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Women in Business & Industry



n the classic “Feminine Mystique,” Betty Friedan described the unhappy state of many careerless women bound to hearth and home as a problem “that has no name.” It was a catchy way of defining that undefinable discomfort and it helped propel the book and its author to legend. Good thing she wrote it when she did. Had Friedan attempted her sociological study now, she would have to 8

find a name for the condition, pure and simple. It’s how things are done these days: find it, give examples of it and name it. This, after all, is the age of “closure”– a term yanked from the doldrums and put to work as an invader of the public consciousness. A concept rendered indispensable by dint of repetition and overuse, even misuse. We no longer “get over it” or “learn to live with it;” we “get closure.”

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Here in the New World–the one originally colonized by European explorers and now under occupation by cyber capitalists, celebrity-mongers, prison and military industrialists and political Huns–about the only thing we haven’t named is our need to name everything. Naming our feelings and experiences is our way of validating them and even, institutionalizing them. Of course, once something becomes an institution, it must be accommodated and assuaged. Take one of the latest new names for something we do: multitasking. It’s a fancy way of describing what folks have been doing since time immemorial–namely, working too much. I’m sure the hunter-gatherers would have qualified as multitaskers, what with all that tool-making and stalking and pouncing and killing, then dragging and dressing out and carving and cooking, all the while keeping an eye out for creatures who, given the chance, would do the same to them.

But if the idea is to free us up for more leisurely or meaningful things, like the sublime exercise of doing nothing, it isn’t working. If the idea is that quick fixes will afford us more quality time for quality pursuits, it isn’t working. If the idea is that we will feel less burdened if we can drink our soup in the car on the way to the recital, the meeting, the class, the bank, etc., it isn’t working. We are what’s working. Too much. Too long. Too hard. Too far from home. Call it “multitasking” if you will, but this is no cute, new age phenomenon. Overloading is as old as the hills. Here’s an idea for some marketing team: Forget the soup. Plant the idea that we need less to do with our time. Show us how to slow down, to do one thing at a time and perhaps do it better. Name it if you must. © 2002 TRIBUNE MEDIA SERVICES, INC.


Or what about pioneer women with the cooking and spinning and weaving and sewing and child-birthing and planting and water-boiling and soap-making? Or George Washington Carver and Thomas Alva Edison, who churned out enough inventions for 10 geniuses? I wonder if they ever craved affirmation that they were doing something really special, as opposed to doing what they needed or wanted to do? If they could return to us, they would see, in the commercial, a woman popping a colorful container in the microwave while doing a zillion other things. Seconds later, voila, she’s got soup–her own, private, made-for-one, graband-go, portable nourishment. The message is that she doesn’t have time to monkey with a can opener and a pot on top of the stove since that could take a whole six or seven minutes. She most certainly doesn’t have the time to sit down at the table and eat. Is this ridiculous or regrettable? Is it unfortunate? Used to be, but not anymore. The woman with the road cup is not overloaded; she’s not trying to do too much; she’s not harried and hassled. It is not enough that she may be a “Baby Boomer” or a “Gen X-er,” a “Soccer Mom” or a “Glass Ceiling Sister.” How she is known, for purposes of marketing and exploitation, is as a “multitasker” and that has made all the difference. Now that her circumstance has a name, it can be catered to, it can be turned into a market. Just like the quickie soup, goods and services for the multitasker appear in a flash. I suppose we should be grateful for the modern conveniences that save time and effort so that we can devote them to other things that still beg the shortcut.

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Women in Business & Industry


omen-owned businesses are growing at almost twice the national average, according to figures recently released by Center for Women’s Business Research as part of a project titled “Completing the Picture: Equally-Owned Firms.” Pitney Bowes Inc., the Philadelphia chapter of the National Association of Women Business Owners (NAWBO) and Wells Fargo, underwrote this phase of the April study. The analysis shows that there are 10.1 million privately held 50 percent or more women-owned businesses in the United States, generating 18.2 million jobs and contributing more than $2.3 trillion in sales to the economy.

“These firms represent a substantial portion (46 percent) of all privately held businesses,” said Myra M. Hart, Harvard Business School professor and chair of Center for Women’s Business Research. “By adding the privately held businesses that are 50 percent women-owned to the privately held majority women-owned firms, we get a more complete picture of the economic vitality of women’s entrepreneurship.” Growth continues to be a major component of the picture of women-owned businesses. Between 1997 and 2002, the Center estimates that the number of privately held 50percent or more women-owned businesses grew by 11percent, more than 1.5 times the rate of all privately held firms (6 percent) continued on next page>>>

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owned businesses covered in this report. Future research will look at businesses in which women own controlling or substantial minority interest and publicly-traded companies.” For the first time, the Center will provide information and trends for each of these segments of women’s entrepreneurship as well as overall figures as part of its ongoing commitment to provide the most up-to-date and complete data available on women-owned businesses. Looking specifically at the segment of privately held 50 percent women-owned firms shows that as of 2002, there are 3.9 million privately held 50 percent women-owned businesses, employing 9 million workers, and generating $1.17 trillion in sales. Of these firms, 166,212 have revenues of at least $1 million and 6,902 have 100 or more employees. The largest concentration of these firms is in the service sector, followed by retail, construction, finance, real estate and insurance. Myra M. Hart, Harvard Business School professor and chair of Center for Women’s Business Research. >>>continued from previous page

and employment increased by 18 percent, more than twice the average (8 percent). Sales were up 32 percent compared to an increase of 24 percent for all firms. “These numbers continue a trend of more than a decade of women-owned businesses growing at 1.5 to 2 times the rate of all firms,” said Henry Hernandez, executive director, global diversity leadership, Pitney Bowes Inc. “For us this means business,” continued Hernandez, “as we increasingly turn to women-owned firms as suppliers and customers.” “One in 11 women in the U.S. is a business owner,” said Renee Jones, president of Heller & Jones and president of the NAWBO Philadelphia chapter. “As business owners, we are an increasingly dynamic part of the economy in every city in the U.S. But most of all, this information shows that for women, the dream of entrepreneurship can be a viable reality.” Earlier estimates of the number of women-owned businesses in the U.S. were based on the 1997 U.S. Bureau of the Census definition of a woman-owned business as an enterprise that is privately held and majority woman-owned. “This definition excludes many businesses in which women play a major ownership and management role, including many of the largest women-owned and led firms,” said Hart. “A top priority for the Center is to collect data on the missing segments, including the 50 percent women12

“This analysis of the 50 percent women-owned firms is based on data published by the Census Bureau, and we want to thank Census for recognizing the importance of providing data for this group,” said Hart. “Census understands the importance of capturing the full picture of women-owned businesses while keeping intact the data on the privately held, majority women-owned businesses which is consistent with government and private sector supplier diversity programs.”

The full research brief, “Completing the Picture: EquallyOwned Firms in 2002” is available online. Go to to download the brief. Printed copies of the report are available for $25.00. For further information, contact: Center for Women’s Business Research, 1411 K St. NW, Suite 1350, Washington, DC 20005-3407, phone 202-638-3060, fax 202-638-3604, email at, Web site:

Center for Women’s Business Research Center for Women’s Business Research is the premiere source of knowledge about women business owners and their enterprises worldwide. The Center’s mission is to unleash the economic potential of women entrepreneurs by conducting research, sharing information and increasing knowledge about this fast-growing sector of the economy. The Center shares this powerhouse of knowledge with policy makers, financial institutions, corporate leaders, government agencies and the media through research reports, press releases, newsletters, publications, seminars, speaking engagements and worldwide via the Internet at

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“One in 11 women in the U.S. is a business owner,” said Renee Jones, president of Heller & Jones and president of the NAWBO Philadelphia chapter. “As business owners, we are an increasingly dynamic part of the economy in every city in the U.S. But most of all, this information shows that for women, the dream of entrepreneurship can be a viable reality.” Through its targeted programs alone, Wells Fargo has loaned $17 billion to African-American, Asian, Latino and Women-owned businesses since 1995.

Pitney Bowes Inc. Pitney Bowes is the world’s leading provider of integrated mail and document management systems, services and solutions. The $4.4 billion company helps organizations of all sizes engineer the flow of communication to reduce costs and increase impact, and enhance customer relationships. The company’s 80-plus years of technological leadership has produced many major innovations in the mailing industry and more than 3,500 active patents with applications in a variety of markets, including printing, shipping, encryption, and financial services. With approximately 33,000 employees worldwide, Pitney Bowes serves more than 2 million businesses through direct and dealer operations. More information on the company is available at

National Association of Women Business Owners

Renee Jones, president of Heller & Jones and president of the NAWBO Philadelphia chapter.

Wells Fargo & Company Wells Fargo & Company is a diversified financial services company with $349 billion in assets, providing banking, insurance, investments, mortgage and consumer finance from more than 5,600 stores and the Internet ( across North America and elsewhere internationally. Wells Fargo provides capital and financial services to more than one million businesses with annual sales up to $10 million in all 50 states, Puerto Rico, and Canada, and is the #1 lender in total dollar volume to small businesses nationwide. Wells Fargo is among the top four SBA lenders nationally, and a SBA Preferred Lender in 28 states and the District of Columbia, and originated 2,256 SBA loans totaling $469 million for the twelve months ending September 30, 2002. The small business site was rated the best online banking site for small business customers by Speer & Associates (visit them online at

The National Association of Women Business Owners, headquartered in the Washington DC metropolitan area, is the only dues-based national organization representing the interests of all women entrepreneurs in all types of businesses. The organization currently has over 75 chapters. It is affiliated with Les Femmes Chefs d’Entreprises Mondiales (World Association of Women Entrepreneurs) represented in 35 countries. Methodology: National estimates for privately held equallyowned firms and all privately held firms are derived from the Census Bureau’s “1997 Survey of Women-Owned Business Enterprises” (SWOBE). This report includes data on businesses whose owners reported that they were equally male-female owned. The 2002 national estimates are based on growth rates for 1992-1997 for all privately held firms as reported by Census. Industry level estimates for privately held equally-owned firms and all privately held firms between (1992-1997) are derived using growth rates from unpublished SWOBE data. This analysis also uses Center for Women’s Business Research’s 2002 estimates of women-owned firms, which were derived using unpublished data from the SWOBE. (See Center for Women’s Business Research: WomenOwned Businesses in 2002: Trends in the U.S. and 50 States, December 2001, for more details.) © Center for Women’s Business Research

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Women in Business & Industry

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Photo: David Conklin Photography 16 16

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earing the words, “you’ll never have to worry about money another day in your life,” is a secret fantasy all women share. As independent women, we balance our checkbooks and manage small savings accounts. Maybe we even have a 401k, or are gutsy enough to dabble in stocks and bonds. But how much do we really know about money? About investing? About being prepared for our future? If you’re living in the land of financial naiveté, or feeling frustrated over your current economic status, get optimistic–there is hope. Motivational speaker and writer, Barbara Stanny, has revolutionized the way women view money. She is the author of Prince Charming Isn’t Coming: How Women Get Smart About Money, and, Secrets of Six-Figure Women: Surprising Strategies to Up Your Earnings and Change Your Life. In her books, she exposes the conventions that surround money and redefines the glass ceiling. Sharing her personal money misfortunes, and her own bumpy road towards financial know-how, Stanny is an authentic spokeswoman with genuine counsel. By guiding women through the emotional aspects of managing money, she helps them take strides toward financial competency and economic independence.

Stanny found herself in a dire situation, forcing her to take charge and get wise about money. Against every deep-rooted philosophy instilled by her parents, Stanny began talking to financial advisors, reading financial literature, and learning about money. She had to get smart about her own finances and she did. “I want women to recognize that just because you have it doesn’t mean you’ll keep it,” she says. Real financial saviorfaire is “not just earning money, or having money, it’s being responsible with it.” So what is being smart about money? According to Stanny, it’s “spending less than you earn, saving sufficiently, investing wisely and giving generously, and in that order.” She reveals that most women don’t start thinking about their financial future until either two things happen–“They get so scared or excited.” Stanny says, “Most women do not get serious about managing money until they lose a spouse or they lose their job, which is the very worst time to start thinking about money.” So when is the best time? “Now is the perfect time,” she says, “it’s never too late to begin. The best time to start is when you’re young, but it’s never too late.”

THE FAIRYTALE BEGINS AS FAST AS IT UNRAVELS THE ROOTS OF MONEY ARE CLOGGING THE PIPES On her 21st birthday, Stanny was made an instant millionaire. Her father, Richard–the “R” of H&R Block–gave his daughter the ultimate birthday gift–a trust fund backed by thousands of H&R Block stock. Keeping with the family tradition of the man tending to the finances and the woman tending to the home and children, Stanny soon followed suit by marrying a stockbroker and financial planner–the perfect prince charming to watch over her fortune. During their fifteenyear marriage, Stanny chose not to be involved in family finances, and remained unaware of her husband’s pecuniary escapades. However, when she was left with three girls, an empty bank account, and only a free-lance writing career,

What is stopping us from financial confidence? Stanny’s solutions to financial success begin within you. Stanny recalls, “I started reading the business section everyday, at the beginning of my learning evolution, but I stopped after a while. I found the same phenomena when I mentored women. We all started gung-ho learning about finances, but stopped short before reaching the real strong material. That is the point of self-discovery because what’s stopping you there is stopping you in all parts of your life, not just with money.”

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advice that is easy to comprehend, Stanny refutes “bedrock” views and reclaims these standard money myths:

Statistics from the 2000 census reveal there is still a glass ceiling, but numbers also disclose that six-figure women are on the rise. Stanny states the heartening facts, “There are 860,000 women making six-figures and 87,000 women making six-figures working part time. In comparison, there are 4.5 million men making six-figures, however, that’s not what I choose to focus on. ” When Stanny began researching for Six-Figure Women, the resources she found dealt with “the discrepancy between male and female earnings, the barriers, and the wage gap.” She says, “I wanted this book to focus on women who are going to the next level in their careers–women who are breaking the wage gap. There are 860,000 positive stories of women earning 99% more than the rest of the people on this planet. If they can do it, anyone of us can.”


TACKLING THE OLD CLICHÉS Stanny’s expertise cuts to the core of our issues with financial matters. Her books are a success because unlike any other financial material out in the market, Stanny speaks to women on an emotive and psychological level. Challenging our thoughts and feelings about money, and offering practical 18

For many women, money is considered an unladylike topic. We don’t like to discuss it, think about it, or spend time learning about it. In fact, Stanny says, “We actually dislike it, think there is something crass or vulgar about it, and dislike people who have it.” Our attitudes about being wealthy, independent women are mixed. “The result of our ambivalence,” Stanny believes, is that “we continue to ignore money until it can’t be ignored any more.” Thoughts of plush affluence become surreal and even frightening. One woman told Stanny she hated the title, Secrets of Six-Figure Women, and was embarrassed to carry it in public because she didn’t want to be seen as a woman striving for the almighty dollar. The important question is: would you pick up the Secrets of Six-Figure Women if you saw it on a bookstore shelf? Or would you feel too intimidated by the title? Selecting the book is not a choice every woman would make, unless she was ready for a change. Stanny warns, “As long as we have ambivalent or conflicting feelings about money we are certainly not going to let ourselves go full throttle.” The dirty money myth only prevents us from taking steps toward

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“There are standard highearner professions like attorney’s doctors and investment bankers but I interviewed a psychic a Barbiedoll collector a matchmaker writers and artists musician’s who weren’t famous a detective a makeup artist and women from almost every field you can think of who were earning sixfigures � financial independence and taking the responsibility for managing our money.

learn about money, and it doesn’t take a lot of money to create wealth.�


MYTH # 4: I’LL NEVER MAKE A $100,000

Advocating her gospel, Stanny says, “There’s nothing inherently confusing, or complicated about money that we can’t figure out. � The truth is rather that financial power makes us uneasy. She claims, “Financial power is not about having money, because money doesn’t give us real power, instead it’s our knowledge of money that gives us power.� The core of our discomfort doesn’t stem from financial illiteracy, but as Stanny suggests, “As women, we are terrified of stepping up to the plate. We’re fearful of being bigger, of taking up space, of being all we can be, or being the authority in our lives.� She believes, “Understanding the difference between stocks and bonds is not the real question. What we need to ask of ourselves is, ‘what scares me about having power or being all I can be, and making choices in my life?’� Being a truly powerful woman according to Stanny, is “someone who knows who she is and expresses that in the world.� An empowered woman doesn’t concede to traditional or obligatory roles. MYTH # 3: MONEY MATTERS ARE TOO TIMELY When people say they don’t have time to tend to their finances, Stanny uses this analogy to counter their excuse: “If the doctor diagnosed you with an illness that would traumatically affect the quality of the rest your life, you’d find time to research possible cures to defeat that illness.� She explains, “That’s what money is doing to us–it is going to affect the quality of our lives dramatically as we grow older, and if we don’t take the time now, we put ourselves in a very dangerous situation. And besides, it’s much more fun to be financially knowledgeable.� “One of the reasons women don’t take time to learn about money is because it looks so big and so overwhelming. There are so many choices it becomes an information overload, but I want women to know it doesn’t take a lot of time to

The majority of women earn $20,000 a year or less, according to Stanny, but for many it is the “I’ll never be rich� mentality that is their only obstacle to making more. To them, Stanny says, “The problem is not out there, it’s within; we have these ingrained ideas that we’re not worth anything or that $100,000 sounds too outrageous.� You may not have a formal education, but don’t let this limit your confidence. Stanny says, “Not all six-figure women have a Ph.D., an MBA, or even a college degree.� She also addresses the myth that only certain professions can earn top dollars. “There are standard high-earner professions like attorney’s, doctors, and investment bankers, but I interviewed a psychic, a Barbie-doll collector, a matchmaker, writers and artists, musician’s who weren’t famous, a detective, a makeup artist, and women from almost every field you can think of who were earning six-figures.� How did they become high-earners? “They all said, ‘I’m worth it,’� exclaims Stanny. “It’s all a matter of how you think about yourself and your worth.� In both books, but especially the Secrets Of Six-Figure Women, Stanny found that “the other-earners were just as bright, just as educated, and in many cases working harder and longer hours in comparison to high-earners.� However, “the biggest difference between high-earners and the other-earners was simply how they thought.� Stanny also professes that “maybe we can’t all make sixfigures, but I wanted to teach women they can make more money than they are making now.� She shares one of her favorite stories about a six-figure woman she interviewed and highlights her way of thinking: “Out of college, in the 1970’s, the first job this woman applied to was a kindergarten teacher. Her interviewer offered her $3,000 to start, and her response was, ‘you must be kidding, I’m worth more than

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that.’ So she got up and walked away. Three months later, the interviewer called her back and offered her $6,000, and she accepted the position. Five years later when she left the school, she was making $18,000. This is the kind of mentality that creates high earnings. She didn’t settle for less, and she asked for what she wanted. Sure, she was scared to walk out of the office and not have a job, but she was also determined, intentional and committed to her personal wellbeing. She had an image of herself that she was worth more.” MYTH # 5: TO MAKE THAT KIND OF MONEY I’LL HAVE TO SACRIFICE TIME WITH MY FAMILY AND MY PERSONAL HEALTH If your concern is becoming a workaholic, Stanny says, “There is no mistaking that some high-driven women are giving six-figure women a bad name, but the truth is, I interviewed more women who were working less hours– working part-time, or only four days a week. Or they’d work hard and take a month off. They don’t all work 24/7.” It’s all those myths and assumptions that we’ve made about what we need to do to make more money and who we need to be that are absolutely false.

Women need to have a better long-range view of their money. Stanny claims, “I can scare women with the grim statistics, or excite them with the possibilities, but they won’t change their habits until they make a conscious effort to better themselves.” She says, “one out of three women cannot retire because they can’t afford to, and for many younger women this reality doesn’t register. The average age of widowhood is 56, and after a divorce a women’s net worth goes down.” Although these statistics can be very disconcerting, Stanny points out, “getting smart about money is like any change– you have to want it, and then take the steps to be prepared for any circumstance.” MYTH #8: SIX-FIGURE WOMEN ARE OVERLY AGGRESSIVE, HARD-CORE SNOBS


Stanny recalls, “When my agent first approached me about the idea for Six-Figure Women, I hated it. I was intimidated to interview women I perceived as snobs, but once I did, I realized they were just like me–they were riddled with self-doubt and shared the same fears I did.” These women don’t walk around with an air of superiority “they are just willing to think big.” Stanny discovered, “the difference is they ignore all those negative beliefs inside their head that say ‘who do you think you are,’ and they are willing to work outside of their comfort zone.”

Many women don’t want to let money run their lives - it seems too materialistic, selfish and stressful. Stanny’s answer is, “Money owns you when you don’t have it. No one thinks about money more than people who don’t have it. If you have debt, you’re constantly focusing on it, you’re getting phone calls, and you’re wondering what bad news the mailman will bring you.”

She found the key for them was “having the guts to do what they didn’t think they could do.” The real distinction between the other-earners and the high-earners–between those who are inexperienced about money and between those who are in control–is that the financially smart women are willing to be uncomfortable. They are willing to do what doesn’t feel safe.

There is nothing wrong with having money, making money, and taking steps to be smart with your money. Stanny exclaims, “We will never be powerful women if our thoughts are consumed by trying to stay afloat, trying to make ends meet, or by being in survival-mode. That takes our focus away from the really important questions like ‘who am I?’ ‘What do I need to do in the world?’ ‘And how can I help others?’”

Stanny would ask both groups of women the same question: “When was the last time you did something you thought you couldn’t do?” The under-earners would pause to think about it, whereas the high-earners would laugh and answer, “all the time.” The high-earners didn’t always succeed, but they would pick themselves up and keep going. “They didn’t take it as a sign from the cosmos that weren’t supposed to be successful, they simply took it as a sign to roll up their sleeves and get back to work.”

MYTH #7: PRINCE CHARMING IS A MAN. FOUR INTENTIONS OF BECOMING A HIGH EARNER Prince charming can take any form, from a husband to a winning lotto ticket; a high salaried job or an inheritance; a wealthy benefactor or anything that saves us from being financially responsible ourselves. Stanny is adamant that “whatever your fantasy, it doesn’t matter if you have money now because it doesn’t mean you’ll always have it.” Most of us view money through a short term scope, “partly because we’re scared, and partly because we have an illusion that something or someone is going to rescue us, so we don’t think about our future.” 20

According to Stanny, you must have the intention to “make more money and to be more in the world–to think bigger.” Your intention needs to come from a genuine and earnest desire, and not from a place of internal discord that doesn’t know how to view money. She says, “When you have a clear and pure intention, that intention will act like a magnet, and it will draw opportunities to you.” First, set a profit motive: I want to make more money.

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Philanthropy: The Empowering Way Not fully convinced of this method herself, Stanny took a Post-It-Note, wrote $125,000 on it and placed it on her computer. She had never made half of that figure, but encouraged by women she had interviewed, Stanny was determined to set a higher profit goal. She recalls, “When my [second] husband came in and saw the Post-It-Note on the computer, he asked what it was, and I told him it was the amount of money I was going to make that year, and he started laughing. So I took it down and wrote ‘yes you can,’ and I put it back up, and yes I did.” Don’t be afraid of making a statement that you can do something because the only alternative is “what if you don’t?” Stanny explains, “It’s our intention that determines our choices, that organizes our thinking, and prioritizes our attention to focus on certain things and disregard others.” SECOND, THINK BIGGER ALL THE TIME Stanny’s new statement is “I’m going to make $200,000 this year.” To make such an assertive statement made Stanny feel that she needed to justify, apologize for and excuse her new goal. Stanny reclaimed her thoughts and supposed, “So what if I don’t make it –the whole point is simply to think bigger.” The real point of action is that now “all of a sudden you find yourself thinking, ‘okay what do I need to do, what income streams do I need to create?’ You create an intention that will bring opportunities to you, and you take advantage of those opportunities, and you do what you think you can’t do.” Stanny says the sure-fire way to know you’re on the right path is when you’re presented with a task you think you can’t do. “I always tell my girls, you’ve got to do what you’re afraid to do because that’s how you grow.” THIRD, YOU MUST SPEAK UP “You don’t get what you deserve, you get what you demand,” explains a six-figure woman who dropped out of 7th grade. Of course demanding women are scary because of the “B-word,” Stanny says. “My whole message is that being a bitch isn’t such a bad thing. I’m not talking about the bitchy part that doesn’t honor our needs and becomes very cranky, I’m talking about the woman who refuses to be a doormat, or to be a victim, or tolerate injustice–a woman who wants what she wants and has the courage to be who she is.” FOURTH, YOU NEED SUPPORT “Don’t do it alone,” says Stanny. “Get a friend to go through the process with you; join a support group, or join an investment club; or get a financial advisor to work with you.” Another great way to learn about finances is from a role model. Stanny reveals, “Whether I’m learning about how to make money, or how to manage it, I need role models. When I started my learning process, I needed to see and hear from women who were doing it–women who weren’t any different from me.”

Stanny’s teachings ultimately foster philanthropy efforts. She says, “I think it’s wonderful that women want to give, but I think if we would take care of ourselves first –if we would empower ourselves around money, not only by making it, but being able to manage it –then when we are financially secure, and financially successful we really have the resources to make a difference.”

For more information on her books, speaking engagements, and other financial tips on how to get smart with your money, go to:

Barbara Stanny offers three simple steps to “get smart or smarter about money.” It really doesn’t take a lot of time or money. Just follow the steps for 3-6 months and you’ll begin to build your financial proficiency: • Every day read something about money. Read even if it’s just for a minute or two, or even if it’s just the business headlines of the newspaper. This will allow you to familiarize yourself with the jargon and the current trends. I started this habit 10 years ago, and I still do it because getting smarter about money never ends. Every day I would receive the Wall Street Journal and everyday I’d place section “C,” the money and investing section, on the kitchen counter. I’d walk by it again and again, and figured by osmosis I would pick things up. I don’t always get to read the whole Wall Street or the New York Times Business section, but everyday I stick to my promise to read even a little. • Every week have a conversation about money, especially with someone who knows more about it than you. As women, it’s our secrecy and silence about money that keeps us stuck, so I really encourage people to talk openly about money. You don’t have to ask them how much they make, just start to pick people’s brains. I would ask how they learned, what advise they could give me about managing my money, what they did to manage their money, and if they knew of anyone who could help me. It’s very simple, but it’s like an evolutionary process. • Every month do automatic savings. Automatically transfer money from your paycheck, or your checking account to a savings account. It’s as easy as going to your bank and filling out a form. I’ve been doing it for fifteen years because if I didn’t I would spend everything, but you don’t spend what you don’t see, and you don’t miss what you don’t see. You might say, ‘I have no money leftover at the end of the month,’ but I say, give up your café latte every day or every other day, and pocket that money, put it in envelope. By the end of the month you’ll have enough saved to start investing in mutual funds, which you’ve been reading about and talking about. Saving is a habit–do it consistently. All you need to do is change one behavior consistently and start thinking differently.

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Role Models of

SUCCESS Office Depot recognizes seven exemplary women business leaders for their significant contributions to the advancement of women in business.


ffice Depot, Inc. recently held its third in an annual series of popular Success Strategies for Businesswomen conferences. The theme of this year’s sold-out event, “The Power of Vision and Values,” continued the program’s focus on helping businesswomen learn from other visionary women how to succeed in today’s business environment. More than 700 businesswomen from around the country attended the three-day event that culminated in a special luncheon to honor seven outstanding women with the “Businesswomen of the Year Award.” Nominated by their respective professional women’s associations and selected by vote of their peers, the honorees were chosen for their exemplary leadership, entrepreneurial spirit and support for women in business. At the luncheon, Jocelyn Carter-Miller, Chief Marketing Officer and Executive Vice President for Office Depot acknowledged the honorees. “Office Depot is proud to partner with world-class women’s business organizations, and the women honored are all extraordinary role models for women in business today,” Miller affirmed. “Our honorees all share two things in common–passion for what they do everyday; and a dedication to helping women achieve success and business excellence in their respective industries. We congratulate them on their success and thank them for their contributions.” 24

“BUSINESSWOMEN OF YEAR” RECIPIENTS • Honored by Office Depot and the Business Women’s Network (BWN) was Connie Glaser. Ms. Glaser has been the BWN spokesperson for the last four years. She is an accomplished author and a regularly featured guest on TV and radio talk shows, including The Today Show, CNN and Bloomberg News. Her primary goal is focusing on how women are revolutionizing today’s workplace. She is a bestselling author and her books have been translated in more than ten languages. Her latest book, What Queen Esther Knew: Business Strategies from a Biblical Sage was released in April. Most recently, she was honored and named to The World of Who’s Who of Women. She lives in Atlanta, Georgia.

“As women continue to climb the corporate ladder, it’s important to remember that none of us has made the journey on our own. And we each have an obligation to reach out and grab the hands of others coming up behind us.” • Honored by Office Depot and the National Association For Female Executives (NAFE) was Andrea Nierenberg. Ms. Nierenberg is Founder of The Nierenberg Group, a businessconsulting firm based in New York City. Prior to founding The Nierenberg Group, Inc. in 1993, she was publisher and sales director of Target Marketing Magazine. She is a 20year veteran in sales and marketing and author of the recently published book, Non-Stop Networking: How To Improve Your Life, Luck and Career. She has been a featured guest on “ABC News New York, Bloomberg Television and Time Warner’s “Fortune Business Report.” Ms. Nierenberg has dedicated her life to helping others develop effective communications to create stronger connections and achieve goals. Also, she is currently an instructor at New York University. A native of Illinois, she currently resides in New York City.

“I think today, any woman in business has such a tremendous opportunity to be successful and so much to offer. Just believe in yourself and never give up on your visions and dreams.”

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(l to r) Connie Glaser, Edie Fraser, President of the Business Women’s Network and Jocelyn Carter-Miller.

(l to r) Andrea Nierenberg, Betty Spence, President of NAFE, and Jocelyn Carter-Miller.

• Honored by Office Depot and the National Association of Women Business Owners (NAWBO) was Linda Novy, Chief Executive Officer of Gardener’s Guild, Inc. Ms. Novy’s company, Gardeners’ Guild is an employee-owned firm with 125 technicians and horticultural craftspeople providing interior and exterior landscape management services to San Francisco Bay Area commercial and residential customers and pioneers of Sustainable Landscape Management. She purchased Gardeners’ Guild in 1976 and has built the company from 6 employees to 125, and grown the client roster from 14 to 300. In addition to managing Gardeners’ Guild, Ms. Novy and two associates formed Gardeners’ Institute in 1977, a nonprofit organization that provided horticultural therapy to developmentally disabled Marin County residents. They are also aggressively focusing on a new management leadership plan. She resides in Fairfax, California.

(l to r) Linda J. Novy, NAWBO President, Mary MacRae, and Jocelyn Carter- Miller.

(l to r) Maria Erickson, Cynthia McGeever, President of the Board of Directors, Executive Women’s Golf Association, and Jocelyn Carter-Miller.

“This conference was food for the soul and validates what I have always known: that being successful in business means honoring the values that are most important to you and ensuring the success of all the people you touch.” • Honored by Office Depot and the Executive Women’s Golf Association (EWGA) was Maria Erickson. Ms. Erickson is the Founder, President and CEO of Bette & Court. Her company designs, manufactures and markets Bette & Court women’s golf and resort wear and “Dress in a Bag.” She started Bette & Court in 1991, with a vision to design and deliver excellent products to the women’s golf audience. She started her apparel business the same year the EWGA was founded; with Maria becoming a Charter Member of the Miami Chapter of the EWGA. Maria has been a strong supporter and sponsor of the EWGA since its inception and is an avid promoter of women in golf and business and in mentoring young girls to support the growth of the game at the grassroots level. She is a resident of Hialeah, Florida.

(l to r) Renee Street, COO, American Business Women’s Association, Kristin Holmquist Ruth, and Jocelyn Carter-Miller.

(l to r) Rebecca Boenigk, Susan Phillips-Bari, President of WBENC, and Jocelyn Carter-Miller.

“There is no secret formula to success. It’s about hard work, tenacity and the ability to lead and inspire a team. What is truly remarkable about this conference is the gathering of so many talented women from different industries who have made their mark in a very significant way. Every story is unique and truly inspiring.” continued on next page>>> (l to r) Catherine H. Giordano, Terry Neese, Co-founder of Women in Business & Industry WIPP, and Jocelyn Carter-Miller.


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• Honored by Office Depot and the American Business Women’s Association (ABWA) was Kristin Holmquist Ruth. Ms. Ruth is a district court judge in Raleigh, N.C., where she concentrates most of her work in the child support enforcement area of the Wake County court system. Through her efforts, she has been able to provide desperately needed financial support for children and their custodial parents. Ruth is passionate about community service as well; she co-chairs the Child Support Committee for the National Council on Juvenile Justice and Family Law Judges. She also sits on the Board of Directors for Carolina Dispute and Settlement Services. And she received the North Carolina Council for Child Support Service of Excellence Award in 2000. In addition to local mission work and extensive community involvement, she traveled to Guatemala to build housing and playgrounds for poverty-stricken women and children and served as an interpreter on a medical mission trip to the Dominican Republic. She balances her demanding career and active philanthropy with a full home life, raising her eightyear-old son, Kenan, alongside her husband, Preston, in New Hill, North Carolina.

“It [is] truly an honor to be surrounded by so many distinguished and talented women who share the same thoughts and concerns, but who “think big” and are relentless in pursuing their own personal dreams without losing sight of who they are and who mentored them throughout their varied careers.” * Honored by Office Depot and the Women’s Business Enterprise National Council (WBENC) was Rebecca Boenigk. She co-founded Neutral Posture, Inc., (NP) with her mother in 1990. NP is the only certified woman-owned business ever listed on a public exchange. Mrs. Boenigk is a 19-year veteran in research, development, design and manufacturing of ergonomic seating. She is on the Board of Directors of WBENC and was recently elected to chair its Women’s Enterprise Leadership Forum. She is also very committed to the community and has supported local community organizations such as Still Creek Boys Ranch, Habitat for Humanity and the Go Texan Organization. She lives with her husband and two children in Bryan, Texas.

“I have been blessed with a wonderful life including an amazingly supportive family, the best husband in the world and incredible employees at Neutral Posture. My success is due to all of them and to them I am forever grateful.” • Honored by Office Depot and Women Impacting Public Policy (WIPP) was Catherine H. Giordano. She is President and CEO of Knowledge Information Solutions, Inc., a nontraditional IT solutions business. As a Hispanic woman business owner, she has built her business around federal contracting opportunities, not an easy task. Her primary goal in business is to always improve, enhance, communicate, and to shift the paradigm toward achieving excellence. She 26

was recently appointed by Governor Mark Warner as a member of the Virginia Research and Technology Commission. Ms. Giordano is a Founding Partner of WIPP, a bi-partisan, non-profit organization that advocates on behalf of minority and women-owned businesses on business issues.

“The current large and growing number of women-owned businesses offers an opportunity to break the glass ceiling for women in the business world through ownership of their own businesses.” WIBI

OFFICE DEPOT Women have made leaps and bounds into today’s business world. By focusing on the changing business needs in the marketplace, women are rapidly moving towards success. For all that women do in this world, Office Depot is proud to salute women in business. No one sells more office products to more customers in more countries than Office Depot. The Company operates under the Office Depot(, Viking Office Products(, Viking Direct( and brand names. As of December 28, 2002, Office Depot operated 867 office supply superstores in the United States and Canada, in addition to a national business-to-business delivery network supported by 24 delivery centers, more than 60 local sales offices and 13 regional call centers. Furthermore, the Company sells products and services in 20 countries outside of the United States and Canada, including 37 office supply stores in France and 13 in Japan that are owned and operated by the Company; and 121 additional office supply stores under joint venture and licensing agreements operating under the Office Depot name in seven foreign countries. The Company also operates an award-winning U.S. Office Depot brand Web site at where customers can access Office Depot’s low competitive prices seven days a week, twenty-four hours a day, as well as a new Spanish language Web site at The Company also operates 31 other Web sites in the U.S. and 14 international countries including: Austria, Belgium, Canada, France, Japan, Germany, Ireland, Italy, Luxembourg, the Netherlands, Portugal, Spain, Switzerland and the United Kingdom.

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Women in Business & Industry




GROUP By Jo Condrill


ith the frenzied pace of today’s business world, we all need help identifying and planning our future career moves. Even more important, we need the contacts and resources to make our goals reality. That’s why master-mind groups are spawning all over the country, offering support and specialized knowledge to people in every industry and sector. A master-mind group consists of people who work together in absolute harmony to achieve diverse goals. The group members come together at regular intervals to brainstorm ideas, share knowledge, and help each other discover the tools to realize their dreams. While these people work well together, they may be very different from each other. The common element is that each draws something from the others, and each contributes freely to the group. It is the focusing of each mind on a common issue that triggers thoughts not readily available to one mind. Those in the group draw upon their unique experiences and specialized knowledge to help each other. When many minds concentrate on a single point, the activity generates a power over and above the sum total of each of the individual minds. It is as though an invisible force joins the group and provides additional insight. As a result, the group members accomplish more than any one person could have accomplished individually. Forming a master-mind group is relatively simple, but you need to do so with caution. Below are some tips to keep in mind while forming your group. • Choose people who are not like you. People with different perspectives will challenge you and contribute different ideas that you may not have thought of. While your master-mind group participants should be different from you, they should also possess some similar qualities– they should be action-oriented, have a high energy level, and have a strong commitment to follow-through. If you don’t know anyone who has the skills or resources you seek, ask yourself, “Whom do I know who might know a person with these qualities?” For example, if you want to secure a job in the technology field, but you don’t know anyone who works in that arena, whom do you know who can introduce you to someone successful in that field? Search your contact list for only those people who share your values and with whom you’d want to meet regularly. 28

Jo Condrill • Be sure the entire group can benefit from the experience, skills, and specialized knowledge of each member, and from the expanded network of resources. Each person must have something to contribute to others in the group. This can be a specific talent, leads, or specialized knowledge or skills, such as marketing or organizational skills. Some members may choose to present tips or give an informational lecture at each meeting, while others could contribute something as basic as good will and encouraging words. As a result, each person should be able to gain something from the group. Realize that the gain may not always be material. It may be increased self-confidence or “know-how.” Ultimately, it may be the realization of a dream. • To be effective, group members must expect good and positive results from their participation. Expecting positive outcomes does not mean that challenges and frustrations won’t occur. It simply means that group members are predisposed to viewing things in a positive frame of mind. Negative thinkers focus on why ideas will not work rather than on finding ways to make them work. People with a positive attitude also acknowledge that sometimes an idea is simply not worth pursuing. After all, to ignore the facts is foolhardy. However, there is a fine line between giving up too soon and altering a course when necessary. The key is knowing when to pull back versus when to re-evaluate the situation. • The entire group should agree on organizational matters, such as leadership objectives, decisions on when and where to meet, and an established agenda. Group leadership initially rests with the person forming the group. His or her responsibility is to set the meeting time and place until the group decides on a permanent meeting time and place. Leadership of meetings may then rotate,

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meaning one person leads the session for a month, then the next month someone else leads. There are no records kept except each individual’s private notes. With an established process and ground rules, there is no need for an elected or designated leader. When a spokesperson is needed, the person with the longest group standing is usually designated. Some groups meet weekly; others meet twice a month. Some groups meet face-to-face; others use conference calls. It depends entirely on your group’s circumstances. The important things are that each member forms a bond with the rest of the group, that there is mutual trust and a sense of well-being, and that you are willing to be vulnerable and ask for help. TAKE THE INITIATIVE Forming a master-mind group is a powerful way to get ideas and support from others. Take the initiative to start your own mastermind group today. You will soon see the wonderful benefits of contributing and receiving ideas, which will propel you and the entire group to new levels of personal and professional success. About the Author

Jo Condrill is the author of 101 Ways to Improve Your Communication Skills and Take Charge of Your Life. She provides a unique learning experience in leadership, team building, personal development, and success strategies. She has worked in the corporate, government, and non-profit sectors. Jo is a graduate of the Army War College, has held leadership positions at the Pentagon, and was awarded the Army’s highest civilian award, the Decoration for Exceptional Civilian Service. She can be reached at or (310) 860-5681. WIBI

Women in Business & Industry



Women in Business & Industry

teaches readers. In order to keep a tight budget, Reed says, “Give your money rigor and order,” and the focus you create around your cash will help you be more accountable with it. Reed also lists possible “creepy crawlers,” or “money eaters,” like car registration fees or birthdays, to make women more aware of how their money disappears. These costs that pop up out of nowhere need to be figured into our monthly expenses, thus allowing us to save properly and stay out of debt.


oney has a way of eluding us, and we have a way of charging up our credit cards and writing more checks. There is often a choice involved when it comes to spending money, but this means being overtly conscientious of every dime, nickel and penny spent. Women can become unaware of their pocketbooks because they want to live a certain lifestyle, but when the money isn’t there, and mounting debt seems to overtake them, they’ll need the proper tools to begin rebuilding their finances.

Money Toolbox for Women, by Audrey Reed, is a practical guide and fun read to financial freedom. A doctor of Spiritual Science, D.S.S., and the president of Works in Progress, Inc., a company providing consulting and entrepreneurial coaching, Reed is a practiced money doctor with a wealth of financial resources to share. Reed is an uplifting and energetic spokesperson about money and instructs women on the basics of building a relationship with their money by nurturing and respecting their wealth. Her approach is especially effective because she knows how to address a woman’s unique issues, fears, and confusion surrounding financial matters. Money Toolbox is easy to understand, and filled with fun exercises that will show women how handle spare cash, save money, and guide them to financial accountability. Reed’s zesty charisma speaks about gaining financial control in a friendly, arm-in-arm, let’s-have-a-latte-language. Learning how to mend “the hole in your money bucket” and “shake the piggy bank” of your life is the first lesson. To start changing old money habits, Reed advises that women must first shift their behavior from “negative money talk,” which is the primary instigator of all our money fears. The rebuilding tool Reed suggests is writing. By writing down our thoughts on money, we can “observe” from an outside perspective, where our concerns stem from. In her book Reed asks women to answer several questions surrounding their financial thoughts and spending patterns. Through “inner money talk,” you will eliminate old attitudes about money and learn how to live debt-free, save money and feel abundance. Money hides, and “creepy crawlers” arise out of nowhere to snatch your money away. Reed’s next set of lessons covers the art of staying organized, and how to hunt and retrieve lost coinage. By keeping track of where we spend money, and knowing exactly how much money is in our wallet every day, are two tools Reed

An “angel envelope” can save you on a rainy day. Protection against the unexpected is usually a godsend. I don’t have the money and I desperately need it, doesn’t ever have to be a common scenario in your life again. Save, save, save. “Debt or freedom is your choice,” Reed says, and this envelope is a way to free yourself from unwanted financial fetters. Angel envelopes will keep you “on the mark for monthly requirements” by keeping you organized and prepared for any unforeseen event. The envelopes provide a fun way of saving money beyond what you’ll need for the monthly requirements. Don’t eat all the cookies out of the “cookie jar”–save some for later. Recalling mother’s warning could save you from ghastly credit card statements and compounded interest rates. Reed gives simple credit card advice, like “save the cash-before you go and buy something–so you have the money to pay the credit card debit as soon as the credit card statement arrives.” Her book instructs women on the ins-and-outs of credit card expenditures and teaches readers how to be healthy spenders. Philanthropy, according to Reed, is a large part of feeling prosperity and joy in our lives. Reed allows readers to feel a sense of abundance and gratitude for what they do have, and most importantly she encourages women to “nurture yourself, nurture your money, and nurture your world.” For more information about Dr. Reed visit You can also read her columns at,, and Her weekly radio program is broadcast on 1100AM KFNX in Phoenix and 990AM WALE in Providence.

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Women in Business & Industry


ntil recently you may have been enjoying the illusion of a secure job, only to get involuntarily thrown overboard-drifting back to the shore of resume revision while brushing up on interview skills. With things a bit rocky, the time is right to shine the searchlight on your career and make sure that you are on the right course for who you are today–not for who you have been in the past. See this time as one of possibility, an opportunity for personal and professional transformation. George Sand, the female French writer and novelist, said, “One changes from day to day . . . every few years one becomes a new being.” In today’s world, this is truer than ever.

Zap the Time Zappers You have to make your career transition the top priority in your life. You may have to say “no” to volunteer activities, some family responsibilities, and other things that take up the time you need to focus on you. Get on Your Side Stop beating yourself up for what happened yesterday. Instead, get into action and begin to figure out where you want to go. Start taking steps to get there. Be Strategic

Making a major life change does not happen in an afternoon. Even if you have just been handed a pink slip, do not jump into the first career boat that comes by. Take a little time to assess what you want to do and where you want to be.

When choosing your next career move, ask what industry you want to work in, what kind of culture you want to work in, what benefits you are looking for and what kind of record a potential company has in promoting women. Interview any company that interviews you.

Career shifts are a major life transition and should be treated as such. To ease this transition and gain clarity and confidence when deciding which direction to pursue, do the following:

Start with the Simple There are things that are easy to do, such as reading a

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book on your ideal career, doing some research on the industry you are considering, having informal conversations with a few of your contacts. Start with these activities to get used to the idea of change; then begin the more challenging activities–redoing your resume, going on informational interviews, and participating in job shadowing. Journal Ask yourself the important questions. What have you learned from your recent work experience? What do you really want? What would you do if you knew you could not fail? Would a move to a different place bring other opportunities? What is the best thing you can do for yourself? Consult the Experts Invest time with career counselors, business coaches and consultants. They will give you resources, advice and strategies. Also, read books, go to seminars, surf the Internet. Other perspectives are valuable because they are objective and will assist you in making a decision you can be confident about. Talk to Headhunters Headhunters are a great resource for more than just jobs. They know competitive salaries, hiring trends of the industries they serve, what new job titles are being created and which are becoming obsolete. The more headhunters you talk to, the more current information you will have to help you make an informed decision. Conduct Informational Interviews If you know what you want to do, talk to those who are already doing it. Ask them about the “blood and guts” of their career activities, not just the glamour and perks. Get to Class Take classes to assess your skills and interests; brush up on everything from Spanish to computer programming. There are many educational resources out there that can increase your chances of being successful.

Tell Your Loved Ones How They Can Support You Let your partner, friends and children know what support looks like–taking care of dinner, allowing you time at the computer, picking you up from class. Support would not involve asking you if you should reconsider, suggesting you beg your boss for your job back or wondering out loud if you should forget this silly nonsense. Be Realistic What else is going on in your life? Will other priorities take most of your energy–like a newborn baby, a rebellious teenager, a new marriage, an aging parent, or a health challenge? A career transition will be very demanding initially. It will require personal sacrifice. Expect Success What we believe is what we experience. If you expect it will be impossible for you to make a career move this late in your career, you will prove yourself right. If you believe your skill set is valuable anywhere, you will prove yourself right. Believe in yourself and your ability to be successful. It is unlikely you will take action if you think your efforts will be wasted. Expect success. Beth Orton, the singer-songwriter, said, “In life, there are no regrets–only lessons we have not learned yet.” Making a career shift has many lessons to offer you. If things do not work out immediately, know you can always add a mid-course correction later. Incorporate some of these ideas to support yourself in creating a professional life that you find challenging, invigorating and richly rewarding. You have the power to create it-and you deserve it. Caterina Rando, MA, MCC, is a success speaker, coach and author of “Power Thinking.” She helps people invigorate their professional and personal lives and create the results they want. For information on having Caterina provide a program for your company or for information on her audio program “Success with Ease–How to Find Fulfillment in a Fast-Paced World ,” visit Caterina can be reached at 800-966-3603 or by email at

Get Your Financial House in Order


Get clear on your short- and long-term financial goals, take stock of your living expenses, and eliminate your debt. If you are insecure about your finances, you may choose a new professional course too quickly or stay where you are too long because you need the money. Make your decision based on the merits of position or opportunity, not because your coffers are low. 34

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Women in Business & Industry




ood & Bender LLP, a fast-growing law firm specializing in insurance policy enforcement, announced today that Martha Sharp, currently a Senior Counsel for the firm, has been elected Partner. She is also charged with the management and growth of the Firm’s Woodland Hills office. “Marti’s expertise in Environmental, Natural Resources and Land Use law enables the firm to expand into these exciting markets where companies have a critical need to strategize, negotiate and enforce insurance policies as part of a comprehensive risk management strategy,” said David Wood, Co-Founder and Partner. “Marti’s management abilities are a further asset as we increase the size and capabilities of our Los Angeles office.” “Martha is passionate about everything she does, this is reflected in her work and in her personal life,” Dave Bender, Co-Founder and Partner added. “She is a new mother and just six months after giving birth she competed in the Nautica Malibu triathlon held on September 19.” Naming a female attorney as Partner demonstrates just one of the progressive management practices at Wood & Bender. Nearly half of Wood & Bender attorneys are female. The firm provides general family leave and personal time, believing attorneys are more productive if they have enriched personal lives. In addition, Wood & Bender has invested significantly in its marketing program including a content-rich Website, a quarterly online and hard copy magazine and frequent speaking and seminar appearances. “Wood & Bender has a number of prominent women lawyers and is very supportive of all its employees,” Ms. Sharp said. “I look forward to contributing to the firm’s culture that clearly values diversity, work/life balance, mentor programs, flexible hours and other progressive ideas.” Prior to joining Wood & Bender, Ms. Sharp served as an associate in Loeb & Loeb’s Environmental, Natural Resources and Land Use Practice Group, from 1996 through 2003. Before that, Ms. Sharp worked as a claims supervisor for a liability insurer from 1989 through 1994, gaining inside knowledge of insurance carrier practices that she applies daily at the firm. 36

In 1987, Ms. Sharp earned a B.S. degree in finance from Metropolitan State College located in Denver. She was awarded a J.D. cum laude in 1997 from Southwestern University School of Law. In law school, she won the American Jurisprudence Award in Environmental Law, Contracts and Advanced Civil Procedure, and served as the Articles Editor for the Southwestern University Law Journal. She also published a law review article analyzing the environmental provisions within NAFTA and their effects on American manufacturers doing business in Mexico. Ms. Sharp is admitted in California and the U.S. District Courts for the Central and Southern Districts of California. She is a member of the State Bar of California. ABOUT WOOD & BENDER LLP Wood & Bender LLP, one of the nation’s leading law firms specializing in insurance policy enforcement, advises clients on the strategies, implementation and enforcement of business insurance as part of a comprehensive risk management approach. The firm focuses on five critical services: analyzing and recommending optimal insurance strategies, negotiating with carriers and customizing clients’ insurance portfolios, evaluating and enforcing claims of loss, developing clients’ business settlement and litigation strategies, and preparing the litigation defense of clients to compel insurers to assume their responsibilities. Wood & Bender serves mid-sized to Fortune 1000 corporations, large non-profit institutions and public entities, as well as partners with attorneys at mid-sized and large law firms who require support in insurance enforcement expertise. WIBI

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arlson Hotels Worldwide has appointed Carmen Baker to the position of Vice President, Diversity for Carlson Hotels Worldwide. Baker will report directly to Jay S. Witzel, president and CEO for Carlson Hotels Worldwide, and will be responsible to lead the hotel group’s strategy and tactics in support of diversity and inclusion. Baker previously served as General Manager of Worldwide Reservations Services for Carlson Hospitality Worldwide. Baker will work closely with all of Carlson hotels’ functional leaders on diversity initiatives in such areas of the business as employment, property ownership, vendor relations, advertising and marketing, community relations and philanthropy, in support of the company’s five hotel brands. Carlson Hotels Worldwide’s brands include Regent International Hotels, Radisson Hotels & Resorts, Park Plaza Hotels & Resorts, Country Inns & Suites By Carlson and Park Inn. “We are committed to working to close the diversity gap and we seek to mirror in our workforce the diverse profiles of our consumers,” said Witzel. “Diversity makes good business and economic sense and maximizes an organization’s creative potential through diverse talent and diverse thought that can give a company a competitive advantage in the marketplace. Carmen is a proven and well-respected leader in our industry, and has extensive experience working with a diverse, multicultural and multilingual workforce supporting our more than 1,700 hotel, resort, restaurant and cruise ship operations in 82 countries,” he added. Under her leadership, Witzel said that the Reservations Center, with over 550 employees, has established a Diversity Committee, including human resources, training and other management representatives. They also recently established a Multicultural Committee that includes a cross-functional group of employee volunteers to provide an educational forum to discuss the business case for diversity and celebrate differences and similarities. Carlson Hospitality’s Reservations Center has long been involved with the community and continues to work to overcome low-unemployment in the area by reaching out to the community for help with recruitment and building

relationships with entities such as the Urban League and the Mexican Consulate to attract diverse employees. They have conducted mock interview sessions to offer the experience to individuals that might not otherwise have the opportunity. They have also coordinated discussions with other local business and with the Metro Area Transit to urge development of a “hub and spoke” transportation program to establish major drop-off points linked to shuttle services for new employees to get to corporate offices. “I have great passion for promoting diversity and believe that diversity of thought and life experience enriches our relationships with our customers, suppliers, employees and owners and provides our business with long-range opportunities and market leading innovation,” said Baker. Under Baker’s leadership, the Carlson Hospitality Worldwide Reservations Sales and Services center in Omaha, Neb. was named the number one “Best Places to Work in Omaha” in 2003 by the Great Place to Work Institute. Growing up in a family that has championed diversity, Baker’s father served as a mentor for her as he developed and implemented Equal Opportunity Employment programs for the U.S. Air force and for the University of Nebraska Medical Center. Her parents come from the Caribbean islands of St. Thomas and Tortola, and being part of a military family she moved six times throughout her early school years to multiple locations, including Guam and Puerto Rico, and was exposed to great diversity.

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“I have great passion for promoting diversity and believe that diversity of thought and life experience enriches our relationships with our customers, suppliers, employees and owners and provides our business with long-range opportunities and market leading innovation,” said Baker. Baker is also an active member of her community. She has served on the Board of Directors of Family Services of the Midlands, for the past two years. During her time on the board she also served on the Finance Committee. The non-profit, non-sectarian organization focuses on the needs of the community in Omaha and provides a wide range of services including counseling, emergency services, crime prevention and intervention, domestic abuse and homeless shelters and neighborhood services such as senior and children’s centers. The organization also founded the first Girls Club in the city. Carlson Hotels Worldwide and its parent company Carlson Companies, have a Supplier diversity program and councils to promote diversity in all areas of the business including development, marketing, sales, purchasing, recruitment, training and advancement, and charitable giving. Carlson Hospitality Worldwide has been an active member of the MultiCultural Foodservice and Hospitality Alliance (MFHA); the National Association of Black Hotel Owners, Operators & Developers (NABHOOD); the Asian American Hotel Owners Association (AAHOA); the Urban League; and has sponsored numerous student scholarships at many leading hotel schools and through the United Negro College Fund. Curtis Nelson, president of Carlson Companies, launched the Experience Lodging Initiative of the American Hotel & Lodging Association (AH&LA) to implement strategies that attract and retain diverse and talented workers for America’s hospitality industry and is a recipient of the Hospitality Industry Diversity Institute (HIDI) Lifetime Achievement Award for his commitment to advancing the cause of diversity in the hospitality industry. The Hospitality Industry Diversity Institute (HIDI), housed at the Conrad N. Hilton College of Hotel and Restaurant Management at the University of Houston, focuses on diversity education, training and issue resolution affecting the hospitality industry and its workforce. WIBI 38

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BUSINESS BRIEFS FORUM FOR WOMEN ENTREPRENEURS NAMES NEW CEO AMY D. LOVE TO BUILD UPON FOUNDATION OF LEADERSHIP The Forum for Women Entrepreneurs (FWE), the premier organization for women building and leading high-growth companies, today announced the appointment of Amy D. Love as its newest CEO. Ms. Love, who has led a distinguished career in the technology, publishing and consumer products industries, will build upon the successes of outgoing CEO Susan Hailey, who was CEO for the past two years. Under Hailey, FWE experienced significant growth in membership among experienced female entrepreneurs nationwide. “FWE moved to a new level and depth of participation under Susan’s leadership,” said FWE Chairman Sheryle Bolton. “Now with Amy’s experience, leadership capabilities, and commitment to the success of women, we are poised to extend FWE’s influence and efforts to an even larger audience. We look forward to helping Amy further expand our membership and develop additional services to benefit female executives and entrepreneurs.” Wanda Ross, CEO of ExecutiveQuest International and a FWE member, conducted the CEO search. Ms. Love has a long history of business leadership. She was Chief Operating Officer at Molino Networks, a technology start-up unveiled at DEMO 2004, founded and published REAL SPORTS Magazine, led management consulting teams with ADL, Inc., and BOOZ|ALLEN|HAMILTON and successfully marketed and sold products for Navigation Technologies and Procter & Gamble, Inc. Love has also been active as a volunteer and speaker; recent engagements include the San Jose Sports Authority, The Pac-10 Conference’s Executive Women’s Night, the Texas Professional Women’s Business Annual Conference, the California Governor’s Conference, the Girl Scouts National Convention, Minnesota State’s Athletic Director’s Conference, Ball State University (Indiana), Elizabethtown College (Pennsylvania), and Texas Tech University.

AELMINGS HUMAN RESOURCE CORPORATION OPENS HEADQUARTERS IN CHARLOTTE Aelmings Human Resource Corporation, the nation’s largest minority, female owned human resource organization to Fortune 500 companies, has relocated their headquarters to Charlotte, North Carolina.

Aelmings provides recruiting and staffing services, including training and program development, workforce diversity consulting and organizational development services to a variety of companies and educational institutions, including Progress Energy, Duke University Health System, State of North Carolina, NC State University, Duke Energy, Burt’s Bees, Shaw University and the Durham Public School System. In addition, Aelmings offers an array of multicultural programs, including Latin American recruitment and training. Aelmings has operated out of Raleigh, North Carolina since 1997. The Triangle-area office remains open and fully operational. The move to Charlotte simply broadens Aelmings’ presence and availability to clients across the Tarheel state. “We recognize the potential for business growth in Charlotte,” remarked Francina Tate-Harris, CEO of Aelmings. “By moving our headquarters there, we have expanded the wealth of business partnerships available to us.” Aelmings’ client roster already consists of several Charlotte-based companies, such as Duke Energy. The new 1,800 square foot facility, which became fully operational in July, is located in the prestigious McGregor Downs area of Southeast Charlotte. Heading up the new office is Lloyd Diggs, who promises to create a strong center of operation for Aelmings in Charlotte. “I am honored to lead Aelmings in building a strong presence in Charlotte and look forward to contributing to the business community there,” comments Diggs. About Aelmings Human Resources Corporation: Aelmings, headquartered in Charlotte, North Carolina, is the nation’s largest minority female-owned provider of human resources services to governmental agencies, educational institutions and Fortune 500 companies. CEO, Chairman and Founder, Francina Tate-Harris is a workforce diversity expert and national thought leader. She recently spearheaded the First Annual North Carolina Diversity Enlightenment Conference. Aelmings has implemented successful, customized minority related programs including recruiting and staffing, diversity training and program development, consulting and organization development for a roster of national and global

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corporations and institutions including Progress Energy, Duke University Health System, Durham Public School System, Burt’s Bees, Duke Energy and the State of North Carolina. For more information, please contact CEO Francina Tate-Harris at or visit

UBS NAMED ONE OF THE “100 BEST COMPANIES FOR WORKING MOTHERS” UBS announced that it has been named one of the “100 Best Companies for Working Mothers” by Working Mother magazine. To be named to the list, public or private firms of any size and in any industry (except those in the business of providing work/life or child-care services) complete a comprehensive application including questions about a company’s culture, employee population and policies on work/life and women’s advancement. With the help of industrial research firm eXpert Survey Systems, applications are validated and scored on more than 500 points of information, including the number of work/life programs offered, the employee usage of such programs and the representation of women throughout the company. Some of the services that UBS offers that were acknowledged by Working Mother include policies towards childcare leave, adoption assistance, flexibility for employees, and the development networks for women. “UBS is proud that Working Mother has acknowledged the wide-range of programs we offer not only to women, but all of our employees,” said John Costas, Chairman and CEO of UBS Investment Bank. “By providing these services for our employees, we enable them to be the best that they can be.” “We believe that every employee can succeed and are firmly committed to coming up with solutions to help them do so,” said Mark Sutton, Chairman and CEO of UBS Wealth Management USA. “Our financial advisors, in nearly 400 branches nationwide, have great flexibility to run their business on their own schedules.” “We feel that offering these programs helps us develop a diverse talent pipeline for our firm,” said Kai Sotorp, Head of Global Asset Management in the Americas UBS is one of the world’s leading financial firms, combining financial strength with a reputation for innovation and a global culture that embraces change. UBS is the world’s largest wealth manager, a premier investment banking and securities firm, and one of the largest global asset managers. In Switzerland, UBS is the market leader in retail and commercial banking. UBS, headquartered in Zurich and Basel, employs more than 68,000 people, and has operations in over 50 countries and in all major financial centers. WIBI 40

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CLAIRSON INDUSTRIES APPOINTS NEW PRESIDENT Ocala, FL (August 25, 2004) - Clairson Industries, L.L.C., an Ocala, Florida-based leading custom plastics injection molding company, announced today that Cloteen Ross-Kilkelly has been appointed as president. Donald Sauey, chairman of Clairson’s executive board and founder of the 25-year-old company, announced the appointment. Ross-Kilkelly’s responsibilities will include the growth and profitability of the company’s North American operations; overseeing the successful implementation of Clairson’s ISO 9001 quality system and providing leadership to the company’s 100+ employees. She will report directly to Mr. Sauey. “I very much look forward to taking on this role,” said Ross-Kilkelly. “ Clairson Industries is performing very well, and we have the precision tooling, complex parts, and assembly production and problem solving capabilities to grow our existing businesses and develop new quality plastic devices for our many sectors.”

Cloteen Ross-Kilkelly

Ross-Kilkelly is the former 23-year vice president of administration for Clairson International, a division of Emerson Electric, manufacturers of the brand Closet Maid. During her tenure, the company grew from less than 100 employees to approximately 2,500. When Ross-Kilkelly introduced Clairson International’s progressive and comprehensive Flexible Benefits Plan in 1984, it attracted national attention from Inc. Magazine. She also received recognition in John Nesbits’ bestseller, “Reinventing the Corporation.” In her civic activities, Ross-Kilkelly has served on numerous boards including the North Central Florida Business/Healthcare Coalition, which she help found in 1983; the Munroe Regional Healthcare System and Marion County Economic Development Council. She is also past president of the Marion County Chamber of Commerce. Ross-Kilkelly completed her bachelor’s degree at Marywood College and holds a master’s in business administration. WIBI Women in Business & Industry


NASA ATTORNEY IS ROLE MODEL FOR YOUNG WOMEN As the country reflects on the 50th Anniversary of Brown v. Board of Education, one NASA employee reflects in a very personal manner.


ereasa H. Washington, Director of the Customer and Employee Relations Directorate at NASA’s Marshall Space Flight Center (MSFC), Huntsville, Ala., and her siblings, were among the first African-Americans to integrate an allwhite school in Tuscumbia, Ala., in the 1960s. Washington persevered in an occasionally hostile societal environment. She earned straight A’s and was awarded full scholarships to Alabama A&M University in Huntsville, and Vanderbilt University School of Law in Nashville, Tenn. She received a bachelor’s degree in economics from Alabama A&M in 1978. In 1982, she received a doctorate of jurisprudence from Vanderbilt. After receiving her law degree, Washington joined the MSFC Office of Chief Counsel. In 1983, she was appointed general attorney-advisor, handling legal matters for MSFC administrative and technical operations. In 1988, she became Associate Chief Counsel for issues related to personnel and labor relations. She was appointed MSFC’s Associate Deputy Chief counsel in 1992. Washington was the first African-American lawyer to serve on the MSFC legal staff; the first African-American lawyer in a NASA field center; and the first African-American woman at MSFC appointed to the senior executive service. She was named director of the MSFC Customer and Employee Relations Directorate in 1998. She manages an organization of more than 250 civil service and contractor employees. She manages a wide range of programs including human resources, internal relations and communications, media relations, government and community relations, employee and organizational development, and educational 42

programs. The directorate is also responsible for technology transfer, the development of space technology for commercial use. Washington has received numerous awards during her career, including the 2002 Presidential Rank Distinguished Executive Award, the highest honor attainable for a civil servant. She received a NASA Exceptional Service Medal in 2000; the Presidential Rank of Meritorious Executive, 1999; a Senior Managers in Government award in 1999 from Harvard University in Cambridge, Mass.; a NASA Exceptional Achievement Medal in 1992; the Astronaut Corps’“Silver Snoopy” Award for service to the Space Shuttle program in 1990; and two MSFC Director’s Commendations. She is an alumnus of Leadership Huntsville/Madison County, a program that identifies leaders who have demonstrated the ability and desire to become more involved in community leadership positions. Girls Incorporated, a national nonprofit youth organization, presented its annual “She Knows Where She’s Going” award to Washington on March 18, 2004. The group annually recognizes three outstanding women of achievement in the community whose lives serve as an inspiration for girls to become confident, self-sufficient and successful. Earlier this year, the Alabama state legislature issued a resolution citing her for an outstanding professional career and for community service. For information about NASA and agency programs on the Internet, visit:

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NASA INVITES UNDERGRADS TO FLY HIGH FOR WEIGHTLESS SCIENCE NASA is looking for a few adventurous students willing to test their science experiments while floating aboard the agency’s famous “Weightless Wonder” aircraft. The Reduced Gravity Student Flight Opportunities Program at NASA’s Johnson Space Center, Houston, annually gives undergraduate student teams the opportunity to research, design, fabricate, fly and evaluate a reduced gravity experiment. The student teams follow much the same path as scientists who develop experiments that fly in space. The selected teams test their designs during a roller coaster-like ride that produces brief periods of microgravity, similar to what astronauts experience during spaceflight. A NASA C-9 aircraft, the military version of a McDonnell Douglas DC-9 jet airliner, flies a series of carefully choreographed maneuvers to achieve this effect. Students will experience how the human body reacts during the 30 “hill climbs and freefalls” on each flight that create weightlessness 25 seconds at a time. Student teams have until Oct. 20 to send their proposals to NASA for evaluation on technical merit, safety, and an outreach plan. Selections will be announced Dec. 6, with flights beginning in the spring of 2005. Each team will have the opportunity to choose a journalist to fly with them and document their experience. For more information about the Reduced Gravity Student Flight Opportunities Program, visit the website at: http:// - Or contact Donn Sickorez, NASA Johnson Space Center’s University Affairs Officer, at 281-483-4724 or WIBI Women in Business & Industry


Women In Business & Industry 2004  

An online magazine for working women looking for new opportunities in today's job market. Follow in the footsteps of our success profiles, l...

Women In Business & Industry 2004  

An online magazine for working women looking for new opportunities in today's job market. Follow in the footsteps of our success profiles, l...