Index
A
A-type personality, 63
advocacy
always keep pushing for change, 71
behind closed doors, 75, 101–103, 186
Women’s Initiative for Leading at Lilly (WILL) focus on, 9, 88–90
of your personal brand, 111–113
advocates
strong relationships with, 140
Women’s Initiative for Leading at Lilly (WILL), 9, 88–90
air-cover plan hack, 168
allies
connecting with key people as, 139–146
as critical to DYHI, 138
emotional and intellectual types of, 145–146
importance of developing and maintaining, 137–138
mapping your network including, 154
men as respectful, 147–150
summary on and resources supporting, 188–189
Alt Summit, 67
Altine, Sandra, 157–158
Angelou, Maya, 69
Anne’s story, 121–122
apraxia neurological condition, 88
“assertive” communication, 148
authenticity
courage to stand up foundation of, 113–114
Susan Axelrod’s, 119–120
Axelrod, Susan, 119–120, 143–144
B
baby boomers, 162
Barclays, 58
Baris, Zoe, 161
Barnes and Noble College, 7
Batiller, Teresa, 53–57
Batson, Ashley, 93
behaviors
dive deeper into company culture, 33
examples of inclusive, 78
good-girl thinking and, 125–131
of how people win in your company, 33, 187
modeling inclusive leadership, 75–79, 185
oppositional relationship patterns and, 151–153
See also self-limiting behaviors
behind closed doors advocacy, 75, 101–103, 186
Beijing Olympics, 86
Bennett, Jessica, 110–111
biases
be aware of positional, 148
educate yourself about implicit, 147
unconscious, 104–105
big bold moves
advocate behind closed doors, 75, 101–103, 186
eight steps for, 75–103, 185–186
engage your employee women’s network, 75, 87–90, 185
get pay straight, 75, 99–101, 186
get to equal representation, 75, 97–99, 186
ignite on industry-wide conversation, 75, 93–97, 186
lift as you climb, 75, 90–92, 186
model inclusive leadership, 75–79, 185
resources to support, 186–187
take control of your growth and development, 75, 79–86, 185
Big Potential (Achor), 160
Black Women of Enterprise Power Network, 67
BlackRock
Heart of BlackRock award given at, 60
onboarding program for managing directors (MDs) at, 59–60
Stephanie Epstein identifying her career gaps and filling them at, 57–61
stories of women working for, 13
VP Village in the Americas program of, 59
Women in Focus program at, 124
Women’s Initiative Network (WIN) of, 123–124
working to bring in men as allies, 123–124
Blum, Eva Tansky, 64–66
Britt’s story, 45–46
Bumble, 111
Bush, George H. W., 177
Business Case for Change, 69, 98, 178–180
C
C2: ColorComm, 67
calling a friend, 110–111, 115
“campus conversations” (espenW, 2016), 96
career goal-setting
achieving success by, 51–53
to model inclusive leadership, 75–79, 185
Stephanie Epstein’s story on identifying gaps and then, 57–61
by Theresa Batiller for building her dream title, 53–57
career goals
building relationships that focus on, 147–148
identifying the gaps and visualizing your, 57–61
importance of setting your, 51–53
mapping your, 63–64
power positioning exercise to achieve, 155–156
to reaching your dream title, 53–57
career path
becoming self-starters over staying on, 2–3
keeping all your skills fresh, 171–172
keeping space for you in the process of your, 71–73
modeling inclusive leadership big bold move toward your, 75–79, 185
seizing DIHI opportunities, 27, 28–32
setting the stage for success, 51–73
Should I Stay or Should I Go? questions to assess your, 36–37
take control of your growth and development, 75, 79–86, 185
Women’s Employee Journey research initiative on women’s experience, 7–9
women’s frustration with traditional, 1–2
career vision
be clear on your unique, 56–57
seeking out other women about their, 68–69
Stephanie Epstein’s story on identifying gaps and filling them, 57–61
Theresa Batiller building and achieving her, 53–57
Carnahan, Michelle
on emotional and intellectual supporters, 145–146
on the imposter syndrome, 105
on a partner for successful life-work integration, 167
on the powerful business impact of women leaders, 19–20
Catalyst, 19
Center for Talent Innovation, 8
Center for Talent Innovation study (2016), 24
CEO Action for Diversity and Inclusion, 98
champions, 145–146
change
always keep pushing for, 71
Business Case for Change data points on, 69, 98, 178–180
DYHI approach to bring about, 14
leveraging resources to create, 66
making the business case for, 18–20
modeling inclusive leadership for, 75–79, 185
pacing yourself during transition and, 172–173
change makers
Britt’s story on becoming a, 45–46
career advantages of being a, 21
Neela Montgomery on her decision to become a, 44–45
Tiffaine Stephens’s experience as being a, 21–23
children
gender stereotypes defined in young, 23
strategies for breaking down gender stereotypes for, 23–24
Clinton, Bill, 177
coaches, as critical to DYHI, 138
Columbia Business School, 98–99
Columbia University’s Eisenhower Leader Development Program, 25
communication
educate yourself on different styles of, 147
gender-based interruptions, 147
igniting industry-wide conversations and, 75, 93–97, 186
perceptions of women with assertive, 148
See also feedback
companies
deficit of investment in millennial women by, 80–82
gender-diverse workforce benefits for a, 19, 179–180
human resources (HR) of, 82, 100–101
identify behaviors of how people win in your, 33
making the DYHI business case for your, 18–20
navigating the politics, 124–131
reimagining your, 64–66
reputation of, 179
diagnosing your, 33
male-dominated Western business culture as part of, 121
modeling inclusive leadership to change, 75–79, 185
reimagining your, 64–66
three strategies for diagnosing your, 33–334
competencies
professional development focus on, 147–148
women’s assertive communication and perceived drop in, 148
Comstock, Beth, 163
Conference for Women study, 159–160
confident behaviors, 126
conflict
handling oppositional relationships and, 150–153
as source of great stress, 150
connections
always be networking and building, 161
employee resource groups (ERGs) for making, 87–90, 185
examples of events and organizations to explore for, 67
invest in content and building, 66, 68
LinkedIn for making, 68
made with powerful sponsors, 123
playing it forward when making, 75, 90–92, 186
stay connected to what matters hack, 167
See also relationships
consumers
economic force of female, 17–18
female empowerment brands supported by millennial women, 16
Cosmopolitan magazine, 7
Crate and Barrel, 44
Create+Cultivate, 67
credibility
self-limited behavior of doubting your, 107
take a personal inventory on your experience, 62
The Curse of the Good Girl (Simmons), 127
cystic fibrosis training program, 43–44
D
Daring Greatly (Brown), 73
decision-making
to become self-starters, 2–3
determining how your company culture approaches, 34
leveraging epiphany learning by avoiding knee-jerk, 42
women improve the quality of productivity and, 179
See also DYHI decision
Department of Behavioral Sciences and Leadership (United States Military Academy), 25
devoted behaviors, 126
Diabetes and Cardiovascular (Sanofi), 19, 105
Diversity Inc., 67
Do you! strategy, 119–123
“Don’t F with Me” attitude, 141
DYHI decision
the author’s story on her own, 30–32
issues to consider when making the, 28–32
Laura Vang on her own, 29
navigating your, 32–37
Neela Montgomery on her own, 44–45
positive self-talk role in making the, 46–47
resources to support the, 183
wake-up moments leading to the, 37–46, 122, 129
See also decision-making
DYHI decision navigation guide
diagnosing your company culture, 33–34
DYHI reflection questions for assessment, 34–37
introducing a helpful, 32–33
DYHI (Dig Your Heels In) approach
the author’s personal journey to the, 6–11
as being about moving toward solutions, 176
bringing about change using the, 14
making the decision to apply the, 28–47
as a personal decision and not for everyone, 5
the playbook for successful application of, 12–13, 74–103
resources to support the, 182
setting the stage for success, 51–73
what it is, 4
DYHI making the case
the business, 18–20
for the world, 23–26
for yourself, 20–23
E
Edleman, Marian Wright, 175
82nd Airborne Division (Fort Bragg, North Carolina), 38–40
Eisenhower Leader Development Program (Columbia University), 25
Eli Lilly and Company (Lilly)
“Men as allies” initiative of, 149
Tiffaine Stephens’s change maker experience at, 21–23
Women’s Employee Journey research initiative for, 7–9, 87–88
Women’s Initiative for Leading at Lilly (WILL), 9, 88–90
Ellevate Network, 67
emotional allies, 145
employee experience
disconnect between your personal and, 43–44
gender pay gap, 1–2
wake-up calls and epiphany learning in, 37–42, 122, 129
women’s frustration with sexism and harassment, 2
employee resource groups (ERGs), 87–90, 185
employees
economic force of female, 17–18, 179
high potential (HiPo), 81, 102
See also gender inequality; men; women; workplace equality
EmpowerHer for Black Women, 67
epiphany learning
author on her own experience with, 42–46
Diane Ryan on her own experience with, 38–41
leveraging for your career, 42
wake-up calls that lead to, 37–38, 122, 129
Epstein, Stephanie
on creating a network to call on for help, 168
on identifying and filling career gaps, 57–61
maintaining nonwork friends, 170
on the power of relationships and networks, 138–139
equal representation
accelerating toward, 75, 97–99, 186
equality. See workplace equality
Ernst and Young (EY), 8
ESPN The Magazine, 95–96
espnW, 95
experience and credibility, 62
extreme jobs, 165–166
EY Fast Forward, 98
feedback
Heather Jackson on controlling the conversation strategy for, 159
mentoring and direct, 62–63
as an opportunity, 156–159
proactively asking for, 61
relationships and networks role in acquiring, 121
saying the hard things about gender inequality, 71
tips for getting good, 158–159
See also communication
See also work flexibility
Forbes Women’s Summit, 67
forgiving behaviors, 126
Fortune: The Most Powerful Women & Most Powerful Women Next Gen, 67
Fortune’s 2018 CEO list, 18–19
Fred Rogers Company, 65
G
game study (Ohio State University), 41
Gates, Melinda, 15
gender differences
gender-based interruptions, 147
gender pay gap, 1–2, 75, 99–101, 186
gender-diverse workforce
higher retention rates of a, 179–180
McKinsey reports on benefits of a, 19, 179
productivity and decision-making quality of a, 179
reputation of companies with a, 179
gender inequality
The Business Case for Change data points on, 69
five ways to champion the gender lends in your business, 70–71
gender pay gap issue of, 1–2, 75, 99–101, 186
gender stereotypes that support, 24–25
Women’s Employee Journey research initiative on, 7–9
women’s frustration with, 1–2
See also employees; workplace equality
gender pay gap
gender wage equity to correct the, 75, 99–101, 186
statistics on the, 1–2
gender stereotypes
defined in children between five and seven years, 24
good-girl thinking and, 125–131, 187
strategies for breaking out of the, 24–25
General Electric, 163
generation X, 162
Gentile, Laura, 95–96
Georgetown University, 169
Girl Scouts of the USA, 10, 30, 176, 177, 187
Girls Hope fundraiser story, 83–84
Girls Hope of Pittsburgh, 10, 83, 187
Girls Inc., 187
Girls Inc. of New York City, 10, 92, 187
Girls Leadership, 187
GirlBoss Rally, 67
glass ceiling
frustration with sexism, harassment, and the, 2, 121–122
good-girl thinking that reinforces the, 125–131, 187
goals. See career goals
Goldman Sachs, 7
good-girl thinking
author’s personal experience with, 127–129
author’s reimagining the conversation without, 130–131
description and problem of, 125–131, 187
Rachel Simmons’s The Curse of the Good Girl on, 127
good partners, 167
Gossip Girls pattern, 153
Grace Hopper Celebration of Women in Computing, 67
H
Hallac, Charlie, 58
The Happiness Advantage (Achor), 159
Harvard Business Review, 82
Harvard Business School, 177
Harvard’s global online research study, 148
Healthcare Businesswomen’s Association (HBA), 67
Heart of BlackRock award, 60
helping others find their voice, 117–119
Hesselbein, Frances, 176–277
Hesselbein on Leadership (Hesselbein), 176–177
high potential (HiPo) employees, 81, 102
“Hot Jobs, Cool Women” program, 91–92
human resources (HR), 82, 100–101
Hurricane Maria, 173
I
IBM, 29
ICAN’s annual Women’s Leadership Conference, 67
imposter syndrome, 105–106, 187
inclusive behaviors
examples of, 78
modeling inclusive leadership, 75–79, 185
industry-wide conversations, 75, 93–97, 186
inequality. See workplace inequality
The Influence Network, 67
Instagram, 164
J
Jackson, Heather, 131–133, 159
Jonathan M. Tisch College for Civic Life (Tufts University), 25
JP Morgan Chase Women on the Move, 98
K
Kaling, Mindy, 107
Kapito, Rob, 57–58
key confidantes, 139
The Kinetix Group, 169
King, Billie Jean, 96
knee-jerk decisions, 42
Kowalevsky, Laurie, 89–90
Krajbich, Ian, 41
L
Lancôme Makeup (L’Oreal), 161
“Lean In” battle cry, 3
Lean In (Sandberg), 4
“Learning is Everywhere” program (PNC Grow Up Great), 65–66
Leiser, Kate, 116–117, 171–172
life-work. See work+life hacks
lift as you climb, 75, 90–92, 186
Lilly’s women’s network, 9
Lindvall, Holly, 96–97
LinkedIn, 68
Luce, Carolyn buck, 8
M
Makers, 67
male-dominated Western business culture, 121
“Managing Oneself” study (Drucker), 82
mapping career goals, 63–64
Massachusetts Conference for Women, 67
McKee, Annie, 62
McKinsey and Lean In study (2017), 100
McKinsey reports on women’s equality, 19, 179
men
BlackRock’s work to bring them in as allies, 123–124
cultivating relationships with male colleagues, 146–150
gender-based interruptions primarily by, 147
mentoring female colleagues, 147–150
Western business culture dominated by, 121
See also employees; women
“Men as allies” initiative (Lilly), 149
mentees
advocate for a, 70
building relationship with, 141–142
male colleagues with female, 147–150
summary on and resources supporting, 188–189
mentoring
Girls Inc. of New York City program for, 10, 92
“Hot Jobs, Cool Women” program for, 91–92
reverse, 148
mentors
building relationships with, 141–142
as critical to DYHI, 138
to help you find your voice, 119
keep them updated, 154
mapping your network including, 154
men as respectful, 147–150
percentage of women who don’t have, 140
playing it forward by becoming a, 75, 90–92, 186
receiving direct feedback from, 62–63
seeking out male, 149–150
setting up coffee meetings with potential, 82
summary on and resources supporting, 188–189
meritocracy myth, 120–123, 187
Merrill Lynch Wealth Management, 119–120
Merrill Lynch, 58
#MeToo movement, 146
millennial women
benefits of the extraordinary perspective of, 27
choosing the self-starter option, 2–3
deficit of investment in, 80–82
desire for work+life hacks, 164
female empowerment brands supported by, 18
frustration with sexism and harassment by, 2, 121–122
gender pay gap and, 1–2, 75, 99–101, 186
good-girl thinking by, 125–131, 187
help others find their voice, 117–119
holding them accountable for lifting other women up, 70
making the decision to adopt DYHI, 28–47
making the DYHI case for yourself, 20–23
networking benefits to, 159–160
playing it forward by mentoring, 75, 90–92, 186
seeking out other women about their, 68–69
sponsoring, 119
as sports fans in a male-dominated sports industry, 96
“work martyr” badge of honor identification by, 169
See also Why Millennials Matter; workplace equality
female empowerment brands supported by, 18
work and life coexist demands of, 162
Misunderstood Millennial Talent: The Other 91% (Kuhl), 80
modeling inclusive leadership
how to start, 79
illustration diagram of, 76, 77
inclusive behaviors to model, 78
taking the big bold move for, 75–78
Mohler, Chelsea, 172–173
Montgomery, Neela, 44–45
Moody’s, 157
motherhood, 80
Murphy, Ryan, 99
myth of meritocracy, 120–123, 187
N
National Coalition of 100 Black Women, Inc., 67
National Congress of Black Women, 67
networking
always be connecting and, 161
benefits to women, 159–160
connecting with powerful sponsors, 123
examples of events and organizations to explore for, 67
invest in content and connections through, 66, 68
LinkedIn for, 68
playing it forward when, 75, 90–92, 186
research findings on getting the most out of, 159–160
See also relationships
networks
employee resource groups (ERGs), 87–90, 185
mapping your, 154
power positioning exercises, 155–156
Stephanie Epstein on the power of relationships and, 138–139
supporting members of your, 154
three tips for building relationships and, 154
unique challenges for women building, 140
work-life hack of an air-cover plan and, 168
New York Mets, 7
New York Mets baseball organization, 96
New York Stock Exchange, 143
New York Times, 110
“nice” behaviors, 126
nonwork friendships, 169–170
O
obstacles
resources for overcoming, 188
self-limiting behaviors, 104–106
strategies for overcoming, 107–120, 187–188
off time optimization, 171
office politics
good-girl thinking disadvantage in, 125–131, 187
steps for navigating the, 124–131
Ohio State University game study, 41
onboarding program (BlackRock), 59–60
opportunities
author’s story on making decision to seize, 30–32
DYHI as both a battle and an, 27
as DYHI decision factor, 28–29
feedback as, 156–159
Laura Vang’s comments on deciding to take her, 29
mapping out development, 84–85
oppositional relationship patterns
Gossip Girls, 153
prove it again, 151–153
Queen Bee, 152–153
guidelines for handling, 150–151
strategies for breaking patterns of, 151–153
stress related to conflict and, 150
optimizing your off time, 171
outside-of-work nonnegotiables, 167
overcoming obstacles
resources for, 188
strategies for, 107–133
overcoming obstacles strategies
bring men in as allies, 123–124
call a friend, 110–111
cultivate your personal brand and advocate for it, 111–113
Do you!, 119–123
help others find their voice, 117–119
navigate the politics, 124–131
own your success, 107–109
pause and then engage, 131–133
reframe the negative, 109–110, 115
speak up, 113–114
take a vulnerability inventory, 114–117
unleash influential sponsorships, 123
See also self-limiting behaviors
Overholt, Alison, 95–96
“own your success” mentality, 107–109
P
Pagono, Ruth, 26
pause and then engage strategy, 131–133
Pennsylvania Conference for Women, 67
personal brand
cultivating your, 111–112
Jennifer Schubach’s advocacy of her, 112–113
personal champions, 145–146
personal inventory, 62–63
the playbook
the big bold moves, 75–103, 185–186
resources, 186–187
for successful DYHI application, 12–13
playing it forward, 75, 90–92, 186
PNC Bank, 64
PNC Foundation
Eva Tansky Blum’s work with the, 65, 66
Grow Up Great program of the, 65–66
politics. See office politics
positional bias, 148
positive self-talk, 46–47
power of representation, 25–26, 176
power positioning exercises, 155–156
Powerful Women’s Weekend, 67
Prasad, Vartika
on the benefits of having a sponsor, 145
“own your success” mentality of, 108–109
reframing the negative, 109–110
Presidential Medal of Freedom, 177
PriceWaterhouseCoopers
stories of women working for, 13
Vartika Prasad’s success at, 108–109
productivity of gender-diverse workforce, 179
professional development
career goal-setting for, 51–61, 75–79, 185
examples of self-led areas of growth and, 85
mapping out development opportunities for, 84–85
take control of your growth and, 75, 79–86, 185
Women’s Initiative for Leading at Lilly (WILL) advocating for, 9, 88–90
Propel women, 67
prove it again pattern, 151–153
Queen Bee pattern, 152–153
R
Redman, Bob, 149
reframing the negative, 109–110
reimagining your company, 64–66
relationship types
mentors, 10, 62–63, 82, 90–92, 119, 138, 140, 141–142
personal champions and allies, 137–146
relationships
always be connecting to get the most out of, 161
core types of, 139–146
cultivating with male colleagues, 146–150
handling oppositional, 150–153
importance of developing and maintaining, 137–138
nonwork friendships and, 169–170
power positioning exercises, 155–156
resources to support, 189
Stephanie Epstein’s advice on the power of, 138–139
three tips for building, 154
See also connections; networking
relocation transitions, 172–173
representation
accelerating toward equal, 75, 97–99, 186
understanding the power of, 25–26, 176
reputation, 179
Resonant Leadership, 62
resources
leveraging, 66
to set the stage for success, 184–185
to support big bold moves, 186–187
to support DYHI decision, 183
to support obstacles, 188
to support of DYHI, 182
to support relationships, 189
to support work+life hacks, 190
retention rates, 179–180
revenue of gender-diverse workforce, 179
reverse mentoring, 148
rewards
company culture on recognition and, 33
Heart of BlackRock award, 60
Rhimes, Shonda, 99
Ricks, Dave, 9
role models
building relationships with, 140–141
Diane Ryan on importance of her own, 141
mapping your network including, 154
modeling inclusive leadership, 75–79, 185
percentage of women who don’t have, 140
women more likely to look for sponsors who are also, 144–145
Rutgers University
MBA program at, 85–86
School of Engineering at, 53
Ryan, Diane
on her wake-up call, 38–41
on the power of representation, 25–26
on value of her role models, 141
S
Sandberg, Sheryl, 4
Saperstein, Samantha, 98
Schubach, Jennifer, 112–113, 171, 173–174
Schuck, Heather, 135
Sesame Street Workshop, 65
self-assessment
DYHI reflection questions for, 34–37
take a personal inventory, 62–63
vulnerability inventory, 114–117
imposter syndrome, 105–106, 187
limited job flexibility closely tied to, 122–123
strategies for overcoming your, 107–120
unconscious beliefs and biases as, 104–105
See also overcoming obstacles strategies
self-starters, 2–3
senior leadership
extraordinary perspective of female, 27
power of female representation in, 25–26, 176
statistics on women in, 18–19
Tiffaine Stephens’s change maker experience in, 21–23
Women’s Employee Journey research initiative on women in, 7–9
sexism, 2
sexual harassment
frustration with workplace, 2
“walking the gauntlet,” 141
S.H.E. Summit, 67
Shea, Kristen, 169–170
Should I Stay or Should I Go? questions, 36–37
Simmons, Rachel, 127
South Carolina (SC) Asphalt Pavement Association, 93
sponsors
be one to other women, 119
as critical to DYHI, 138
to help you find your voice, 119
keep them updated, 154
mapping your network including, 154
men as respectful, 147–150
percentage of women who don’t have, 140
summary on and resources supporting, 188–189
Susan Axelrod’s positive experience with her, 143–144
unleashing and connecting with powerful, 123
Vartika Prasad on the benefits of having a, 145
women more likely to look for role models who are also, 144–145
State Street Research, 58
Stephens, Tiffaine, 21–23
stifled authenticity, 111, 187
success
building your dream title for, 53–57
identify those who inspire you to reach for, 52–53
identifying the gaps and filling them to achieve, 57–61
importance of goal-setting to achieve, 51–52
keeping space for you in the process of achieving, 71–73
own your, 107–109
resources for setting the stage for, 184–185
seven steps for creating your future, 61–71
success-building steps
identify resources, 66
invest in content and connections, 66–68
make the case for your company, 69–71
map your goals, 63–64
reimagine your company, 64–66
seek out other women to learn about their vision, 68–69
take a personal inventory, 62–63
super-focusing, 62
SuperSoul Conversations (Oprah Winfrey’s podcast), 114–115
SXSW, 67
TED Women, 67
Teen Leadership Circles (Girls Inc. of New York City), 92
Texas Conference for Women, 67
transition and change, 172–173
trust, 147
Tufts University’s Jonathan M. Tisch College for Civic Life, 25
U
unconscious beliefs and biases, 104–105
United States Military Academy’s Department of Behavioral Sciences and Leadership, 25
University of North Carolina Kenan-Flager Business School, 98–99
University of Pittsburgh
Alumni Association of the, 64
Board of Trustees of the, 65
learning about leadership while attending, 176–177
V
VP Village in the Americas program (BlackRock), 59
vulnerability inventory, 114–117
W
wake-up calls
Anne’s story on receiving her, 122
description and significance of, 37–38
Diane Ryan on her own, 38–41
good-girl thinking that triggers a, 129
leveraging your, 41–42
Ohio State University game study findings applicable to, 41
“walking the gauntlet,” 141
Werk, 165
Western male-dominated business culture, 121
Why Millennials Matter
origins and mission of, 6–7, 72
Women’s Employee Journey study conducted for Lilly by, 7–9
Women’s Initiative for Leading at Lilly (WILL) partnering with, 9
See also millennial women
Why Not Me? (Kaling), 107
William, Joan C., 151
WIN Summit, 67
Winfrey, Oprah
characteristics of successful people like, 51
SuperSoul Conversations (podcast) of, 114–115
Wing, 163
Witherspoon, Reese, 106–107
women
benefits of the extraordinary perspective of, 27
choosing the self-starter option, 2–3
economic force as employees and consumers, 17–18, 179
frustration with sexism and harassment by, 2, 121–122
gender-based interruptions by men of, 147
gender pay gap and, 1–2
good-girl thinking by, 125–131, 187
help others find their voice, 117–119
holding them accountable for lifting other women up, 70
how extreme jobs push them out of the workforce, 165–166
making the decision to adopt DYHI, 28–47
making the DYHI case for yourself, 20–23
McKinsey reports on advancing workplace equality of, 19
networking benefits to, 159–160
research on getting the most out of networking for, 159–160
seeking out other women about their vision, 68–69
sponsor other, 119
statistics on senior leadership positions held by, 18–19
unique challenges for building networks, 140
Women’s Employee Journey research initiative on career experience of, 7–9
See also employees; men; workplace equality
Women in Focus program (BlackRock), 124
Women in the World, 67
Women of Asphalt, 93–94
Women of Color Leadership and Empowerment Conference (WOC), 67
Women’s Employee Journey study (2015) findings on Lilly female employees, 8–9
impact of the, 87–88
origins and goals of the, 7–8
Women’s Initiative Network (WIN) [BlackRock], 123–124
Women’s Initiative for Leading at Lilly (WILL), 9, 88–90
Women’s Sports Foundation, 96
work flexibility
extreme jobs and need for, 165–166
understanding, 164–165
See also flexibility 101
“work-from-home Fridays,” 162
work-life balance, 162
work-life separation, 162
“work martyr” badge of honor, 169
work+life hacks
flexibility factor in a, 164–166
hack-a-thon of takeaways for, 166–173
resources for supporting, 190
this generation’s young women striving for, 164
work+life hacks takeaways
create an air-cover plan, 168
keep your skills fresh, 171–172
maintain relationships with nonwork friends, 169–170
optimize your off time, 171
pace yourself during transitions, 172–173
stay connected to what matters, 167
The Working Mom Manifesto (Schuck), 135
workplace conflict management
handling oppositional relationships for, 150–153
strategies for, 132–133
workplace equality
author’s personal journey toward working for, 6–11
as economic imperative, 19, 179
five ways you can champion the gender lens for, 70–71
gender wage equity required for, 75, 99–101, 186
making the case for, 18–26, 69
McKinsey reports on advancing, 19, 179
Michelle Carnahan’s comments on need for, 19–20
World Economic Forum’s 217 year prediction for, 11
See also employees; gender inequality; millennial women; women
World Economic Forum, 11
Y
Yellow Conference, 67
Young Women’s Leadership Schools, 91