Senate Bill 826, passed easily by the state Legislature in August 2018, requires publicly traded companies headquartered in California to have a minimum of one woman on their boards of directors by January 2020 — and two or three by January 2022, depending on board size.
A new California law is forcing publicly-traded for-profit businesses to get women on their boards. Yet getting tapped for a directorship is no easy feat.
Some studies suggest women have better track records in finance, including investing in the stock market and managing hedge funds. Corporations who put us on their boards perform better. Perhaps it’s not entirely surprising for some, particularly from older generations, to wonder what the rest of us are still going on about.
As part of our 2019 salute to women in leadership, we feature seven of the Capital Region’s most relevant and successful women leaders — here’s one of them.
Your brand is an extension of your corporate culture
Time-management tips geared toward living a healthier lifestyle for the time-crunched leader.
What are employers expected to do for employees when the air quality is dangerous? Are we legally obligated to close when the air quality is so bad?
Shari Fitzpatrick is the quintessential bootstrapping entrepreneur. Though most readily recognized as the founder of world-famous Shari’s Berries, she has a full quiver of talents. In addition to roles as a stock broker, mortgage broker, entrepreneur, business owner and author, she’s currently a sought-after keynote speaker with hundreds of speaking engagements to her credit.
I’m in my 50s and the HR manager for a startup — about 80 people and the average employee is under 30. I’m dealing with a 20-something problem employee. She’s dramatic, often disrupting work with her grievances. Despite my recommendation, her manager (also young) won’t put her on a performance improvement plan over concerns it will reinforce the idea we have a toxic environment. What can I do?
Whether due to toxic culture, ineffective leadership, poor results from an employee engagement survey, lack of trust or high levels of attrition, many organizations will find themselves asking how to strategize culture change at some point. But even the most well-crafted strategy is no match for entrenched cultural norms. As the popular saying goes, “Culture eats strategy for breakfast.”