Women’s education narrowing gender pay gap, but shift in childcare needed

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By Ashleigh Webber, Personnel Today

The Institute for Fiscal Studies (IFS) found that since the mid-1990s women of working age have gone from being 5 percentage points less likely, to 5 percentage points more likely to have a university degree than men.

The 40% earnings gap identified its report is around 13 percentage points, or 25%, lower than it was in the mid-1990s.

However, women are still less likely to be in paid work than men (83.5% of women and 93% of men), and work fewer hours per week than men if they are employed (34 hours a week on average, compared with 42).

Women in paid work earn 19% less per hour on average than men (£13.20 compared with £16.30).In 1995 this figure was 24% and in 2005 it was 20.5%.

The research was based on data from 2019.

Monica Costa-Dias, deputy research director at IFS, said: “Huge gender gaps remain across employment, working hours and wages. After accounting for the rapid improvement in women’s education, there has been almost no progress on gender gaps in paid work over the past quarter-century.

“Working-age women in the UK are now more educated than their male counterparts and it seems unlikely that we can rely on women becoming more and more educated to close the existing gaps.”

The Women and men at work report, part of the IFS Deaton Review of Inequalities, also finds that:

  • The hourly wage gap between men and women is now bigger for those with degrees or A-level-equivalent qualifications than for those with lower qualifications. In fact, the minimum wage has helped reduce pay inequality in lower-paid roles
  • Of working-age adults with GCSEs or less, 26.5% of women do not work for pay compared with 9.5% of men
  • Working-age women do more than 50 hours a month more unpaid work (including both childcare and housework) than men
  • Gaps in employment and hours increase substantially upon becoming a parent, with women switching to more “family friendly” but lower paying occupations, or part time work
  • Women have more career breaks and spend more years working part-time, which contributes to them having lower hourly earnings further down the line.

“However, the gender gap in total earnings in the UK is almost twice as large as in some other countries which suggests the gender earnings gap is heavily influenced by the policy environment and cultural and social norms. For example, women are likely to take on more childcare even when they are the highest earner in the household, and a number of other countries also have more generous parental leave policies than the UK.”

Mark Franks, director of welfare at the Nuffield Foundation, which funded the research, said: “Differences in labour market participation, hours worked and hourly pay act together to lead to large and persistent inequalities in labour market outcomes between men and women in the UK. Some of these differences will originate from choices made by individuals and families relating to career and childcare decisions.

“However, the gender gap in total earnings in the UK is almost twice as large as in some other countries which suggests the gender earnings gap is heavily influenced by the policy environment and cultural and social norms. For example, women are likely to take on more childcare even when they are the highest earner in the household, and a number of other countries also have more generous parental leave policies than the UK.”

Click here to read the full article on Personnel Today.

Ying McGuire Immigrated to the United States with one suitcase and $1000 to pursue the American Dream and Inject $1 Trillion into the Economy
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As CEO and President of the National Minority Supplier Development Council (NMSDC), Ying McGuire leads efforts to advance business opportunities for more than 15,000 certified minority business enterprises (MBEs) connecting them to over 1,500 corporate members generating over $400 billion in annual revenue – more than 28% of all minority business revenue in the U.S.

NMSDC’s first Asian American Pacific Islander (AAPI) CEO and president brings over two successful decades of leadership experience across both the for-profit and nonprofit sectors and has an aspirational goal of achieving $1 trillion in NMSDC-certified MBE annual revenue generation.

NMSDC CEO and president, Ying McGuire has an awe-inspiring story of her own. Arriving to the United States from China with one suitcase and $1,000 to pursue her American dream, Ying did not have an easy path. McGuire immigrated from China during a tumultuous period in that country’s history.

“In the wake of the Tiananmen Square incident in 1989, I packed my life into one suitcase with $1,000 and came to the United States to pursue my American dream,” she recalled. “Being a new immigrant with little English, no money and no support system, I overcame mountains of obstacles, learned to get things done with limited resources and built up my resilience.”

She built a successful career as a corporate leader at Dell Technologies, driving the strategy and execution that nearly quintupled Dell’s diversity spend from $640 million to $3 billion within three years. After the murder of George Floyd in 2020, Ying felt compelled to be part of the growing social economic justice movement. She transitioned out of her tech role and became the first Asian American Pacific Islander CEO and president of NMSDC, with goals of accelerating MBEs and helping close the racial and economic wealth gap in communities of color.

Ying believes that the fastest path to achieving NMSDC’s $1 trillion plan requires a catalyst event to garner amplification and support the goal from prominent corporate C-level leaders, policymakers, high growth MBEs, thought leaders, and media. Therefore, NMSDC is hosting the second annual Minority Business Economic Forum on May 8-10, in Miami. This by invitation only event is focused on tapping into the top leaders of corporate America, the Administration, local governments, thought leaders, and academic leaders to come together and recalibrate the MBE narrative as an integral part of the American economy.

ABOUT YING MCGUIRE

  • Hometown: Jiangyin, a city near Shanghai, China
  • Hobbies: Yoga, travel, cooking, interior design
  • Favorite leadership quote: “Do not just lead by words; lead by example.” — Her father

To learn more about NMSDC, visit nmsdc.org.

WBEs Share Why More Women Should Get Business Certified
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WBEs Angela and Dr. Pamela Ellis images

If you’re looking to become a women-certified business enterprise (WBE), you may have a lot of questions about the process or if it’s even worth it to go through the application process?

To help you decide, the Black EOE Journal (BEOEJ) sat down with two amazing women-certified business owners — Angela Randolph, founder and CEO of Stellar Ledgers LLC and Dr. Pamela Ellis, MBA, PhD, founder of Compass College Advisory — from the Women’s Business Enterprise National Council (WBENC) who spoke about the benefits and advantages of getting certified.
 
 
Angela Randolph, founder & CEO, Stellar Ledgers LLC:

BEOEJ: What is Stellar Ledgers and how did you get started?

Angela Randolph (AR): Stellar Ledgers® (SL) is a virtual financial advisory firm that partners with clients as their business grows, offering an exceptional and value-added experience. SL offers bookkeeping, CFO/ controller, financial coaching and consulting services to business owners across the United States. The outsourced financial service we provide helps businesses improve cash flow and maximize profits as they prepare for growth and expansion. We provide the timely, accurate financial data and advice required for growth and scalability in the business. We also help prepare businesses for funding or investment opportunities.

I started the business in 2017 on the side while working full-time bootstrapping to fund operations. I am really passionate about helping fellow women entrepreneurs gain financial freedom, security and build wealth leveraging their businesses.

Dr. Pamela Ellis, MBA, PhD, founder of Compass College Advisory

BEOEJ: What is Compass College Advisory and how did it get started?

Dr. Pamela Ellis (PE): Some parents saw the success of my children and how they participated in educational programs after school and during the summers. When they asked me to help them with their children, that’s when my business started. At first, I helped those parents find the right summer programs, then the right high school, then the right colleges. I based my program off my dissertation research on high school to college transition (what supports students with navigating high school then thriving in college and completing).

Largely through word-of-mouth referrals, my business grew across the country. I met with families virtually who were in other states and opened a small office in Dayton, Ohio for locals. Our center is named Compass College Advisory.

Twelve years later, I am still partnering with parents to help their teen find the right colleges and get scholarships. The results of our work are that 95 percent of our clients have been admitted to their top-choice colleges and the average scholarship is $75,000.

BEOEJ: How did you learn about small business certifications for women and minorities? Why did you decide to pursue certification and which ones have you received?

AR: I first learned about certifications through my local Small Business Development Center (SBDC) Procurement Technical Assistance Center (PTAC) Advisor with University of Houston. I decided to pursue these certifications with plans to do business with the government, corporations and other certified businesses expanding my reach and adding multiple revenue streams to Stellar Ledgers. I am an MBE with Houston Minority Supplier Diversity Council (NMSDC), City of Houston, Metro, and a WBE through WBEA (WBENC), City of Houston, WOSB with the Small Business Administration and HUB with the State of Texas.

PE: My mom, who sharecropped and only had an opportunity to finish eighth grade, wanted me to stay home after high school. She reluctantly agreed to let me go to a college that she had never heard of. When we took the Greyhound from Memphis, Tennessee to Palo Alto, California, she gave me $70 to cover my expenses for the first year. I thought that was good money until I went to the bookstore the very next day and my books for the first quarter were $350.

I knew my mom couldn’t afford to send me anymore money. I immediately found a job and ended up working 30 hours per week during the school year and up to 100 hours per week in the summers. I had known since high school that I wanted to attend business school, so I decided to apply right after undergraduate to The Tuck School of Business at Dartmouth College. Tuck had recently started a professional development program for Black entrepreneurs. I was selected to work in that summer program before, during and after graduating from Tuck. During that experience, I learned about minority and women certifications.

When I started my business many years later, I attended every program I could find. Many of those programs were offered by the Small Business Development Center, SCORE, SBA Urban League and numerous others. The certification organizations would present during those programs and that’s how I then started to learn more about why I also should be certified.

I have received WBENC, MSDC, plus the respective state certifications and decided to do so in order to network, grow my business and develop strategic partner relationships.

BEOEJ: What were your trials and tribulations on the road to certification? How has certification helped your business?

AR: I didn’t have any issues at all with certification. I have an audit background so my records were in top shape and that made submission seamless. The certifications definitely add business credibility and more exposure to contract opportunities, development programs and fellow certified businesses who I can potentially collaborate with or who can become clients.

PE: Wearing too many hats was my biggest trial on the road to certification. Because I answered the phones, handled client delivery, tracked by books, etc., it was hard to keep up and prioritize my time. Since becoming certified, I’ve been able to participate in courses through WBENC that have helped me sharpen my hiring and delegation skills.

The certifications have opened opportunities for me to “be in the room” and gain contracts. With the certifications, my company has steadily grown over the years. Likewise, I’ve been able to participate in their professional and leadership development programs that have helped me with strategic planning, marketing and hiring. The investment has been worth every penny.

BEOEJ: What perks have you embraced from being certified, for example, have you used any of the mentors, peer-to-peer resources, financial advice, attended conferences or conventions, etc.?

Randolph: Yes, there are so many benefits to being a certified business. I’ve successfully completed business development and leadership training sponsored by the Houston Minority Supplier Development Council (HMSDC) that was invaluable, I am currently a member of cohort 41 of Leadership Houston sponsored by WBEA and so many other mentoring programs I’ve had the privilege to participate in. I’ve also led training workshops for fellow certified businesses in accounting and tax. I’ve attended conferences and conventions for both HMSDC and WBEA, both with great speakers and opportunities to network with others.

Ellis: I’ve attended conferences and special courses for continued learning and utilized the peer-to peer resources. During COVID-19, WBENC offered an amazing program called WEThrive, which gave me an opportunity to work on my business, rather than in my business, during a critical transition for us all. I received encouragement from the other participants to keep dreaming and implementing.

BEOEJ: If you could offer one piece of advice for women business owners thinking about certification, what would you say?

AR: I would definitely encourage women business owners to get certified. It can really open so many doors of development, support and opportunity. Start now by organizing your financials, tax records and business entity documentation so the process can go more smoothly.

PE: The paperwork may feel overwhelming. To get it done, block out a three-hour appointment with yourself to focus on gathering the documents, put on some energizing, feel-good music and get it done. The hardest part is getting started. Once you do so, it’s not so bad. Plan ahead for the notary. Keep digital copies of all the documents you upload. Mark your calendar for nine months away to renew, so that your certification remains current. It’s all worth it. You’ve got this!

To read more from from Black EOE Journal and other diversity-focused publications visit, diversitycomm.net

Science Cheerleaders – Gimme an S for STEAM!
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Science Cheerleaders at the USA Science & Engineering Festival

By Brady Rhoades

Theresa Oei is a cheerleader for the New England Patriots. She’s also a Ph.D. candidate in chemical biology at Harvard University.

Kayla Rossel cheers for the San Francisco 49ers. After getting a Psy.D. in clinical psychology, she works as a psychologist specializing in eating disorders.

Tynesha McClain earned her B.S. in molecular physics and biochemistry from Yale University. She’s a food technologist who’s cheered for the Baltimore Ravens, Baltimore Blast and Chesapeake Bayhawks.

Cheerleaders who are STEAM professionals?

It bucks stereotypes, but guess what? It’s the norm.

There are Science Cheerleaders on every NFL and NBA team that employs cheerleaders.

These multi-skilled women are the heart and soul of Science Cheerleaders, Inc., a national nonprofit organization of current and former professional and collegiate cheerleaders pursuing careers in science, technology, engineering, the arts and math.

“Almost every time a girl realizes that I am an engineer and former pro-cheerleader, I can see the light bulb going off in their minds. I know the moment they all of a sudden believe in themselves that maybe one day, they can be a scientist or engineer and also a cheerleader, and it’s one of the most rewarding feelings,” said Dr. Wendy Brown, Ph.D., director of outreach for Science Cheerleaders.

Brown teams with company founder Darlene Cavalier, who co-authored The Field Guide to Citizen Science, and Samantha Marsillo, director of operations, as top-tier leaders.

High Kicking the Stereotype

The concept: Science Cheerleaders playfully challenges stereotypes about cheerleaders and women in STEAM. The organization aims to connect with the nation’s four million youth cheerleaders through a shared interest in cheerleading while changing perceptions about who scientists are, what they do and who can pursue careers in STEAM.

Leveraging the popularity of sports and cheerleading, Science Cheerleaders reaches not only girls but also their families and sports fans. Some teams, such as the San Francisco 49ers, New England Patriots, Atlanta Falcons and Washington Commanders, feature dozens of cheerleaders pursuing STEAM careers.

Science Cheerleaders facilitates in-person and online events, where cheerleaders perform STEAM-themed choreographed routines, lead hands-on science activities, hold meet and greets, autograph trading cards featuring their STEAM and cheer stats and host cheer workshops. Events range from small, rural locations to nationwide events, such as performing at halftime during a Philadelphia 76ers game and at the USA Science and Engineering Festival in Washington, D.C.

Brown was one of the lead researchers for Project MERCCURI (Microbial Ecology Research Connecting Citizen and University Researchers on the ISS). Her team enlisted the help of 4,000 cheerleaders and sports fans to swab shoes and cell phones for microbes at games and other Science Cheerleader events. This was part of a research and citizen science project to learn if and how microbes grow differently in microgravity than on Earth, which is important to understand for long-duration human spaceflight.

Those microbes were analyzed by UC Davis, and 48 samples were launched on a Space X rocket to the International Space Station. In a delightful surprise, a Pop Warner cheerleading team discovered a previously unknown species of microbe while working on the project.

Science Cheerleaders on cover of magazine
Science Cheerleaders on cover of Diversity in STEAM Magazine. Click cover to view!

Science Cheerleaders, which also works with Girl Scouts across the country, created a special cheer for Scouts:

Mighty Girl Scouts

We are the Girl Scouts

The mighty mighty Girl Scouts

And we! Love! Science!

Millions of sisters

We’re just like a team

Nothing will stop us

From reaching our dreams!

Goooo science!

To see a video of the cheer, visit youtu.be/sWNbpY-sPOM.

Gimme a D for Diversity!

There’s more fun stuff.

“We organized a massive Cheer for Science at the USA Science & Engineering Festival, where representatives from the U.S. Geological Service were present to take seismic readings during the cheer, while hundreds of classrooms across the country performed the cheer and used sensors to measure seismic activity,” said Cavalier. “While that was designed for fun, all of those classrooms became part of a long-term study with USGS to monitor tremors for years to come.”

Both science and cheerleading are becoming more inclusive and diverse, not only onboarding women but ethnic minorities. But the progress is slow.

Women make up 27 percent of STEAM workers in the country, up from eight percent in 1970, according to the U.S. Census Bureau. Forty-eight percent of workers in the life sciences are women, but only about 15 percent are engineers.

African-Americans comprise nine percent of workers in STEAM; Hispanics are at eight percent, according to the STEM Education Guide.

Said Science Cheerleader McClain: “Diversity has grown leaps and bounds in cheerleading and STEAM. It’s refreshing to see so much representation in these areas. I’m envious of the youth today, as I wish I had that type of exposure when I was growing up.”

Science Cheerleader Rossel concurs. “As an African-American woman, it makes me happy to see that more cheerleading teams are celebrating young Black women’s natural and cultural hairstyles,” she said. “It’s very important for young girls to see diversity and to be able to identify with cheerleaders who have similar hair textures and styles. In terms of diversity in STEAM, some STEAM fields are more diverse than others.”

‘I Knew I Could Do Both!’

So, what’s next for the nonprofit?

“COVID put a pause on all in-person activities, but we look forward to re-activating programs in 2023, including performances at the USA Science and Engineering Festival in Washington, D.C.; performances at Girl Day at University of Texas, Austin; performances and meet-and-greets at the Pop Warner Cheer & Dance National Championships in Florida and at the Super Bowl in Arizona,” said Brown. “In addition, we are in the process of coordinating appearances scheduled to take place at many science festivals across the country. We’ve applied to be part of the Macy’s Thanksgiving Day Parade, which will be such an honor for us.”

For many Science Cheerleaders, the best part of the job is seeing the reaction of young people.

“Surprisingly, girls sometimes react with something akin to, ‘I knew I could do both!’ I absolutely love serving as an example that affirms girls’ interests in science and cheerleading,” Brown said.

Marsillo added, “So many girls give up one passion for the other, and we’re here to show them that they don’t ever have to make that sacrifice.”

For more information about Science Cheerleaders, visit sciencecheerleaders.org.

Licenses and Permits: Everything You Need to Know
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Most small businesses need a combination of licenses and permits from both federal and state agencies. The requirements — and fees — vary based on your business activities, location and government rules.

Here are the basics of what you need to know:

Federal Licenses and Permits

You’ll need to get a federal license or permit if your business activities are regulated by a federal agency. If your business deals with the transport, production, sales or dealings of any of the following products, you will have to obtain a specific permit from a specific federal agency. This includes business activities such as:

  • Agriculture: Business practices that deal with the import or transport animals, animal products, biologics, biotechnology or plants across state line
    • Issuing Agency: U.S. Department of Agriculture
  • Alcoholic Beverages: Business practices that deal with the manufacture, wholesale, import and/or sales of alcoholic beverages at a retail location
    • Issuing Agency: Alcohol and Tobacco Tax and Trade Bureau, Local Alcohol Beverage Control Board
  • Aviation: Business practices involving the operation of aircraft, transportation of goods or people via air or aircraft maintenance
    • Issuing Agency: Federal Aviation Administration
  • Commercial Fisheries: For businesses engaged in commercial fishing of any kind
    • Issuing Agency: National Oceanic and Atmospheric Administration Fisheries Service
  • Fish and Wildlife: For businesses engaged in any wildlife related activity, including the import or export of wildlife and derivative products
    • Issuing Agency: U.S. Fish and Wildlife Service
  • Maritime Transportation: For businesses providing ocean transportation or facilitate the shipment of cargo by sea
    • Issuing Agency: Federal Maritime Commission
  • Mining and Drilling: For businesses engaged in drilling for natural gas, oil or other mineral resources on federal lands
    • Issuing Agency: Bureau of Safety and Environmental Enforcement
  • Nuclear Energy: For businesses producing commercial nuclear energy, is a fuel cycle facility or is involved in distribution and disposal of nuclear materials
    • Issuing Agency: U.S. Nuclear Regulatory Commission
  • Radio and Television Broadcasting: For businesses dealing in broadcasting information by radio, television, wire, satellite or cable
    • Issuing Agency: Federal Communications Commission
  • Transportation and Logistics: For businesses operating oversize or overweight vehicles.
    • Issuing Agency: Permits are issued by your state government and can be reached through the U.S. Department of Transportation.

In-State Licenses and Permits

The licenses and permits you need from the state, county or city will depend on your business activities and business location. Your business license fees will also vary.

States tend to regulate a broader range of activities than the federal government. For example, business activities that are commonly regulated locally include auctions, construction, dry cleaning, farming, plumbing, restaurants, retail and vending machines.

Some licenses and permits expire after a set period of time. Keep close track of when you need to renew them — it’s often easier to renew than it is to apply for a new one.

What You’ll Need

Depending on the licensing you need, your license qualifications will differ. However, just about every license and/or permit requires that you have the following documentation:

  • Your business description or business plan that includes:
    • Employee numbers
    • Annual sales
    • Job description
    • Contact information for the business owner
    • Other pertinent business information
  • Government ID, including your Social Security Number or Federal Employment Identification Number
  • Fees (varies by state)
  • LLC registration, for businesses structured as one. Having your LLC is not the same as having your business license, although they often compliment one another.

For more information on what you need for your specific business license, visit sba.gov/business-guide/launch-your-business/apply-licenses-permits#section-header-0.

Sources: Small Business Administration, Collective.com

6 STEM Scholarships You Should Know About
EducationWomen in STEM
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Just about every career in the STEM field requires some form of university-level education. However, this doesn’t mean that you have to spend every penny you own and then some to pursue your dream job.

Whether it’s through federal funding, non-profit organizations or individual donations, there are tons of scholarship and grant opportunities for students wanting to pursue the world of STEM.

Here are just a few of the scholarships that you can apply for:

The Society of Women Engineers Scholarship

Since World War II, the Society of Women Engineers (SWE) has been doing all they can to support the needs of women engineers across the country. One of the ways they do this is through the SWE Scholarship Program, which provides varying fund amounts to those identifying as women and studying in undergraduate or graduate programs in the STEM field. While the specific amount you can receive varies, the program gave away over $1,220,000 in scholarships in 2021 alone. All students, from incoming freshman to graduate students, may apply but freshman must fill out a separate application form.

  • Amount: Varies
  • Number of Scholarships Given: Varies
  • Application Dates: Applications usually often in December for upperclassman and the following March for freshman
  • How to Learn More: swe.org/applications/login.asp

The American Institute of Aeronautics and Astronauts Scholarships

The American Institute of Aeronautics and Astronauts (AAIA) is an organization dedicated to supporting the future generation of people interested in the aerospace field. One of the ways they do this is through their scholarship program, where undergraduates and graduates alike can fill out a single application and be eligible for consideration for up to three scholarships from their program. To apply, you must be at least a sophomore in college and a member of AAIA.

USDA/1890 Scholars Program

The USDA/1890 National Scholars Program is a partnership between USDA and the 1890 historically Black land-grant colleges and universities. The program provides full tuition, employment, employee benefits, fees, books and room and board each year for up to four years for selected students pursuing a bachelor’s degree in agriculture, food science, natural resource science or a related academic discipline at one of 19 designated 1890s land-grant colleges and universities. The scholarship may be renewed each year, contingent upon satisfactory academic performance and normal progress toward the bachelor’s degree. Scholars accepted into the program will be eligible for noncompetitive conversion to a permanent appointment with USDA upon successful completion of their degree requirements by the end of the agreement period.

  • Amount: Full Tuition Coverage
  • Number of Scholarships Given: Varies
  • Application Dates: Varies
  • How to Learn More: gov/youth/scholarships

Science, Mathematics and Research for Transformation (SMART)

In a collaboration with American Society for Engineering Education and the Department of Defense, the Science, Mathematics and Research for Transformation (SMART) program is for students wanting to go into engineering, biosciences, chemical engineering, civil engineering, chemistry and cognitive, neural and behavioral sciences. In addition to full tuition coverage, SMART students will receive health insurance, mentoring, internship opportunities and a guaranteed job offer from the Department of Defense. Applicants must be at least 18 years old, have a minimum of a 3.0 GPA, be available for summer internships and are expected to accept the job position offered to them upon completing their education.

  • Amount: Full Tuition Coverage, plus more
  • Number of Scholarships Given: Varies
  • Application Dates: Varies
  • How to Learn More: org/smart

NOAA Undergraduate Scholarships

NOAA Office of Education’s student scholarship programs provide opportunities for undergraduate students to gain hands-on experience while pursuing research and educational training in NOAA-mission sciences. The Hollings and EPP/MSI Undergraduate Scholarship share a common application and students who are eligible for both programs are encouraged to apply to both. To be eligible, you must be a sophomore at a four-year university program, a junior at a five-year university program or a community college student transferring to a university.

The S-STEM Program

Recognizing that financial aid alone cannot increase retention and graduation in STEM, the National Science Foundation (NSF) founded the S-STEM Program, a fund that provides awards to institutions of higher education (IHEs) to fund scholarships and to adapt, implement and study evidence-based curricular and co-curricular activities that have been shown to be effective in supporting recruitment, retention, transfer (if appropriate), student success, academic/career pathways and graduation in STEM. While most of the students who receive this award are studying an area of the STEM field, proposals can be made for funds to be given to students who meet the same qualifications, but are studying a high-demand industry. The amounts distributed depend on the institution.

Sources: The College Consensus, National Science Foundation, USDA, NOAA, SMART Scholarship, AIAA, Society of Women Engineers

The Roadmap to Social Entrepreneurship
Business
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Chelsea C. Williams Headshot

By Kimberly Gladden-Eversley

Social movements have shaped society into what we see today, from labor to civil rights and women’s movements. Thanks to social media, we can collaborate from the comfort of our homes to drive social change, to expose injustice and to advocate for policies that protect vulnerable communities. As generational values, preferences and ideals shift, and GenZ, the most diverse generation in history, prepares to take the lead, all eyes are on how today’s businesses respond through innovation.

Introducing Chelsea C. Williams, the Founder and CEO of Reimagine Talent, who shared her expertise leading workplace & talent development and DEI (diversity, equity and inclusion) as a speaker at the annual SHRM Inclusion Conference. Williams shed light on the rise of social enterprises that appeal to a generation who desire to blend profit with purpose. “This makes me really excited because I believe a movement is taking place,” said Williams. “The social entrepreneur is not just focused on bringing a product or service to market…they’re not just moved by revenue, a social entrepreneur wants to make an impact…they want to drive social progress, deliver socially conscious goods, and bridge sectors towards progress.”

William’s journey to entrepreneurship was not easy, considering her quest to entrepreneurship consisted of many obstacles without a roadmap. From navigating childhood as the daughter of immigrant parents, to funding her way through Historically Black College & University, Spelman College, to launching her early career on Wall Street as an “only,” Williams has overcome significant odds. During her time on Wall Street, she represented 1% of Black employees. With that reality came its own set of challenges personally and professionally.

“I believe [in] diversity, equity, inclusion and belonging [and] I can intentionally lead that work now because I lived exclusion,” said Williams. “During my early career, I clearly saw the beauty of belonging and toxicity of exclusion — both of which playing significant impacts on the global workforce & workplace.”

Leadership with Impact

Despite representation barriers experienced in her career, Williams still found the confidence to reimagine the future and write up a business plan that would address real issues she encountered in her roles managing & leading human resources. In 2018, she stepped made the decision to leave corporate America, first completing a social impact fellowship at Teach for America and then launching her firm.

“I early learned that leadership doesn’t have an age, it doesn’t have a look, it doesn’t have a race, it has to do with impact,” stated Williams. “You can have a business that is focused on revenue, but also have a part of your mission statement or part of your strategy that is addressing a social issue. Within the case, entrepreneurs are addressing societal barriers such as the intersection between gainful employment and racism, as two examples, but also tapping into the opportunities that come with entrepreneurship such as financial prosperity and ownership.”

To awaken your inner activist as part of your business strategy takes skill that supersedes the continuous hard versus soft skill debate circulating the workplace. Instead of pinning hard and soft skills in a battle of importance, consider both skills a necessity. “Language is important. Instead of referencing hard skills, let’s say technical, let’s say job function specific skills. Instead of soft skills, let’s say interpersonal skills, leadership skills,” said Williams. “If you’re leading an organization to function or promotion, you better believe that those skills actually become more important than what got you there from the beginning.”

Creating solutions in organizations to fight social issues takes more than diversity; it takes understanding, building and nurturing relationships. “Being open to learning and supporting people, especially those who are different than us, is our ability to lead effectively in 2022 and beyond,” said Williams. “Our mission at Reimagine Talent is to educate the next-gen workforce and empower conscious organizations to build workplaces of belonging.”

Turning a Vision into Action

Despite many years of progression and historical wins, writing the business vision and making it compelling and relevant takes courage. In this case, Williams challenges aspiring social entrepreneurs to turn their vision into a business plan and to consider the economic impact of today’s most pressing challenges. Considering 45.2% of social enterprises only last between one to three years, and 45% earn less than a $250,000 profit, it’s crucial to focus on impact without forgetting the importance of running a scalable business.

“Even with vision for impact, do not lose sight of the fact that you’re still an entrepreneur, and if you’re for profit, you still have to make a profit to grow your team, products and processes; if you’re not moved by profit, you should start a non-profit,” said Williams. “Broadening out to what your vision is for your business, who do you want to serve, answering those questions upfront and really thinking about [the] short and long term is important. In the early days, you want to test out your product or service and make sure you’ve got customers/clients.”

Williams shows the beauty that comes with fully owning our stories and leveraging the roadblocks as a springboard to purpose. Her access and experiences now grant opportunity to future generations. As we reflect on her mission, let’s consider our own and ignite the confidence to become something we may have never seen before.

For more information on Williams and Reimagine Talent, visit reimaginetalentco.com.

14 of Financial Aid’s Biggest Myths Debunked
Education
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The U.S. Department of Education’s office of Federal Student Aid provides around $112 billion in federal student aid annually. Yet Student Aid’s FY 2021 Annual Report found that only about 61% of high school students applied for financial aid.

Here are the top 14 myths about student aid, debunked:

Myth 1: The Free Application for Federal Student Aid (FAFSA) form costs money. 

FACT: Nope! The FAFSA form is free. The quickest and best way to fill it out is on fafsa.gov. Don’t complete your FAFSA form on websites that charge fees.

Myth 2: My family’s income is too high for me to qualify for financial aid. 

FACT: That’s one of the most common financial aid myths, but there’s no income cutoff. Most people qualify for some type of financial aid, which range from grants and scholarships to loans and work-study programs. Many factors besides income — such as your family size and your year in school — are considered to create your financial aid package.

When you submit the FAFSA form, you’re also automatically applying for state funds and possibly financial aid from your school, including grants and scholarships. In fact, some schools won’t even consider you for their scholarships (including academic scholarships) until you’ve submitted a FAFSA form. And you can’t know how much financial aid you’ll get until you fill it out.

Myth 3: The FAFSA form is really hard to fill out. 

FACT: Most people can complete their first FAFSA form in less than an hour. If it’s a renewal or you’re an independent student who doesn’t need to provide parents’ information, it can take even less time. Online, you’re asked only the questions relevant to you. And if you’ve filed your taxes, you can transfer your tax return data into your FAFSA form automatically.

Myth 4: I’m not eligible for financial aid because of my ethnicity or age. 

FACT: Absolutely not. While schools have their own eligibility requirements, federal student aid eligibility requirements do not exclude based on ethnicity or age.

Myth 5: The FAFSA form is only for federal student loans. 

FACT: Not at all. In fact, the FAFSA form is one of the most widely used tools to access student aid: one application for multiple types of funding. When you complete the FAFSA form, you’re automatically applying for everything from grants and scholarships to work-study funds and loans from federal, state, and school sources. States and schools can also determine scholarships and grants using your FAFSA information. And the funding can be substantial.

Myth 6: The FAFSA form kicks off on Jan. 1, and you have to submit it by June.  

FACT: Nope! You have more time than you think. The FAFSA form is available on Oct. 1 for the next school year and there are three FAFSA deadlines: federal, state, and school. But the sooner you submit your FAFSA form, the more likely you are to get aid.

Remember, too, that when you submit the FAFSA form, you’re also automatically applying for grants, scholarships and loans from states and schools, which may have earlier deadlines than the federal deadline. If you’re applying to multiple schools, check their deadlines and apply by the earliest one.

Myth 7: I need to file my 2022 taxes before completing the FAFSA form. 

FACT: No, you’ll use your 2021 tax information to apply for student aid for the 2023-24 award year. You do not need to update your FAFSA form after filing your 2022 taxes because only the 2021 information is required. If your financial situation has changed in the last year, you should still complete the FAFSA form with the 2021 information, submit your FAFSA form and contact the financial aid office at the school you plan to attend to discuss how your financial situation has changed.

Myth 8: You have to have good grades to get a financial aid package. 

FACT: Applying for admission into school is different from applying for financial aid. Good grades may help with academic scholarships, but most federal student aid programs don’t consider grades for your first FAFSA form. In subsequent years, you’ll have to meet certain academic standards defined by your school (also known as satisfactory academic progress) to continue receiving financial aid.

Myth 9: Since I’m self-supporting, I don’t have to include my parents on the FAFSA form. 

FACT: Not necessarily. You need to know how the FAFSA form defines a dependent student. The form asks questions to determine your dependency status. You’ll also need to learn who is defined as a parent for FAFSA purposes. Requirements for being considered an independent student go beyond living on your own and supporting yourself.

Myth 10: I should not fill out the FAFSA form until I’m accepted to school. 

FACT: That’s another widespread FAFSA misconception. Do it as soon as possible. To receive your information, the FAFSA form requires you to list at least one school, but you should list any schools you’re thinking about, even if you haven’t applied or been accepted. And don’t worry ― schools can see only their own information; they will not be able to see other schools on your FAFSA form.

Myth 11: I only need to submit the FAFSA form once.  

FACT: You have to fill out the FAFSA form every year you’re in school to stay eligible for federal student aid, but filling out the renewal FAFSA form takes less time.

Myth 12: I should contact the U.S. Department of Education’s office of Federal Student Aid to find out how much financial aid I’m getting and when.

FACT: No, the financial aid office at your school is the source for that information. The U.S. Department of Education’s office does not award or disburse your aid. Remember — each school awards financial aid on its own schedule.

Myth 13: The Expected Family Contribution (EFC) is the amount you have to pay for school. 

FACT: The EFC is not the amount of money your family will have to pay for college, and it is not the amount of federal student aid you will receive. The EFC is a number your school uses to calculate how much financial aid you are eligible to receive. Other factors ― the largest being the cost of your school ― contribute to determining both the amount and type of aid you receive.

Myth 14: I can share my FSA ID with my parent(s).  

FACT: Nope. If you’re a dependent student, you will need your own FSA ID to sign your FAFSA form online, and so will one of your parents. An FSA ID is an account username and password that you use to log in to certain U.S. Department of Education websites. If you share your FSA ID, you’re risking identity theft and your FAFSA form could be delayed.

Source: studentaid.gov

Habits Highly Successful Business Managers Have (and How to Get Them)
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According to Gallup, bad managers cost businesses billions each year, and account for at least 70% of variances in employee engagement scores. Having a highly successful business manager is crucial to the overall success of a company.

The problem, however, is that not everyone knows what type of habits effective managers have. By being able to identify what those habits are, businesses can take action to find the right people to fill the position, and managers can boost their productivity and increase their efficiency.

“There is always room for improvement, no matter how great of a manager you are,” explains Leon Goren, president and chief executive officer of PEO Leadership. “The good news is that making those improvements can often be simple. It’s just a matter of taking the steps to make it happen, to incorporate new habits that will lead to better outcomes.”

When managers take action to create effective habits, they see positive results in the overall success of their business. Here are some of the habits of highly successful business managers and how to nurture them:

  • Delegation skills. Highly successful leaders know how to delegate, rather than trying to do everything on their own. It’s imperative to learn to trust the people on your team.  If this is an issue for you, start by delegating small tasks and building on them. It’s also important that you have the right people in the right jobs.
  • Building a strong team. When hiring for your team, don’t just look at the candidate’s past experience and qualifications. Make sure that they are a good fit for your team and your overall corporate culture. Do they share the same values? Will they fit into your team’s unique dynamics? Do they understand what the expectations are? When you have the most qualified people – from both a fit and skills perspective, you will not only feel comfortable delegating tasks to them, you will also know they are working toward reaching your company goals. The right employees know how to work efficiently, are engaged, and exponentially help the company succeed.
  • Commitment to learning. The best managers never stop learning and understand that they will never know it all. They are committed to their development, they collaborate and bounce ideas off others, and they have mentors and join peer advisory boards to help them create robust and innovative solutions. These leaders continue to learn from others by discussing their challenges and opportunities and leveraging the knowledge and experience of their peers to help them grow. Joining a community like PEO Leadership, through their Senior Leadership Group, is a great investment in your personal, professional, and organizational growth.
  • Moving past fear. Being afraid to act can stifle management, which holds companies back. Highly successful leaders look to the future and are not afraid to take calculated risks. If this is something you are not comfortable with, consider engaging a leadership coach or joining a peer advisory board. Sharing your challenges and opportunities and getting feedback from multiple perspectives on your intended tactics, will enable you to apply the strategic advice to your plans and implement robust solutions. Having a mentor or successful peers review your plans will give you the confidence you need to carry them out.
  • Listening to others. Learn to actively listen to others. This is a skill that many people lack, even though it can be crucial to business success. Listen to your team, colleagues, mentors, etc. Listening doesn’t mean you have to heed their advice; nonetheless, hearing their thoughts, getting multiple perspectives and being an active listener, will help make you a more effective leader.

“It may seem overwhelming for someone to start laying the foundation to create numerous new habits all at once,” says Goren. “The best way to start is by selecting one thing to work on at a time. Once you have a good handle on it, move on to the next habit you’d like to incorporate. Before you know it, you will have many of these down, and it will be smooth sailing.”

PEO Leadership offers an executive leadership community that represents over 100 business leaders, successful entrepreneurs, and top executives. Its services include peer advisory boards, executive advisors/coaches, community connections, strategic business advice, an annual world-class leadership conference, and thought leadership events including PEO Leadership’s “The Way Forward” live webcast and podcast. The company is owned by Leon Goren, who has over 25 years of leadership experience.

PEO Leadership offers leadership advisory services in six categories, including for Presidents/C-suite executives of large national and multinational organizations, entrepreneurs of large national and multinational companies, global executives, small business entrepreneurs, senior executives, and businesses in transition. There is a 60-day free trial Leadership Bootcamp available. To get more information or obtain a free trial, visit the site at: https://peo-leadership.com.

About PEO Leadership

PEO Leadership is a Canadian peer-to-peer leadership advisory firm that has been the destination for business leaders to regularly meet and discuss important issues, solve problems and explore new opportunities since 1991. The organization provides a safe and highly confidential environment, with PEO Executive Advisors, who facilitate stimulating and astute dialogue to leverage the collective experience, creativity, intellect and wisdom of the Peer Advisory Board and the PEO Leadership Community at large. They support, cultivate and accelerate business leaders’ leadership excellence to achieve great impact through the organizations they lead, the communities they serve and the lives they live. Current members include Umbra, Miele, Crayola, ThinkOn and Nestle. For more information about the company and services, visit the site at: https://peo-leadership.com.

How sustainability achieved gender parity and what it means for women in business
Business
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Our recent report on chief sustainability officers (CSOs) in the U.S. revealed that women went from holding 28 percent in 2011 of the CSO positions to 54 percent in 2021. That’s a 94 percent increase.

Our recent report on chief sustainability officers (CSOs) in the U.S. revealed that women went from holding 28 percent in 2011 of the CSO positions to 54 percent in 2021. That’s a 94 percent increase.

It’s a positive development to see the playing field level for women in sustainability, but what’s driving this trend? And what are the implications for women’s leadership in business more broadly? Before diving into those questions, it’s interesting to look at the trends in gender and leadership in sustainability and business.

The state of women’s leadership in sustainability
When it comes to women’s leadership as CSOs, the biggest jump happened between 2013 and 2014, when the number of women went up by 11 percentage points. There was another significant increase between 2018 and 2021, around the time the #MeToo movement gained momentum. In 2020, when more companies than ever hired their first CSO, female CSOs broke the 50 percent mark to reach their current status.

Outside of sustainability, women in business have not advanced as quickly. In the C-suite, men still far outnumber women. According to a Morningstar report looking at data from 2019, women hold only 12.2 percent of named executive officer roles at companies, up just 2.8 percentage points from 2015. The report authors noted that “this reflects a rate of growth that would only deliver equal representation sometime in the second half of this century.”

So why are women advancing more quickly in sustainability?

3 reasons women in sustainability are moving up
I can surmise three reasons women are advancing faster in sustainability than they are in business more broadly.

1. There’s a robust pipeline of women vying for these roles.
According to the 2020 GreenBiz State of the Profession report, which my firm sponsors, the percentage of women holding any sustainability position has been steadily rising since 2010. Between 2011 and 2020, the percentage of women holding a vice president role grew from 31 percent to 51 percent. The pool of female directors grew by 18 percentage points, from 37 percent to 55 percent. And the percentage of female managers in sustainability roles has gone up the most, from 39 percent to 63 percent. By contrast, the Morningstar authors pointed to the “broken rung” at major corporations, in which “women are systematically passed over being offered their first and crucial career promotion.”

Based on the GreenBiz data and my experience as a recruiter, I believe this is not happening in sustainable business roles, where there’s a deep talent pool of women, starting at the manager level and steadily making their way up the ranks.

2. Women excel in these roles.
As I have written about before, research suggests that women are well-suited to succeed in sustainability roles. A 2018 Business and Sustainable Development Commission report argued that women have the necessary leadership qualities to take on sustainable development, and they have the desire to address social and environmental challenges.

In my work, I have also found the “feminine” traits such as the ability to collaborate, translate complex issues and demonstrate humility help CSOs succeed. CSOs are not in it for the ego boost; they find it more fulfilling to champion others, praise generously and inspire others to support a vision for the future that benefits all.

3. The path to sustainability leadership is inclusive.
Unlike other C-suite positions, there’s no specific set of credentials that CSOs are required to have, so the path to leadership can be more varied. Moreover, sustainability is, by nature, an inclusive field. The job requires engagement with diverse stakeholders, so it makes sense that hiring managers would seek out people with diverse experience and backgrounds. However, while this has led to gender diversity, it has not yet supported racial diversity: Only 16 percent of U.S.-based sustainability professionals today identify as a race other than white.

Is this trend good or bad for women?
I have many anecdotes pointing to executive leadership clarifying their preference for a woman to hold their CSO position. It made me wonder: Is this trend going to create a pathway for female leadership in business? Or are women being pigeonholed in sustainability?

While the Morningstar report authors noted that women in business face a “glass wall” blocking them from career tracks with room for advancement and higher pay, it’s my belief that gender parity in the CSO role is a good thing. With the growing importance of ESG at global companies, the women in the CSO role have great potential to influence the future of business.

Moreover, women have the skills to excel in these roles. Whereas in business generally there’s the “glass cliff” phenomenon — whereby women are promoted into leadership positions during a crisis and then blamed when they fail — my sense is that women’s aptitude with communication, influence and agility will help them succeed in the CSO role.

Click here to read the full article on Green Biz.

10 Women Scientists Leading the Fight Against the Climate Crisis
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Rose Mutiso speaks at TEDSummit: A Community Beyond Borders. July 2019, Edinburgh, Scotland. Photo: Bret Hartman / TED | Flickr/TED Conference

By Tshiamo Mobe, Global Citizen

Climate change is an issue that affects everyone on the planet but women and girls are the ones suffering its effects the most. Why? Because women and girls have less access to quality education and later, job opportunities. These structural disadvantages keep them in poverty. In fact, women make up 70% of the world’s poor. In a nutshell, climate change impacts the poor the most and the poor are mostly women.

Poverty is driven by and made worse by climate change also makes girls more susceptible to child marriage, because it drives hunger and girls getting married often means one less mouth to feed for their parents. Climate change also leads to geopolitical instability which, in turn, results in greater instances of violence — which we know disproportionately impacts women and girls.

Ironically, saving the planet has been made to seem a “women’s job”. This phenomenon, dubbed the “eco gender gap”, sees the burden of climate responsibility placed squarely on women’s shoulders through “green” campaigns and products that are overwhelmingly marketed to women.

There are several hypotheses for why this is. Firstly, women are the more powerful consumers (they drive 70-80% of all purchasing decisions). Secondly, they are disproportionately responsible, still, for the domestic sphere. And finally, going green is seen as a women’s job because women’s personalities are supposedly more nurturing and socially responsible.

Women should be involved in fighting the climate crisis at every level — from the kitchen to the science lab to the boardroom. Ruth Bader Ginsburg explained it best when she said: “Women belong in all places where decisions are being made.” However, women are underrepresented in the science field (including climate science), with just 30% of research positions held by women and fewer still holding senior positions. The Reuters Hot List of 1,000 scientists features just 122 women.

Click here to read the full article on Global Citizen.

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American Family Insurance

American Family Insurance

Alight

Alight
 

Robert Half