Firms where employees battle against each other for rank, bonuses and promotions are common in law and finance. But while, on its face, they are gender-neutral, they actually worsen gender inequality.
If you were a married woman before the mid-1970s, it was tough to impossible get a fair loan or even a credit card without your husband co-signing. And if you were single – forget it.
According to a recent study, single women pay 2 percent more than single men for the very same house. And when the time comes to move, they sell for 2 percent less. Why?
Women comprise about 47 percent of the U.S. workforce, yet they make up barely a quarter of all senior executives at large U.S. public companies. Here’s how to fix that.
McCall & Almy’s Julie Gray works with big institutional clients, such as Partners Healthcare, Northeastern University and Berklee College of Music, on real estate projects that are changing the physical environment of Greater Boston for decades. Gray has brokered transactions topping 800,000 square feet in the past year alone.
If a high school headmaster can be chosen to lead a prominent community bank, Massachusetts companies have few excuses for not having a better record on workplace diversity.
A new report from the Eos Foundation offers a damning critique of many organizations that serve as the public face of Massachusetts’ leading industries.
Two years ago Banker & Tradesman ran an editorial entitled “Casual Sexism is Hurting Your Bottom Line.” Last year, Banker & Tradesman reran the editorial in its entirety, noting that, sadly, it was still relevant.
