The most recent global energy shock is highlighting how important, and how hard, a well-managed transition to net zero will be. While company engagement on climate change is rapidly evolving, new research has found that not enough companies are prioritizing tangible greenhouse gas (GHG) reduction commitments or aligning future capital expenditure with these targets. One critical reason, the research highlights, could be that their boards do not have the composition or practices to provide the oversight needed to put climate at the center of strategic planning.

The "Great Resignation" is sparking upheaval in the job market as the COVID-19 pandemic drags on, and no group has been impacted more than women. New LinkedIn data finds that the number of job transitions for women surged in 2021.

Justice Sonia Sotomayor told an audience Wednesday that recent changes in the format of oral arguments were instituted in part after studies emerged showing that female justices on the court were interrupted more by male justices and advocates.

1 in 3 women are considering leaviAs the pandemic stretches into its 18th month, the burnout that comes with a surge in coronavirus cases and uncertainty about returning to the office has pushed many employees to their limits. New data from Lean In and McKinsey & Company, however, shows that the gap between women and men who feel burned out has nearly doubled — and that disparity is driving more women to consider downshifting their career or leaving the workforce altogether. ng the workforce or changing jobs—here’s why

Both men and women are feeling even more burned out in 2021 than they were in 2020. Given that the labor force is sojourning through a second year of dangerous work conditions, a lack of childcare options and unprecedented workforce dropout, the fact that Americans are feeling high stress levels isn’t all that surprising. But a distressing new report suggests that pressure put on women to balance work and childcare is leading to disproportionate levels of strain.

Over the last year, women have left the workforce in unprecedented numbers as a result of the Covid-19 pandemic. And if you are a Black or brown woman, chances are you fared even worse. This year, Black Women’s Equal Pay Day falls on Tuesday, and it means Black women must work an extra 214 days to catch up with what white, non-Hispanic men made in 2020 alone. Across industries, Black women are paid only 63 cents for every dollar made by white men, according to the National Women’s Law Center.

A record number of 23 women are now running Global 500 businesses, according to Fortune. This number, which is an increase from just 14 in 2020, is the highest number of women CEOs in the Global 500 since Fortune started tracking this data in 2014.

Sandee Barrick was making a six-figure salary as a salesperson when she quit her job in December 2019 to move to North Carolina. She had planned to return to work as soon as she got settled, but she was still enrolling her younger son in school and switching over her driver’s license and registration when the coronavirus pandemic hit and everything shut down

Corporate America: We need to talk about your Employee Resource Groups (ERGs). We became familiar with ERGs when many welcomed us to speak on the gender and racial justice themes we write about in our books. As one of the most powerful trends in the U.S. workplace, ERGs are a way for underrepresented groups to band together to help recruit more talent like them into their companies and make sure that talent feels supported and gets promoted.

TIAA CEO Thasunda Brown Duckett is one of two Black women who lead a Fortune 500 company. She’s also in another select group: powerful women with a stay-at-home spouse. Her husband Richard helps care for the couple’s four children.