The title is the best written part of this article. The rest is sensationalist garbage that the author should have realized when they couldn't even incite a watchdog group in an interview. Women want freedom and choice in their career paths without unfair obstacles, however we have a shortage of qualified women. HBR says that two-thirds of degreed women are leaving the workplace.
Although women do not really want to consume their lives by participating in the ineffective power trip of upper management in a large corporation, they don't want to be denied access to the opportunity. Awareness through groups like Catalyst allow companies to take an Affirmative Action position. For example, if GE had thousands of qualified and interested women (of their 300,000 employees) for director positions, GE would either have multiple women on their board or be facing lawsuits. The problem is self-managing.
Today, we have companies that are inordinately top-heavy with minorities in management positions. 30% of Coca-Cola's upper management comes from Africa. Well-qualified minorities will find even more rewards in entrepreneurial activities and thereby remove themselves further from the corporate pool.
Awareness doesn't require AA, it simply identifies and prevents prejudice. The author suggests quotas and public humility, but the Catalyst consultant realizes that the problem is non-existant if a board can identify a lack of representation in their leadership group and ask the questions - why? Is there something we are doing that detracts their interest or puts unfair obstacles in the way of qualified and interested talent?
http://www.nytimes.com/2007/04/17/science/17comp.html?em&ex=1176955200&en=18aa566770fabe45&ei=5087%0A
The article suggests that companies outsource for computer programmers out of desparation for talent. Salary data suggests that the IT industry has depreciated in wages 17%.
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