Deloitte & Touche USA LLP is proud to be an employer of choice and a leader in the advancement of women. In the last decade, we have expanded opportunities for women and created a culture more open, inclusive, and flexible for all people. We hope our Women’s Initiative will serve as a model in our profession and for other employers around the world.
In 1993, the organization broke ground by launching the initiative for the Retention and Advancement of Women. Since the inception of this program, Deloitte & Touche has increased its number of women partners by nearly 500 percent, and it has led the Big 4 professional firms in women partners since 1997. Along the way, the organization has been recognized as one of the best companies to work for in American by Fortune Magazine, Training Magazine, Working Mother Magazine, and Diversity Inc.com.
We know that our work environment can still be improved, so we continue to raise the bar by setting new goals and measuring our progress aganist them. Advancing women is the new business imperative, and we aspire to have women represented proportionately at all levels and hold significant roles in organizational leadership and client service. With the Women's Initiative, Deloitte & Touche is giving all people what they deserve – the opportunity and flexibility to succeed. Learn more by visiting http://www.deloitte.com/dtt/section_node/0,1042,sid%253D2261,00.html.
Procter & Gamble (P&G) has long been committed to the hiring, retention and advancement of women. About forty percent of our management new hires each year are women, and that has been the case for nearly the last twenty years. In fact, for the 2003-2004 fiscal year, over 53% of our management new hires were women.
Women Supportive Initiatives
P&G has a wide range of active programs, leadership teams, networks and conferences around the globe that are aimed at supporting the retention and advancement of women. These include: continuation of our Advancement of Women Task Force, The Black Women Manager’s Initiative (Product Supply), several Function specific Women’s Leadership Teams (Finance, Sales, R&D, etc.), and the Less than Full Time Work Schedule Conference.
Mentoring
Mentoring occurs on a formal and informal basis. Every new management hire is assigned a mentor (upper management) and very often, the woman develops her own informal mentoring relationships. P&G also has an innovative “mentor-up” program that pairs a junior-level female manager with a senior level manager. This program continually provides senior management with valuable insights into new ways of looking at policy, business strategy and work-life issues.
Leadership Support
A.G. Lafley, Chairman, President and Chief Executive at P&G, visibly demonstrates his valuing of the importance of diversity. Since becoming the company’s leader in 2000, Mr. Lafley has worked to build a substantially new leadership team. Two-thirds of the top 38 leaders are new to their present roles. They hail from 11 different countries with over half of the line presidents being from outside the U.S.
Visit P&G to learn more about career opportunities at P&G.
In acknowledgment of the growing and dynamic women's business and professional community in the Greater Cincinnati area, the Professional Women's Resource Group of Taft, Stettinius & Hollister LLP was formed in 1996 to strengthen existing relationships with women clients who own or manage businesses and other organizations and to forge new and continuing relationships with professional and executive women in our community. We meet these goals by providing networking and educational opportunities for businesswomen of diverse backgrounds and a forum for the sharing of ideas and discussion of common interests.
Quite popular are our "Women in Leadership" quarterly breakfast forums where outstanding women in business serve as guest speakers on a wide variety of topics. Women from all kinds of businesses and professions attend these informative sessions for the practical information they gain as well as the opportunity to network with other women. PWRG also provides valuable mentoring experience for both young associates new to the firm and law school students.
The members of the Professional Women's Resource Group cross all lines of legal practice -- corporate, finance, venture capital, mergers and acquisitions, tax and estate planning, ERISA, tax-exempt organizations, intellectual property law, bankruptcy, franchising, real property, commercial litigation, securities, environmental compliance, labor and employment law, worker's compensation, health care law and domestic relations. This multi-disciplinary group can provide the support, expertise and advice that business and professional leaders may require to enable them to safeguard and grow their businesses, departments, organizations, careers and personal interests. Visit www.taftlaw.com for more information.
