2015 Gender Equality Principles Challenges
The 2015 Gender Equality Principles Challenge practices are listed below. This year, there are two classification of practices.
Promising: Practices that do not currently demonstrate broad or deep impact but show amazing promise in the near future. They may need more time for the program to take effect: the practice may be innovative but do not yet have the necessary data to demonstrate measurable impact, or the practice may show significant impact to the company but may not be innovative or easily replicable in other workplaces.
Feature Model: Practices that yield significant measurable results to support its positive impact in companies to a broad employee base and are replicable to other workplaces.
Whether practices are classified as Promising or Feature Model, it does not diminish the commitment and impressive measures that San Francisco Bay Area companies are implementing in their efforts to change workplace culture. This presentation of gender equity practices and the coordination of an annual Challenge Forum in January is a work in progress as public and private sector meet to generate healthy conversations, challenging everyone to do more to promote gender equity and diversity of talent.
Charles Schwab & Corporation, Inc.
The RIA Talent Advantage Program helps advisors better serve the female investor through the recruitment of more female talent in order to make the RIA industry a destination of choice for women advisors and investors. Read more
Paragon Legal Group, P.C.
"A New Model" allows attorneys to custom-design their schedules, while paying them for every hour that they work, allowing women and men to practice while raising families. Read more
Adobe Systems Incorporated
Adobe's Sabbatical Program supports the company-wide belief that taking time to focus on personal wellness and interests is essential to the mental, emotional, and physical health and productivity of employees. Read more
Latham & Watkins LLP
The Women’s Leadership Academy supports the retention and progression of women with the ultimate goal of increasing the number of women partners and leaders. Read more
High School and College Code Camps encourage young women to pursue careers in engineering and technology. Read more
Women in Engineering Scholarship aims to solve the problem of underrepresentation of women applying to (and thus employed in) technical positions. Read more
Lee Hecht Harrison
As a global talent mobility firm, Lee Hecht Harrison has a mission to change one person’s life at a time through networking dinners, providing the informal support professional women need to level the playing field. Read more
Duane Morris LLP
The Women’s Initiative fosters retention and helps women become leaders in the firm through multifaceted programs involving training, support, and mentorship between both men and women partners and associates. Read more
Zynga Wellness programs build community. The on-site Dog Pound Gym programs and staff strive to make women and inexperienced gym users feel comfortable and safe. Read more
Pacific Gas and Electric Co.
Company wide policy encourages employees to consider Women-Owned Business Enterprises (WBEs) when making all purchasing decisions. Read more
Equal Pay for Equal Work ensures that women are paid equally to their male counterparts. Employees are paid for the work they do and the value they bring to the company. Read more
The Empower program under the Women's Network offers mentoring and professional development opportunities to a select group of female junior to mid-level professionals. Read more
The Executive Women’s Leadership Experience identifies high potential women leaders and provides in-depth professional development and networking opportunities with AT&T senior executives and external thought leaders. Read more