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Download Off-Ramps and On-Ramps: Keeping Talented Women on the Road to Success fb2, epub

by Sylvia Ann Hewlett

Download Off-Ramps and On-Ramps: Keeping Talented Women on the Road to Success fb2, epub

ISBN: 1422101029
Author: Sylvia Ann Hewlett
Language: English
Publisher: Harvard Business Review Press; 1 edition (April 16, 2007)
Pages: 299
Category: Human Resources
Subcategory: Money
Rating: 4.8
Votes: 219
Size Fb2: 1636 kb
Size ePub: 1638 kb
Size Djvu: 1986 kb
Other formats: mbr rtf lrf mobi


Off-Ramps and On-Ramps book.

Off-Ramps and On-Ramps book. With talent shortages looming over the next decade, what can. By documenting the successful efforts of a group of cutting-edge global companies to retain talented women and reintegrate them if they’ve already left, Off-Ramps and On-Ramps answers this critical question. Working closely with companies such as Ernst & Young, Goldman Sachs, Time Warner, General Electric and others, author Sylvia Ann Hewlett identifies what works and why.

The on-ramps for professional women to get back on track are few and far between, the authors confirm. The trick is to help them maintain connections that will allow them to reenter the workforce without being marginalized for the rest of their lives.

Economist Sylvia Ann Hewlett does an excellent job of outlining both subtle and bold barriers that relegate many talented women (and minorities) to the lower end of promotions and pay scales. And what are the implications for corporate America? One thing at least seems clear: As market and economic factors align in ways guaranteed to make talent constraints and skill shortages huge issues again, employers must learn to reverse this brain drain.

Sylvia Ann Hewlett is truly a visionary in the pressing arena of work-life programs and policies. I actually hesitated to read Off-Ramps and On-Ramps, as it looked like a boring textbook at first glance. Congratulations to Ms. Hewlett for reframing the "opting out" debate in to a much more useful discussion about non-linear careers. She challenged the assumption that most women leave full time employment because of pure family reasons, and sure enough, uncovered many other reasons that lie squarely on the shoulders of corporate America. But, as I got into it, it was quite a provocative read and even brought up some interesting points that applied to both men and women.

Sylvia Ann Hewlett is founder and chairman of the National Parenting Association.

By documenting the successful efforts of a group of cutting-edge global companies to retain talented women and reintegrate them if they’ve already left, Off-Ramps and On-Ramps answers this critical question. Sylvia Ann Hewlett is founder and chairman of the National Parenting Association.

Off-Ramps and On-Ramps: Keeping Talented Women on the Road to Success. Leadership in Your Midst: Tapping the Hidden Strengths of Minority Executives. Extreme Jobs: The Dangerous Allure of the 70-Hour Workweek. The Athena Factor: Reversing the Brain Drain in Science, Engineering and Technology. Bookend Generations: Leveraging Talent and Finding Common Ground. 1 Center for Work-Life Policy. Study Off-Ramps and On-Ramps. How Many Women Off-Ramp?, 37% of highly-qualified women, 28% of women in large corporations, 30% of women in business. How Long Do They Off-Ramp?

and On-Ramps: Keeping Talented Women on the Road to Success.

Off-Ramps and On-Ramps: Keeping Talented Women on the Road to Success. by Sylvia Ann Hewlett. With talent shortages looming over the next decade, what can companies do to attract and retain the large number of professional women who are forced off the career highway?By documenting the successful efforts of a group of cutting-edge global companies to retain talented women and reintegrate them if they’ve already left, Off-Ramps and On-Ramps answers this critical question.

By documenting the successful efforts of a group of cutting-edge global companies to retain talented women and reintegrate them if they've already left, Off-Ramps and On-Ramps answers this critical question.

By Sylvia Ann Hewlett. Boston: Harvard Business School Press . Hewlett is the founding president and chair-woman of the Center for Work-Life Policy, for which Carolyn Buck Luce, a partner at Ernst & Young, and Dr. Cornel West, of Princeton University, are both vice presidents.

With talent shortages looming over the next decade, what can companies do to attract and retain the large number of professional women who are forced off the career highway?By documenting the successful efforts of a group of cutting-edge global companies to retain talented women and reintegrate them if they’ve already left, Off-Ramps and On-Ramps answers this critical question. Working closely with companies such as Ernst & Young, Goldman Sachs, Time Warner, General Electric and others, author Sylvia Ann Hewlett identifies what works and why. Based on firsthand experience with these companies, along with extensive data that provides the most comprehensive and nuanced portrait of women's career paths, this book documents the actions forward-thinking companies must take to reverse the female brain drain and ensure their access to talent over the long term.

Comments:

Steelcaster
If you're interested in looking at the data behind women and careers, this is the book for you. Hewlett has summarized a number of really interesting data. For example, 37% of women take time off at some point in their careers. 30% of women take advantage of part-time or other flexible programs. Hewlett's data illustrates a number of important reasons companies should care about gender diversity. After building the business case for women, she talks about how companies have created programs to make it work. One of the nice elements of this book is that she illustrates the data with personal stories. One of my favorite quotes underscores the importance of finding meaning in your job. A working mom comments, "when I walk out the door in the morning leaving my 2-yaer-old with the nanny, there's usually a bit of a scene. Tommy clings, pouts, and whips up the guilt. Now, I know it's not serious--most of the time he likes his nanny. But it sure makes me think about why I go to work--and why I put in a ten hour day. It's as though every day I make the following calculation: do the satisfactions I derive from my job (efficacy, recognition--a sense of stretching my mind) justify leaving Tommy? Some days it's a close run. One thing I do know. It couldn't just be the money. I need a whole lot of things to be happening for me to work."
Rolorel
It is an honor to be the first to comment on this book. Sylvia Ann Hewlett is truly a visionary in the pressing arena of work-life programs and policies. Congratulations to Ms. Hewlett for reframing the "opting out" debate in to a much more useful discussion about non-linear careers. She challenged the assumption that most women leave full time employment because of pure family reasons, and sure enough, uncovered many other reasons that lie squarely on the shoulders of corporate America. Many progressive companies, especially Lehman Brothers, get it! They care about promoting, retaining, and recruiting female talent. Will others follow suit? Well now they have no excuse. Ms. Hewlett has given them clear strategies and I hope more women will hold the companies they work for accountable for implementing them.
Uscavel
I had higher hopes for this book! Alas, not all were realized.

We all know (and the author does fine background, in case we don't) that women are fairly easily derailed from career paths by family crises, discrimination, and just the logistics of daily life in America. So far, so good.

The proposed "solution" is sad: Companies need to wake up and change their dated ways to retain talented women. The author seems to believe they (1) want to keep talented women and (2) will actually change to do so.

As if.
Rayli
Stupid title
Stylish Monkey
I actually hesitated to read Off-Ramps and On-Ramps, as it looked like a boring textbook at first glance. But, as I got into it, it was quite a provocative read and even brought up some interesting points that applied to both men and women. Here are a few highlights that struck my fancy:

Chapter 1 - Why Mess with the Male Competitive Model. Good way to start a book. I think we'll be hearing more about this as generation y gets further into the workplace. While a hardcore minority will stick to the traditional Gordon Gecko "greed is good" model, we'll see countless others rebel against the values of the generations before them (as all generations before rebelled against their parent's values).

Chapter 2 - Looks at how large a factor elder-care already plays in women's lives. In fact, it's larger than child-care as this affects all women. This is only going to increase as Boomers start being the ones needing care.

Chapter 3 - Extreme Jobs, Extreme Demands. Thought this chapter could make a whole book. It's a great overview of how corporate America has changed. I have a friend whose parents were both big executives at major companies, yet all the time growing up, she swears that both made it home for dinner almost every single night. This is practically unheard of even for middle management these days.

The latter half of the book gives examples of companies who are launching innovative programs to resolve the situation. This makes it a must-read for any management team who is struggling to keep women, OR, better yet, recognizes what a great asset they have and wants to boost them up even more! However, it still begs the question of what to do for the majority of women who do not work for the handful of Fortune 500 companies who get it, and have the funds to produce such innovative programs.
Doomredeemer
Economist Sylvia Ann Hewlett does an excellent job of outlining both subtle and bold barriers that relegate many talented women (and minorities) to the lower end of promotions and pay scales. Using ample documentation, she outlines the financial costs that corporations suffer when they operate with outdated career models designed for white male professionals. Hewlett also lines up practical solutions with real-life examples from top corporations. Though the book is marred by repetition and various examples are recycled in different chapters, overall, we consider this essential reading for senior corporate officials and staff members.

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