General Motors Company believes that creating an open environment for women of color will benefit all employees. In 2004, the company (then General Motors Corporation), started the Multicultural Women’s Group (MCW) because it recognized the need to focus on the development and retention of women...
In 2005, the founder of Booz & Company's —the most senior woman in the region—began engaging the office’s women in a networking forum. This effort was the first in the region specific to women’s advancement. Its original goal was to bring together the few women in the Middle East and give them ...
General Electric’s initiative, , features an alignment between two core people-management efforts: Session C and the General Electric Women’s Network (GEWN). Session C has been used to identify and develop top talent at GE since the 1950s; GEWN has been cultivating women leaders since 1998 and is...
The Goldman Sachs Group, Inc., is not new to promoting diversity. In 2007, the firm's initiative, , won the for its global programs to eliminate potential barriers to advancement and increase the number of senior women business leaders by supporting women in their career growth through...
Telstra’s initiative, , uses an integrated approach to increase women’s representation at senior and pipeline levels and engage men as change agents, creating an inclusive culture of mentoring and networking. As Australia’s largest telecommunications provider, Telstra believes it has a...
Deloitte LLP’s builds on the success of the Task Force of the Initiative for the Retention and Advancement of Women. The mission of the Women’s Initiative (WIN) is to drive marketplace growth and create a culture where the best talent chooses to work. Launched in 1993, WIN addressed two related...
