Anne Louis quit her job in 2019 shortly after the birth of her son, who is autistic and has a tracheotomy, to give herself more time to co-ordinate his medical care. But after the Covid-19 crisis raised consumer prices as well as the prevalence of flexible working arrangements, Louis decided to go back to work.

Recent years have been marked by major setbacks for gender parity globally, with previous progress disrupted by the COVID-19 pandemic’s impact on women and girls in education and the workforce, followed by economic and geopolitical crises.

The barriers to advancement that women face in the workplace have been well-documented. However, a new report by Linkage, a women's leadership development firm acquired by SHRM, revealed that many organizations aren't listening to or addressing these challenges fast enough, leaving women feeling dissatisfied with their companies.

A recent study of the 33 biggest multilateral institutions found that of 382 leaders in their history only 47 have been women. And the percentage of women running Fortune 500 companies has only just recently crested a meager 10%.

What will it take to move in the right direction? In a conversation with Chief Member Jennifer Ablan, Editor-in-Chief and Chief Content Officer of Pensions & Investments, Krawcheck explains what Wall Street and the media gets wrong about women, why investing is such a powerful tool for building wealth, and what women can do right now to get on the path to financial wellness.

It may be Women’s History Month, but women are not feeling the appreciation — at least not in the workplace. According to mid-March findings released by MIT Sloan Management Review, women are 41% more likely than men to experience a toxic workplace culture

For women in the workplace, it’s becoming clear that the post-pandemic era offers good news and bad news. After suffering disproportionately high job losses at the height of Covid, data from the US’s National Women’s Law Center shows that female employment is on the rise – and the UK’s Office for National Statistics tells a similar story.

Kyra Kyles recalls the time early in her career when an abrupt staffing change at her communications job caused managers to look to her to fill a leadership role. Kyles said she knew she could handle the promotion. In fact, Kyles had already been performing some of the job responsibilities without the title and pay.

Constructive feedback is essential for anyone’s growth. But as a manager, it can be challenging to strike a fair, consistent balance between being candid and considerate when giving that feedback to different team members. Specifically, in our recent research, we found that even if their male and female employees perform at exactly the same level, managers tend to prioritize kindness more when giving feedback to women than when giving the same feedback to men.