey Popea, a talent stylist and Claudia Bowmil, working at AHORA, the Hispanic employee-resource group (ERG).

The article offers information on the companies offering work-from-home job. It mentions that several companies including almost all the Working Mother 100 Best Companies, are offering or arranging the work-from-home positions. It mentions that there is 20 percent rise in home based arrangement jobs in 2016. It states that work with flexible, remote options involve as the valuable tool for recruiting and retaining talented employees.

The article offers brief profile on several companies. It offers information on Abbott Healthcare, with chief executive officer (CEO), Miles D. White, focused on mothers launching careers at this healthcare company. It states that the leaders set goals on hiring and advancing women. It offers information on Adobe Systems Inc., software company where mothers get 26 fully paid weeks off for maternity leave.

The article provides information on 2017 study conducted by the Barbara Lee Family Foundation, based on working women and difficulties faced by them to convince voters. Topics discussed include economic and financial stability, growth of young immigrants and their involvement in politics, and election rate of women.

The article provides information on study entitled "Men as Allies for Multicultural Women" conducted by the Working Mother Research Institute. Topics discussed include interaction between men and women of color; working in partnerships and supporting each other; and views of Jeff Oak, senior vice president at Bon Secours Health System on the same.

The article presents experiences of readers related to the workplace support for multicultural working women to care for children and aging parents. Topics discussed include the story of single mother Janet Wang who was just four weeks into her new job at New York Life when her father experienced a stroke; AbbVie's Laura Adams who take care of two children along with her seriously ill mother; and Wendy Lewis of KPMG who have a small child, and has been the primary caregiver for her father.

The article highlights the views of several working women regarding the sacrifices and priorities they have set to balance their career and personal life. Topics discussed include views of Christina Pilligua that she always do story time with her son; views of Tia Williams that she always designate weekends to her son and husband; and priorities of Anuradha Pajjur to wake up early morning spiritual studying, and cooking lunch for her kids.

The article offers information on the affect of domestic violence on women employees in their work environment, and mentions several strategies applied by employers to handle domestic violence affecting women at workplace. Topics discussed include abusers reaching at workplace to confront a victim; employers to educate their employees on abuse; including National Domestic Violence Hotline number in the firms; and looking for therapists for providing assistance to employees.

The article offers information on the importance of mentoring for women of color employees in companies, and presents the views of partner Kezia Hendrix at professional-services firm PwC on the need of mentors for multicultural women. Topics discussed include Kezia's senior partner Rich Klein's role in being an influential mentor; finding mentors at workplace by interacting with seniors at the organization; and finding mentors across required industries.

The article focuses on the aspects on how men professionals can work as partners of women workers. Topics discussed include the significant of reorganizing and addressing unconsciousness biases against women among male managers, the aspects of establishing career paths considering women's skills and roles within the team, and the advantages of approaching the advanced process of understanding women's strength and weaknesses along with the establishment of courage.

The article reports on the results of the survey which asked companies for data by U.S. Census Bureau categories of race and ethnicity. Highlights of the survey include the projected increase of African-American women in the labor force by 2024, recruitment of African American and Hispanic women by 96% of best companies, and a difference in recruiting for Asian-American women. Hiring practices that increase numbers of multicultural women are also cited.

The article presents the author's views on why women give up promising careers in law firms. She discusses the difficulties working mothers face specially with time for the family. Also discussed is the startup of Flex-Time Lawyers that provides workplace restructuring, talent management, work/life balance with a focus on women.

The article discusses why working mothers need their own circle for friends. The Harvard Medical School Nurses' Health Study found that decreased physical impairments as women age is directly related to the number and quality of friendships women have. The study also found that not having close friends as women age can also be just as harmful to their long-term health.

The article presents views of various working mothers who took part in the journal's survey, Best Companies for Multicultural Women, on how they've carved out their personal brands. Stephanie Pierce, Human Resource (HR) Director, International Talent Management at General Mills, says that her brand is authentic, candid, results-oriented, respectful, collaborative and outgoing.

The article presents views of various women who took part in the journal's survey, Multicultural Women at Work, on what employers can do to get them on board. Katherine Giscombe, vice president and women-of-color practitioner at Catalyst, says that companies that don't consider the complex perspectives, career and aspirations of women of color can prompt a talent to walk out the door.

The article presents work profile of various business enterprises who have been listed under the top 50 companies for executive women. It includes financial services company American Express, pharmaceutical company AstraZeneca and information technology firm Cisco Systems Inc. It also lists name of women working on higher positions of these firms.

The article discusses growth of female leadership in the pharmaceutical and consumer packaged goods manufacturer Johnson & Johnson. Topics discussed includes reduced gender gap in the company, expected growth of the company in the U.S. and Canada by 2024 and views of Wendy Marcinkus Murphy, associate professor of management at Babson College on the continous development of women in corporate sector.

The article presents a list of the organizations, included in the U.S. National Association for Female Executives (NAFE) Top 50, which encourage women to take leadership roles, including Abbott Laboratories Inc., Accenture, and Aetna. It also presents information on the corporate culture of these organizations including Abbott, American Express Co., and Accenture, and their efforts to support the women employees in their career development.

The article presents information on how women can deal with office politics and gender bias at work, and develop their own style of leadership. It refers to the book "What Works for Women at Work," by Joan C. Williams and Rachel Dempsey. It says that women should try to maintain a balance between 'too assertive' and 'too weak' style of leadership. It also says that women need to prove themselves continuously, and the performance standards for women are higher then standards for men.

The article focuses on the programs used by the 2013 best firms for multicultural women such as Deloitte, General Mills Inc., and PwC, to support the careers of their diverse women employees. It states that Deloitte's employees improve their careers by studying at the firm's in-house university. It mentions that General Mills Inc. offers formal mentoring program for its workers. It says that PwC uses group exercises to help its employees enhance their communication and networking skills.

The article offers information on the top 50 companies of the U.S. National Association for Female Executives (NAFE) for executive women as of February 1, 2013. Allstate Insurance led by president Thomas Wilson in Northbrook, Illinois is a dedicated company for female leaders. The 65% of women at Aetna located in Hartford, Connecticut are categorized as high-potential. Moreover, the female employees at AT&T chaired by Randall Stephenson are assisted to avoid barriers in their careers.

The article offers information on several U.S. companies for multicultural women that have implemented programs to help employees connect with leadership and develop their career. It mentions Allstate Insurance Co., a financial services company that focuses on building a diverse workforce, American Express Co., a financial services company which has programs that offer customized development activities, and CA Technologies Inc., a software company that encourages multicultural employees.

The article focuses on the training and networking options to help nurture women's careers. It explains how career counseling, mentoring, and sponsorship, and affinity group works to help women get through both personal and professional challenges and help them land into a promotion. It also cites the significance of leadership training, executive coaching, and job rotation for women to work smarter and better on their way to the top position.

The article discusses the bullying of working mothers in the workplace and how to fight the situation. Based from a "Working Mother" survey, 55 percent of the respondents said that they are bullied at work. It also says that the bosses are the perpetuators with 80 percent of the time. It adds that talking to the boss and co-worker, keeping the record of abuse and statements of the witnessed workers, and taking the case to the upper level management can address workplace bullying.

The article focuses on the use of sponsorship programs to help women advance in their work. According to Nancy Dunn, manager at Connecticut-based General Electric Co., providing sponsorship programs help expand the number of opportunities for women. Jessica Igoe, vice president of global sponsorship and event marketing at American Express Co., says that sponsors give women the push they need to succeed in their work.

The article provides information on the networking programs introduced by Prudential Financial Inc., Texas Instruments Inc., and Capital One Financial Corp. to their female employees. It notes that the Speed Networking at Prudential bring junior and senior women together in pairs. The Mentor Walks of Capital One Financial give women associates a chance to chat with senior advisors. Texas Instruments' Insights Group enable female managers to meet chief executive officer (CEO) Richard Templeton.

The article offers the author's insights with regards to the inclusion of multicultural women in progressing companies. It states that firms are having diversity and inclusion programs not only for women but for a diverse set of workers to improve employees' interactions and remove unfair setbacks within the workplace that could result for better service. It also states that these programs will help the business to grow and an eventual economic turnaround.

The article presents stories from several working mothers on how they were saved by the creative work/life programs of their companies which belong to the 100 best companies of the journal "Working Mother." The personal stories include problems once faced by working mothers and the support they received from the companies. The names of the working mothers who shared their stories and the companies which are involved are included.

The article reports on the results of Smart Mom Council's work/life survey of the effect of flexibility on working mothers, sponsored by Eli Lilly and Co. According to the survey, 51 percent of respondents believed that their companies' work/life benefits suited their needs. The survey also showed that 71 percent of working mothers want to have better flexible options. The survey concludes that flextime remains a work in progress.

Reports on the highlights of the Working Mother Media's Second Annual Multicultural Conference in New York City in 2005. Participation of about 700 women of Latin, African, Asian and Native American origins; Participation by Cari Dominguez, chairperson of the Equal Employment Opportunity Commission, and D. Bambi Krause, president of the National Association of Tribal Historic Preservation; Profiles on women of color, such as Lydia Rosa, Meow Yee and Dawn Hudson.

Describes the mentoring relationships between three women professionals and their mentoring partners in the United States. Lucia Capozzoli and mentees Elvia Novak and Mohamed Qualander; Douglas Bartner and Connie Fratianni; Krisi Wing Behrens and Chemine Jimenez; Mentoring experiences; Description of jobs.

Introduces eight profiles on women executives and articles on companies that won the Working Mother Media's Best Companies for Women of Color in 2005. Results of surveys of women of color concerning their satisfaction with their advancement, mentoring and diversity in the workplace; Processes in selecting companies; Criteria used in the selection; Recognition of Allstate, American Express, Anthem Blue Cross Blue Shield, General Mills, Hewlett-Packard, IBM, JPMorgan Chase and PricewaterhouseCoopers.

Presents advice on brand-building for women workers. Benefits of self-promotion; Brand-building techniques from sales account manager Marti Quinones-McCarthy, self-employed woman Angel Giannoni-Byrnes and community development manager Joanna De'Shay; Need for women of color to move beyond their ethnic groups into wider networks; Advice from Peggy Klaus, author of "BRAG! The Art of Tooting Your Own Horn Without Blowing It," and Miriam Vializ-Briggs, an IBM executive.

Reports on the growth of friendships among women coworkers in the United States who come from different cultural and racial backgrounds. Exposure of workers to various customs, beliefs and styles; Girl talk about families and careers; Bonding of women of all ethnicities through common grounds, such as motherhood and beauty secrets.

Presents authentic revelation on the misconceptions about working mothers in the U.S. Satisfaction felt from mixing work and parenthood; Likelihood of mothers successfully pulled off complicated lifestyles rather than being pulled apart by working motherhood; Capability to work smarter to have time with the family.

Highlights results of interviews on the work experiences of women of color in the U.S. Cross-cultural differences; Need to work harder to prove self; Stereotyping; Identity crisis; Percent who are satisfied with their advancements; Percent who have participated or benefited from leadership/management training.

Examines the real life at work for women of color in the United States. Compensation; Atmosphere at work; Prospect of advancement.

Profiles working mothers who are included in 'Working Mother' magazine's list of 25 exceptional women for 2000. Inclusion of Donna Dees-Thomas, founder of the Million Mom March on Washington D.C.; Joanne Kathleen Rowling, British author of the 'Harry Potter' book series; Cherie Booth Blair, lawyer and wife of British Prime Minister Tony Blair; Heide Gardner, executive with the American Advertising Federation.

The article presents the author's views on Katharine Zaleski and her perceptions towards working women until she became a mother. She also discusses Katharine's public apology and her work thereon to help women find flexible jobs via her company PowerToFly and also share and voice their apprehensions.

Features the innovative ways that three United States companies put the spotlight on talented women. Modern mentoring at Procter and Gamble; Teaming for success at Texas Instruments; Career coaches at PriceWaterHouseCoopers.

Presents stories of three types of working women who have managed to balance their work and family, and the lessons that other working women can learn from them. Fast-trackers; Entrepreneurs; Part-timers.

The article presents the 2014 best companies that employ multicultural women, and describes their initiatives of achieving diversity and well-rounded workforce. It mentions the insurance firm Allstate Insurance Co., the multinational financial services corporation American Express Co., and the information technology and networking company Cisco Systems Inc. Key personnel of each company are also mentioned.

The article offers suggestions for women to achieve leadership positions at workplace including setting goals, thinking strategically about which events to attend, and being creative with ways of sharing information. It also offers questions and answers related to issues women face at workplace.

The article presents changes in the attitude of working women as compared to the past. Topics include change in societal expectation that single moms should focus solely on their children; younger men's desire to be an equal parent with their partners; and a study which reveals that working mothers spend more time on parenting than stay-at-home moms did in the 1970s.

The article discusses the hurdles of the multicultural women in corporate America. It states that the downward slope for the multicultural women is evident, which only represented 21 percent of the total workforce despite its 6 percent increase in the board representation in 2009. It adds several challenges that a multicultural women face including the struggle to gain experience, the raced-based disadvantages, and the lack of similar model and negative stereotyping.

The article focuses on the survey regarding the benefits of a revolutionized workplace on its employees. The advances in work policies and programs, such as maternity leave and flextime, have improved the lives of most women employees than any other workplace benefit. The best advances in the workplace environment was the emergence of female entrepreneurs and multicultural women in management roles.

The article common misperceptions by white male bosses about their women-of-color employees. One misperception is that women of color are not open to feedback. A second misperception is that women of color do not network effectively. A third misperception is that women of color avoid stretch assignments. A fourth misperception is that women of color do not tell their bosses what they want.

The article relates the experience of an African American woman, Dina Beach Lynch, as she works as a diversity consultant at a major company. Diversified workplaces and multicultured employees were present in their company. She recalls on how white women comments positively on the co-white employee nominated for promotion and were silent on black. Many multicultured women say they most distrust white women thus affecting the chance of making up to them.