This year, we must choose to challenge systemic inequality–together, we can make a difference.
The Parity Model is the result of hundreds of conversations we’ve had with CEOs, CHROs, heads of diversity, recruiters, and other experts. Through these, Parity.org has identified the three key pillars (Representation, Equality, and Inclusion) that each company must develop to achieve and sustain lasting progress.
Concerns that the #metoo and the Times Up movements have gone too far are rising. We’re hearing that men are ostracizing women from meetings and not including them in conversations out of fear of being accused of doing the wrong thing.
It’s hard to believe it’s been less than a year since we’ve launched Parity.org. Since last September, we’ve seen nearly 250 organizations sign the ParityPledge, vowing to interview at least one female candidate for every leadership role VP and higher. These organizations span industries – healthcare, technology, retail, education and more. It’s exciting to reflect on the progress we’ve made in such a short time.
For quite some time now, I’ve grappled with the plight of gender disparity I was witnessing firsthand and through the grapevine.