San Fran in 4k!

Check out this beautiful video of my city in 4k video. Enjoy!

Women at Law: The Need for Diversity

Lori Cornmesser IxiaDuring a court case, facts are examined, questions are put to witnesses, and the truth is pursued one fact at a time. So how can such a great fallacy committed against women exist at the very core of where justice is sought. Underrepresented, underappreciated, and passed over for powerful positions in the American Bar Association, women continue to struggle against a tide of prejudice in the workplace.

A study conducted in 2013 entitled “First Chairs at Trial: More Women Need Seats at the Table,” found women to be utterly misrepresented when compared to the number of men leading trials. The study went further to identify contributing factors to this deficit, like practice settings, type of client, case specific characteristics, and prejudicial biast. Current popular opinion places their confidence in men to lead as trial counsel, when no evidence supports such a belief.

However, the study did more than simply identify a problem that’s been all but spelled out for years. The authors of the study, Roberta D. Liebenberg and Stephanie A. Scharf, weigh in heavily on the topic. “A woman is going to get more opportunity to litigate by serving as a federal prosecutor than working at a private firm,” Liebenberg says. “And a lot of that has to do with the pipeline in law firms and issues that we have been discussing for years.” Continuing on to site that only 15% of equity partners at law firms are women, when a staggering 50% are graduating with the necessary degrees. This disparity indicates that women aren’t staying long enough, whether pressured by superiors or withheld advancement, to achieve the level of success needed to become partner.

Other staggering statistics were uncovered by the study, highlighting areas of gender disparity that run through a myriad of court cases. Women are far less likely to be lead council in contract, labor, intellectual property, and civil cases. In defense cases, men appear as 66% of the lead council. Though women take the higher percentile of government related cases, the vast majority of legal battles are being waged by men.

Diversity in Advertising

How to Be Promoter of Equality & Diversity at Your Workplace

The message is clear – Diversity and equality in the workplace promotes a healthy environment of employees, thus a health company.

Lori Cornmesser

However, there are some people in some companies who do not see this important fact, or are not necessarily adhering to it. It’s important for leaders or management to serve as an example to everyone else when it comes to promoting diversity, as well as equality.

Even if you do not hold a position of power or influence within your company, you can still promote a healthy workplace environment by advocating for equality and diversity. This means simply serving as an example for others to follow.

Here are a few steps:

1. Form a committee around diversity/equality and improve your company culture.

2. For managers: Analyze statistics of current employee population to make sure there is enough diversity and proper equality.

3. Deliberately recruit for new positions while keeping diversity in mind.

4. Make the company’s equal employment policy known.

5. Train current employees on how to deal with and benefit from diversity.

Taking all these steps to improve the environment at your workplace and serving as an example to others will prove to be beneficial to the company.

Understanding the Importance of Diversity

Promoting diversity within smart businesses is not only to check boxes while creating the culture of a company. Diversity directly increases revenue as different languages, cultural backgrounds, and business methods come into play.

Lori Cornmesser

The world is an ever-changing and interconnected network of people from all different backgrounds and expertise. Consumers are more interested in how diverse your company’s business is as the products they are buying are diverse themselves.

GE says, “As a global company, our talent must reflect the communities we serve and with whom we do business.”

Workplace diversity is difficult when it comes to ensuring a positive environment and experience for all employees. Acknowledging and appreciating the cultural differences and finding ways to adapt to each other is important. Maintaining and helping others preserve their own differences and preferences is what makes for a happy group. Communication is key. Honest communication leads to harmony within the company, in any and all cases.

The more your company understands new and different faces of a business, the greater your chances for success.

 

Female Empowerment

Lori Cornmesser Permanent Injunction

In the first world, women are working even more than ever before. Coping with this change will be a great challenge of the decades to come.

The economic empowerment of women across thew old is one the most remarkable revolutions within the past 50 years, economically speaking. The remarkable aspect of this relies on the extent to eh change: millions of people who were once dependent on men have taken full control of their own economic fates. It is remarkable also because this has produced so little friction: a change that so greatly affects the most intimate aspects of our identities has been widely welcomed by men as well as women across the first world countries. Dramatic social change such as this seldom takes this much of a benign form.

Even benign form does have a sharp side – social arrangements have not caught up with economic changes as many children have paid the price for this rise of two-income households. Many women and men feel that they are caught in an enclosing tangle of commitments. if the empowerment of women was one the greatest changes of the past 50 years, socially speaking, dealing with its social consequences will be one of the next great challenges of our society.

Progress hasn’t been uniform across the board in many different nations. The change is, nonetheless, quite dramatic. Just a generation ago, working women performed menial jobs and were quite routinely subjected to casual sexism. Today, women make up the majority of professional workers in many countries.

What explains the revolution list hat politics have been playing their part. Feminist such as betty Friedan have fought domestic slavery and discrimination, as well as governments passing equal rights acts. Female politicians have taught young women that anything is possible.

The first world has seen a growth within the demand for female labour. When strength mattered more than brains, men had the inherent advantage. now that brainpower is the triumphant competency, the two sexes are much more evenly matched. The feminization of the workforce has been driven by the rise of the service sector, where women compete at the same level as men, and the equally relentless decline of manufacturing.

Demand has also been matched by supply as women are increasingly willing and able to work. Improved technology reduced the amount of time that was needed for the traditional female work of cleaning and cooking. Women, now more than ever, have the time as well as increased incentives to put effort in acquiring skills, particularly slow-burning skills that are difficult to learn and take many years to pay off. The knowledge hat women would not have to stop out of school to have a baby made school more plausible.

The expansion of higher education has also provided a significant boost for job prospects for women. This improves their value within the job market and shifts their role models from stay at home mothers to successful professional women. The best-educated women have always been more likely than other less-educated women to work even after having children.

A surprising thing about this revolution is how little celebration there has been. Most people do welcome the change and most Americans regard it as positive development. Few are cheering because young women take their opportunities for granted, and many women who work represent economic necessity rather than liberation. The first world’s growing army of single mothers have little choice but to work. The growing proportion of married women have also discovered that the only way they can preserve their households’ living standards is to work. In America, families with stay at home mothers have the same inflation-adjusted income as similar families did in the early 1970s. The reason is that the revolution has also brought many issues in its wake.

The big issue is that women’s rising aspirations have not actually been fulfilled. Women have been encourage to climb the ladder of business to only discover that the middle rungs are dominated by ben and the upper rungs are unfortunately, out of reach. the upper ranks of management consultancies and banks are typically dominated by men. Many women are forced to pick between motherhood and a career. The cost of motherhood is particularly steep for fast-track, career-oriented women. The world’s largest economy has adopted an idiosyncratic approach as America provides no statuary paid leave for mothers. At least 145 other countries provide paid sick leave as America allow sonly unpaid absence for serious illness.

So far with the combination of public and private-sector initiatives has only gone so far in terms of dealing with the problem. The children of poorer working mothers are the least likely to benefit from female-friendly companies. Millions of families are still struggling to make ends meet as insufficient child-care facilities are growing and a school day that bears no relationship to their working lies.

The Western world will be struggling to deal with the social consequences of women’s economic empowerment for many years to come.

Women Leadership Still Stalled in Corporate America

According to this year’s Catalyst Census: Fortune 500 Women Board Directors Executive Officers and Top Earners, women have not made a significant gain in the last year and are no further along the corporate ladder than they were 8 years ago. Lori Cornmesser Permanent

“Company shave much to gain by defying assumption and taking action to advance talented women. In light of yet another Catalyst study demonstrating the powerful correlation between increase women’s leadership and better business performance, continue obstacles to progress make no sense,” said Ilene H. lang, President & CEO of Catalyst.

Prior Catalyst research has also revealed that women advancing to leadership roles is good for women and good for business:

  • Companies with more women in top leadership roles outperform those with fewer.
  • Companies with more women board members and directors are more likely to have women corporate officers in the following five years.
  • Companies with more women in senior leadership positions foster more corporate philanthropy and have a higher-quality Corporate Social Responsibility.
  • Catalyst also believes that companies who enable talented woman to advance and contribute have a quince opportunity.

Setting business targets with accountability. Some tips:

  • Asking if skills, knowledge, and experience of employees are evaluated differently depending on a candidate’s gender.
  • Checking if the “think-leader-think-male” default is still present and active within the company’s workforce environment.
  • Determining whether persistent myths are still in play.

“Its what companies do— beyond commitment— that counts,” says Ms. Lang. “Particularly in today’s challenging economy, staying competitive in an increasingly global marketplace requires cultivating fresh perspectives and you don’t get that by perpetuating n’all of the same’ leadership model. Catalyst encourages organizations to step up and ensure that talented employees— regardless of gender— have opportunities to advance and contribute. It’s the smart thing and the right thing to do.”

About Catalyst: Founded in 1962, Catalyst is the leader in the nonprofit membership organization market. It is expanding opportunities for women and businesses. With offices int he US, Canada, Europe, and India, and more than 500 preeminent corporations as members, Catalyst is the trusted resource for search, information and advice about women in the workforce.

Women Sales Leaders Share Their Tips for Success

Five Ways Women in Sales Self-Sabotage

Lori Cornmesser Permanent Injunction

The topic of equality in the workplace is still ever-present in this day and age. Society points towards a male-dominated scene in terms of companies and organizations. But what should women actually do? A recent article in Harvard Business Review talks about how a lack of significant confidence is the primary cause of stunted professional growth in women.

Here are the top five actions that sabotage success:

Being Afraid of Self-Promotion.
As young women, we were all thought not to nag. Bragging was a behavior that hinted towards boasting and improper actions. However, there is a difference betters bragging and self-promotion.

Kim Duke, owner of Sales Divas says, “Bragging is when you’re saying something that’s untrue and has absolutely no relevance to the audience that’s hearing it. with self-promotion, you’re sharing things that are true, and can build credibility.”

Modesty being an admirable trait outside of the workplace, it is foolish to behave in such a way within the professional world. it is similar to a tree falling in the forest: “if no one knows about your accomplishments, they don’t exist.”

Undervaluing Themselves and Their Services
When undergoing a sales pitch to a prospective customer, many women make the mistake of attempting to mind-read their buyers. They make an assumption that the buyer will reject their high price. Making this assumption leave money not he table. Women, and men alike, are scared of compromising the opportunity. In reality, they have nothing to lose. If you don’t currently have the customer, you lose nothing if you don’t win them. It is better go in with full confidence with a more ambitious proposal. If the customer gets cold feet, you can carve back some of the price and work more towards their budget.

Not Asking for Directions
Women in a male dominated business make every effort not to seem weak. therefor, those who are newer to sales fail to ask for help when they need it.

“There’s a way of asking for help that can be done such that it’s not a sign of weakness, but a sign of great strength,” Says Jill Konrath, an author and sales strategist. “It’s about sitting down with someone and just saying, ‘Here’s the fact— I’m struggling with this right now.’ You need advice and support from people who have been around, whether i’s asking about the sales process or understand what you’re selling better, it’s all stuff you need to learn. they key is to not feel weak int he process and to remember that you’re just a learner and that its a process.”

Making Relationships is Priority
relationship development is important when selling, but when the relationship gets in the way of the transaction, you have huge problem. Women tend to be more sensitive and place higher importance on creating a positive relationship than chasing the desired business result.

It does have to be one or the other. “When a prospect says no, women will tend to accept that answer focusing again on the relationship. Instead, they should focus on educating the prospect. this ultimately adds more value and will get you to yes almost overtime,” says Kristine Scotto, an executive with more than 25 years of experience in sales.

Being Afraid of Making Mistakes
We all try out best to be perfectionists, women especially. We do not want to let anybody down, including ourselves. Above all, looking foolish is never an option. As a result, many women in sales play it safe, which in turn sabotages their chances of growth within a company.

“Being willing to bring in big, creative ideas and take a chance on your customer is completely win-win,” says Duke. “even if they hate your idea, it could potentially have a domino effect where there’s some brainstorming with he client and the idea will change into something you both love. That also allows them to see that you are thinking for them and that you’re a part of the team.”

The important thing is to be aware of all these points and be sure that if you are guilty of some of them, to try to make adjustments in behavior and thought process. All of this is necessary to keep in mind for ling-term success.