WOMEN IN BUSINESS 2023

Women

in

Business

DRESS FOR SUCCESS

HIGH-PAYING CAREERS

MAKE MORE TIME FOR FAMILY

Sixth Annual Women in Business Conference coming to NIU

Center Ballroom, Naperville, on June 21

STRONG WOMEN. STRONGER ILLINOIS.

Illinois women are Second to No One. We have amazing talent, determination, intelligence, and resolve. This year’s theme will be “Challenge Accepted.”

The Illinois Chamber welcomes you to our women’s conference as we come together to discuss and further dreams of our already strong women for a stronger Illinois. This year’s theme is “Celebrate Success.” The robust agenda will provide time for networking and connecting with professionals, and topics providing takeaways for all to take back to the office or home.

“Having been a speaker and attendee at the first IL Chamber’s Women’s Conference, I must say this is an event not to be missed. I was not only motivated but also inspired by the speakers. It is amazing to hear what so many of the women of Illinois have accomplished. The IL Chamber is providing a very valuable tool by empowering women together.

The networking with the attendees also makes this a worthwhile conference to attend. Starting a career path or running a successful business, I urge women young and old to attend and learn. We, the women of Illinois, are second to no one.”

- Janice Christiansen, President and CEO,

JC Schultz Enterprises Inc.

Dress for interview success on your next job interview

In his masterpiece “Crime and Punishment,” author Fyodor Dostoevsky wrote, “We sometimes encounter people, even perfect strangers, who begin to interest us at first sight, somehow suddenly, all at once, before a word has been spoken.”

The great Russian novelist is referring to the fact that impressions can be made even before conversations begin. This is an important notion to grasp and can do a job seeker a world of good in every interaction during the hiring process, including the interview.

Recruiters may have an understanding of you as an applicant from your résumé and other correspondences, but it is during the interview — whether it’s in person or remote — that a hiring manager can really get a sense of your energy and professionalism. While no one wants to be judged on appearance alone, what you look like and how you dress affect others’ first impression of you. Doing all you can to tip the scales in your favor may lead to favorable job outcomes.

The best outfit to wear on an interview

varies depending on the company and the job, according to The Balance: Money. But there are some guidelines for dressing to make the best impression.

• Follow the employer’s dress code. If you can gauge dress code in advance,dress to mirror what others are wearing and then take it up a slight notch.

For example, while you wouldn’t wear a suit if you’re interviewing as a park ranger, you may eschew work boots and faded jeans for a collared polo shirt and khaki pants. For a tech start-up or creative company that favors casual wear, something that is more business casual may be appropriate for the interview.

• Err on the side of caution. If you do not know the company dress code, it is always better to be overdressed than underdressed. A sports jacket and a button-down shirt for gentlemen and tailored pants and blouse for women may fit the bill.

• Less is more. Distractions can derail an interview, and wearing too many accessories can be distracting to the interviewer and even candidates during the interview. Keep

jewelry to a minimum and mute all alerts on a smartwatch and smartphone. If you have piercings, you may want to remove them until you learn more about which types of body art are acceptable at the company, which you should be able to discern when visiting the office.

Distractions also can include heavy or drastic makeup and hair styles. Tone things down until you have a firm understanding of dress policies.

• Choose neutral colors. Wear neutral or classic colors over more flashy options. You want to be judged on your qualifications, and neon shirts or a busy print dress could cause an interviewer to lose focus.

During a remote interview, choose a highcontrast interview outfit so that you don’t blend in with your background.

• Wear clean, tidy clothes. No matter how formal or informal the attire, it should be freshly laundered, free from wrinkles or damage, and fit properly.

Interview attire can make or break first impressions, so attention should be placed on what to wear.

Renae Stevens joins Stillman Bank as Retail Office Manager

Stillman Bank is pleased to welcome Renae Stevens as Retail Office Manager, according to Thomas Hughes, President & CEO.

With nearly 30 years of banking experience, Stevens has served in a variety of roles throughout her career including Teller, Personal Banker, Cash Management Services, Branch Manager, and Vice President Small Business Development Officer. In her position, Stevens will assume daily management responsibilities of the bank’s Byron office located at 608 W. Blackhawk Drive.

“We are excited to have Renae join our team,” stated Kathy Yocum, Stillman Bank Vice President Retail Banking. “Her years of banking experience, commitment to customer service, and understanding of the needs of local area businesses will play a key role in her ability to serve new and existing customers.”

Originally from Oregon, Stevens has been a Byron resident for almost 20 years. Prior to banking, Stevens was a small business owner. She also graduated from the Midwest School for Community Bankers and served as a Board Member for the Winnebago Chamber of Commerce for 10 years.

For more information on Renae Stevens or to find out more about Stillman Bank’s products and services, please contact (815) 234-5626.

Influential women breaking boundaries in the world today

Women’s History Month is an opportunity to shed light on the accomplishments and contributions of women around the world. These five women are notable for breaking boundaries.

• Xiomara Castro: Castro was sworn in as Honduras’ president in January 2022. She became the first woman to hold the position, and campaigned on expanding women’s rights in that country.

• Mary Barra: As the CEO of General Motors since 2014, Barra is the first woman to lead one of the three big automakers. She has invested millions into the development of self-driving cars, electric vehicles and a ride-share service called Maven.

• Giorgia Meloni: Meloni took office in October 2022 as Italy’s prime minister, becoming the first woman in history to hold the position.

• Tsai Ing-wen: Tsai took office as president of the Republic of China (Taiwan) in 2016, becoming the first woman leader (and the first unmarried president) of the country.

• Catherine MacGregor: This French businesswoman became the CEO of the French energy company Engie in 2021. She is the only woman CEO in France’s CAC-40 stock index.

Gambino Realtor Pam Cunningham

Rockford resident Pamela Cunningham is a real estate agent with Gambino Realty. She has over 20 years of sales and marketing experience and a Bachelor’s degree in sales and marketing. She’s received numerous awards including the American Marketing Assoc. She specializes in residential real estate in Winnebago, Boone, Ogle, McHenry, and Stephenson counties including previously owned homes, new construction, horse properties, land and lots. Pamela can be reached 815-2896323, PCunningham@ GoGambino.com

Stillman Bank announces promotion

Thomas R. Hughes, President & CEO of Stillman BancCorp N.A., along with the Board of Directors have moved to promote the following bank employees:

Melissa S. Morphey, Chief Credit Officer

Melissa joined Stillman Bank in 2015 as a Credit Analyst and was promoted to Senior Credit Analyst in 2020. She has over 25 years of experience in the financial industry.

In her new position, Melissa will be responsible for managing the credit culture of the Bank by overseeing loan approvals, loan documentation, risk management, and credit-related compliance efforts.

“We congratulate Melissa and thank her for the strong commitment and leadership she demonstrates toward their responsibilities,” stated Thomas R. Hughes, Stillman Bank President & CEO. “We are very fortunate to have such dedicated individuals serving the bank and our customers.”

Renae Stevens

Melissa Morphey

Fast-growing and high-paying careers for women

After a tumultuous year with many ups and downs, there may finally be a light at the end of the tunnel. Growing confidence that the worst of the pandemic may be behind us has led many people to take inventory of their careers.

Women looking to change jobs soon may be exploring their options as they look for fulfilling, lucrative careers. The following are some profitable, in-demand career options, courtesy of the U.S. Bureau of Labor Statistics and Forbes.com.

• Chief executive officer: CEOs are instrumental in both public- and private-sector industries. They are the top of the managerial food chain, and as such, command competitive salaries. A female CEO can expect to earn a median income of $90,000-$95,000.

• Civil engineer: The BLS predicts civil engineer jobs will grow by 11 percent by 2026. Civil engineers will be responsible for revamping aging infrastructure, including roads, dams and bridges. An average salary is $67,000 per year.

• Nurse practitioner: Health care jobs are booming and in demand. Working independently or in collaboration with physicians, nurse practitioners provide primary care or specialize in various concentrations. Nurse practitioners earn a median annual income of $98,000.

• Pharmacist: In addition to harboring a passion for providing quality health care to their communities, pharmacists often have a love for the chemistry involved in medications. Pharmacists must be licensed and possess a Doctor of Pharmacy degree. Pharmacists work in retail settings, but also in hospitals and clinics. The average annual salary for pharmacists is $98,000.

• Computer and system information manager: A growing focus on inclusivity within STEM fields means now is a great time for women to pursue careers in these lines of work.

Computer and information system managers plan,

coordinate and direct the work of computer professionals while researching the latest trends in technology.

Opportunities within this profession are expected to grow by 12 percent by 2026. Individuals in this field earn a median salary of $90,000.

• Management analysts: Management analysts are brought in to find ways to make an organization more profitable or improve its efficency. Travel and consultation may be likely, so those should be considerations. Management analysts earn an average annual income of

around $75,000.

• Software developer: Keeping up with the technological times means having up-to-date equipment and software. Software developers help to write code or design applications for company use.

This is a quickly growing field in which professionals earn average annual salaries of $85,000.

High-paying, stable jobs are out there for women who are in the market for a career change or trying to decide which fields to pursue.

brenda.brugger@edwardjones.com

Illinois Department of Labor: Women employed inform millions of working women on equal pay rights

Through the FARE Grant, Illinois working women statewide are learning workplace rights & taking control of their futures

To commemorate Equal Pay Day, the Illinois Department of Labor (IDOL) and Women Employed (WE) are detailing the progress they’ve made in administering the Fostering Access, Rights and Equity (FARE) grant program.

The FARE grant is aimed at helping women workers who are paid low wages learn about and access their employment rights and benefits. Illinois was one of six states and territories to receive a grant for this work.

Awarded to the Illinois Department of Labor (IDOL) in Sept. 2021 by the U.S. Department of Labor Women’s Bureau, the FARE grant provides funding to raise awareness of pay equity and pay transparency standards among women workers, particularly low-wage women of color.

Centering their needs and voices, the project will strengthen Illinois’ capacity to enforce pay equity and other employment protections, helping realize the intended outcomes of legislative action, inform enforcement strategies and more proactive investigations, and advance gender and racial equity statewide.

IDOL selected Women Employed an organization that has been creating fundamental, systemic change for working women for 50 years as their lead partner for this project.

“We are realizing incredible results with

Did you know?

Data from the United States Department of Labor indicates that, between February 2020 and March 2021, roughly 1.1 million women between the ages of 25 and 54 dropped out of the labor force.

By contrast, 830,000 men dropped out of the labor force in the same period, a timeframe marked by the sudden onset of the COVID-19 pandemic and all of the resulting restrictions instituted in response to it.

Surveys indicated women returning to work after COVIDrelated restrictions were lifted expressed excitement about going back to work, though many harbored some unsettling expectations.

A 2021 survey by Snydio found that 54 percent of women expected to earn less upon returning to the workforce. That sting is even more significant given the lasting effects of inflation, which led to heightened costs of just about everything during much of 2022 and well into 2023.

the FARE grant program and are reaching workers across Illinois who have never before been engaged in their workplace rights,” said Jane Flanagan, Director of IDOL. “I’m grateful to our statewide partners, especially Women Employed, for their time and dedication to bringing equal pay rights to the masses.”

Women in the U.S. who work fulltime, year-round are paid only 83 cents on average for every dollar paid to men. When you include both full- and part-time workers, the average woman makes just 77 cents to a man’s dollar. The barriers are greater for women of color, who face even wider wage gaps due to both gender and racial bias, and for women in low-paid jobs who are struggling to make ends meet.

“We are thrilled with the response we’ve received from working women across Illinois who were unaware or uncomfortable exercising their right to equal pay,” Sharmili Majmudar, Executive Vice President of Policy, Programs, and Research for Women Employed, said. “We knew there was a need, and there is more work to do, but we are confident our partnership with IDOL and other organizations will ensure women across the state are informed about their rights.”

IDOL and WE, working with other community-based FARE grant partners, have used new and different ways to reach women workers across Illinois, including:

• Trainings and job fairs across the state;

• Digital advertising that has reached nearly 1 million women across multiple social media platforms, including Spotify, the first time the Illinois Department of Labor has used the platform to reach people;

• Billboard on the Kennedy Expressway reaching 12,000 travelers per day for 30 days; and

• Multilingual outreach plan that includes tip sheets in eight languages and training and digital outreach toolkits in three languages.

“The resources from the FARE grant program are outstanding and have helped so many women who didn’t previously have this critical information,” Cheryl Mitchell, Youth Career Specialist with downstate partner Man-Tra-Con Corporation said. “Women workers feel more informed and empowered, and we look forward to continuing to spread the word.”

Staff from Man-Tra-Con, based in Marion, recently met workers at a Black Business Expo who were highly engaged in learning more about their workplace rights. The Arise Chicago team reported a similar experience.

“The FARE grant has allowed Arise to educate all workers, and particularly Latina women, on their rights and give them the confidence to report legal violations.

Immigrant women in particular face overlapping forms of oppression and often work in the lowest paid jobs already,” said Margarita Klein, Director of Member Organizing with Arise Chicago, “Pay equity is a significant issue, for example, for Latina immigrants who make only 46 cents to each dollar earned by white male workers.”

Other FARE grant partners include the Shriver Center on Poverty Law and YWCA Quad Cities..

IDOL promotes and protects the rights, wages, welfare, working conditions, safety and health of workers, regardless of race, religion, ethnicity, color or sexual orientation.. In compliance with the Stevens Amendment the Illinois Department of Labor’s Partnering to Promote Pay Equity and Transparency in Illinois Initiative is fully funded by one federal grant, the FARE grant.

Women Employed (WE) is a 50-year-old non-profit organization that pursues equity for women in the workforce by effecting policy change, expanding access to educational opportunities, and advocating for fair and inclusive workplaces so that all women, families, and communities can thrive. Their mission is to improve the economic status of women and remove barriers to economic equity, and they are working towards closing the wealth gap at the intersection of gender and race.

How women professionals can make more time for family

Women wear many hats every day. That’s especially true for women juggling families and careers. Chauffeur, negotiator, advocate, moderator, mom, wife, and employee are just some of the titles that apply to modern women.

Data from the U.S. Department of Labor and the U.S. Census Bureau indicate women represent nearly half of the United States workforce, but women still devote more time than men to housework and child care. While few are advocating for traditional gender roles of the past to be reinstated, a 2012 Pew Research survey found that very few adults (16 percent) indicated having a mother who works fulltime is the “ideal situation” for the family. Nearly 42 percent said a mother who works part-time is ideal. Even among full-time working mothers, only about 20 percent said that having a full-time working mother is ideal for young children.

“Ideal” is not always practical, and since the Pew survey, the workforce has changed in many ways, particularly by the number of employers who have adopted familyfriendly policies or pivoted to remote working during the COVID-19 pandemic.

That means working moms have even greater leverage to find a balance that works for their unique situations. These tips can help women free up more time for what’s most meaningful to them.

• Employ time-saving strategies. Embrace ways to save time during the day. Order groceries online during a lunch break and pick them up curbside after work. Pool resources with a neighbor to cover school transportation if busing is not provided. Schedule conference calls during commutes so they don’t eat into the rest of the day.

• Define your priorities. Think about what cannot be compromised or negotiated. Maybe that is being home at a particular time each day so the family enjoys dinner together. Get clear ideas of what you value most so you can build plans around those priorities.

• Take vacation time. Make it a point to use all vacation time, coordinating days off to coincide with family members’ days off.

Family vacations offer the best shots at uninterrupted, enjoyable time together. They should be ranked highly and scheduled early to ensure travel is possible.

• Use technology to stay connected.

There are times when the family may not be able to gather in person.

This became evident at the start of the pandemic, when social distancing and isolation became a cautionary tactic to prevent disease proliferation. If the kids are missing you or you are missing the kids at any time during the day, a video chat can be just what everyone needs to feel better.

• Outsource housework and chores with smart ideas. If the budget is there, hire a housekeeper to come in weekly to tame messes around the house.

A “mom’s helper” can be hired to come in and tend to certain needs. Family calendar apps can serve as personal assistants to keep track of family appointments.

Clothing subscription boxes save time and provide a way to have carefully curated outfits shipped right to your home. A robot vacuum can tame dog fur on the rug while you are working in a home office. These ideas can free up additional time to spend with the family.

Working mothers can employ strategies to ensure ample time can be devoted to the ones they love.

How women can make their way in male-dominated fields

Women have made great strides in various industries over the first two decades of the 21st century. Highly publicized pursuits of gender equality, such as the ongoing gender discrimination lawsuit by the United States Women’s National Team against the U.S. Soccer Federation, have done much to further the cause for women in a great number of industries. But the fight for equality is far from over, as evidenced by the array of fields that remain predominantly male.

In 2017, the United States Bureau of Labor Statistics tracked the percentages of women in a variety of professions, ultimately finding that many professions are male-dominated. For example, the BLS found that only 20 percent of software developers were female, while roughly 63 percent of financial analysts are male. Each of those fields can be lucrative, suggesting women can benefit greatly from making inroads into these professions and others in which they are underrepresented.

Women may face an uphill battle as they look to establish themselves and subsequently thrive in male-dominated fields. That challenge can be overcome by employing various strategies.

• Build your network. Networking is essential for modern professionals. According to a global survey of nearly 16,000 LinkedIn members across 17 countries, 79 percent of professionals agree that networking is valuable for career progression. Networking also can make it easier for women to thrive in male-dominated fields, as they can seek advice from professional colleagues, male and female, about hurdles they can expect. In addition, professional networks can serve as support networks as well. That can be invaluable as

Learn how to be more assertive in the workplace

Gender equality in the professional arena has come a long way in the 21st century. But while great strides have been made over the last two decades, women still face challenges unique to females as they look to establish themselves professionally and advance their careers.

According to the U.S. Census Bureau, women still earn roughly 80 percent of what men are paid in the same positions.

Professional women often must walk the thin line between being too nice or too aggressive, a pressure not often faced by men. Assertiveness is an art for both genders, and women can take steps to be more assertive without giving the impression they’re ruffling feathers.

women face the challenge of establishing themselves in male-dominated fields.

• Work with professional women’s organizations. Many professional organizations now cater exclusively to women within certain professions. Working with these groups places women in direct contact with peers with varying levels of experience. That means women will have access to people who have faced and overcome challenges at various phases of their careers.

• Work with your employer. Wage gaps have narrowed in many professions, but

that’s not the only way industries have become more accommodating to women. Many businesses now recognize the need to change not just their pay structures, but also their working environments to make them more accommodating to women. Women who encounter problems at work, such as routine resistance to their ideas and input, should discuss such frustrations with their employers.

Women working in male-dominated fields face many challenges. But such challenges can be overcome in various ways.

The evolution of women’s employment

Women have made great strides in various industries over the last several decades. Despite those strides, women still face many obstacles in the professional arena, including the gender pay gap.

Business Insider reports that the median full-time, year-round female worker made just 81.6 cents for every dollar her male counterpart made in 2018. Furthermore, the salary resource PayScale indicates research shows that the uncontrolled gender pay gap has decreased by just $0.07 since 2015.

Though the pay gap must be addressed, women have made strides unrelated to compensation.

For example, a report from the U.S. Department of Labor released in January 2020 indicated that 95 percent of the net jobs added in December 2019 went to women.

At the same time, women held just over half of all payroll jobs in America for only the second time in the country’s history.

The first period was during the Great Recession, when layoffs predominantly affected male workers.

According to NPR, the growing number

of women on payroll could reflect a long-running evolution away from maledominated industries toward the service side of employment, where women seemingly have an advantage.

However, this may not be the only reason why women had been slowly edging out men prior to COVID-19.

The popular social media network and career resource LinkedIn analyzed more than 20,000 job applications on the jobhunting site Movemeon back in 2016. Some trends emerged during that analysis. Women were more likely to be invited for an interview after applying to a job, but they were also performing better at those interviews. Data indicated each application made by a woman was 35 percent more likely to result in a female hire compared to a man.

Furthermore, women viewed 20 percent fewer jobs than men and were still finding success getting hired. The research indicated men were competing more for jobs but being hired less often.

An area where men still excel regards getting recruiters to open their social media/job-hunting profiles.

In 2019, LinkedIn indicated recruiters were 13 percent less likely to click on a woman’s profile on the site when she showed up in a search, and 3 percent less likely to send a woman an InMail after viewing her profile.

To combat this bias, more companies in the future may implement hiring that removes key identifiers like names and photos from candidates’ applications to judge applicants solely on their merits.

Despite the advances women have made in the professional arena, the United States Department of Labor indicates that females accounted for the overwhelming majority of all job losses in December 2020 due to the pandemic’s ongoing effect on the economy. The National Women’s Law Center says that, since February 2020, women have lost a net 5.4 million jobs due to the economic fallout from the pandemic.

Further analysis of women’s mark on the employment sector may be skewed until the economy recovers from the pandemic. But while the pay gap needs to be addressed, women have made great strides in other areas.

• Be confident in your speech. It is easy to fall into “weaker language” habits when advocating for an idea. If unsure about the reaction to a proposal, you might say, “I think this is a good idea” or “I believe this will impart change.”

More assertive language is to simply stand behind the point: “This is a good idea.” Confidence can go a long way.

• Allow people to disagree. It is acceptable for others to disagree with you. This can lead to discussion and an opportunity to present evidence why something should be done in a certain way.

It also enables you to point out the strong points in their argument. Listening to all ideas can sway people in your favor, even if they don’t necessarily agree with all you believe in.

• Be proactive and futureoriented. This is especially pertinent when asking for raises or promotions. Explain to a boss how you respect yourself and that your work merits the right compensation. Point out clearly defined future goals and successes you’ve had that warrant consideration for higher pay.

• Don’t fear conflict. Conflict doesn’t have to be confrontational, especially when respectable language is used and everyone is allowed to voice their opinions.

Conflict can inspire great change. And remember, while you need to have solid relationships with coworkers, they do not have to be your best friends.

Assertiveness in the workplace can help female professionals achieve their goals and showcase their value.