February 13th, 2015 | 6:00 am

Men Who Get It: Larry Hughes, CEO BNY Mellon Wealth Management

Larry Hughes will be a panelist at our upcoming 4th Annual Navigating, Negotiating & Building Your Strategic Network Event on February 26th

By Cathie Ericson

Larry Hughes- Cropped 0217Larry Hughes “gets it” for many reasons: he knows what it’s like to come from a “diverse” background, since he himself comes from a blue-collar upbringing – not what one might expect from the CEO of a wealth management business. Additionally, he has an ambitious 29-year-old daughter who is much like the up-and-coming women he works with around the globe. But most of all, he “gets it” because a diverse and inclusive workforce makes good business sense.

Hughes has been at BNY Mellon Wealth Management for almost 24 years, holding eight different roles over the years.

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February 12th, 2015 | 6:00 am

Mover and Shaker: Karen Heath-Wade; Vice President of Mutual Fund Sales, Nationwide Financial

In honor of Black History Month, The Glass Hammer will feature interviews with notable African American women on their career experiences, aspirations, and advice for other women in their field all month long!

By Cathie Ericson

image001 (2)Karen Heath-Wade, Vice President of Mutual Fund Sales for Nationwide Financial, is a great example of someone who seeks and plans for career opportunities. Over her career in the Financial Industry, Karen has progressed from being an analyst to managing a team of analysts; to conducting external sales to leading the national distribution efforts of external wholesaling teams. Quite simply, she’s performed every job along the way, from her beginnings as a sales assistant to her stint on the “other side of the table” as an advisor. Through it all though, she has maintained that the secret to career success is knowing the industry inside and out, and understanding your current job before you look at the next one.

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February 11th, 2015 | 6:00 am

A Mutually Beneficial Approach to Engaging Men to Advance Women

By Chris Brassell

EE webpage image 4Much of what I read about advancing women’s careers has been from the perspective of women. Although this is an important dialogue that we must continue, we are all—women and men—responsible for maintaining a diverse, inclusive culture. By bringing men—especially business leaders—into the conversation, we can reach the best possible solution, so that everyone walks away from the table feeling like they have gained something.

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February 10th, 2015 | 6:00 am

Career Tip of the Week!

nickiheadshotBy Nicki Gilmour, Executive Coach and Organizational Psychologist

Welcome to Career Tip of the Week. In this column we aim to provide you with a useful snippet of advice to carry with you all week as you navigate the day to day path in your career.

This Week’s Tip Is…

Reflect upon your successes and your failures: what can you learn from both?

It is easy to get caught up in the daily stress of getting tasks done, but always take some time to formally reflect on the bigger picture. Whether it is recording in a journal what is working for you and how certain tasks and dynamics are making you feel or unpacking your annual review with a trusted advisor, always ensure that you are learning from the good and the bad experiences.

February 9th, 2015 | 6:00 am

Voice of Experience: Candace Ewell, Principal, PwC US

In honor of Black History Month, The Glass Hammer will feature interviews with notable African American women on their career experiences, aspirations, and advice for other women in their field all month long!

By Cathie Ericson

ewell“Be open to a career that isn’t exactly what you thought it would be. I don’t know that anyone can predict the opportunities and challenges they will face when they are only 18 and in college,” says PwC’s Candace Ewell.

And that is particularly sage advice coming from a current PwC principal, who spent the first seven years of her career as a nurse. Ewell thought that the healthcare industry would be her career path, but when she decided to go to law school with the goal of studying health law or health policy, a core tax class piqued her interest. “I had a lot of fun in tax; I really enjoyed my professor and the content. It was the first law school class that I really connected with,” she says.

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February 6th, 2015 | 6:00 am

Engaging Men: Why Conversation Can Be a Catalyst to Progress

By Aimee Hansen

On September 20th, 2014, British Actor and Goodwill Ambassador for UN women Emma Watson made a speech that implored males to step up to the fight for gender equality, to liberate both females and themselves from the constraints of gender stereotypes. In doing so, she launched the “HeForShe” initiative, proposing “A solidary movement around gender equality.” Vanity Fair called it “game-changing.”

Is everybody convinced the speech and campaign will lead to real change? No. Has it received criticism for falling short of the expectations of what a UN fight for gender equality campaign could sound like, as the voice of women across the world? Yes. The speech and campaign has been criticized for reflecting only a white-privileged grasp of gender inequity, reinforcing a gender binary, reflecting men as saviors who stand up “for” women rather than “beside” women, tempering feminism to motivate men, providing feel good passive activism, and paying lip service to change while providing little clarity on action – among other things.

BUT, did the speech catalyze the public discourse around feminism?

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February 5th, 2015 | 6:00 am

Black History Month Coverage: Diversifying Diversity for Better Results

By Melissa J. Anderson

Leadership diversity pays off, and a new study by McKinsey “Why Diversity Matters” has the hard numbers to prove it. It also points out that most corporate diversity programs don’t go far enough to be inclusive of ethnically diverse leaders.

The Glass Hammer has long upheld the “business case for diversity,” and senior women in the corporate space will be pleased to see statistically significant results supporting this argument. More women at the top will indeed help a company perform better. But the study is also a reminder that the definition of diversity extends beyond the group of white women who make up the bulk of those taking part in leadership diversity programs. According to McKinsey, including more ethnically diverse individuals in the leadership tier of companies will produce even better financial performance.

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February 4th, 2015 | 6:00 am

Engaging Men as Allies: Nine Emerging Practices

Guest Contributed by Chuck Shelton, Chief Executive Officer, Greatheart Consulting. Chuck will be moderating theglasshammer.com’s 4th Annual Navigating, Negotiating, & Building Your Strategic Network Event on February 26th.

Career AssetsThis is the touchstone for successful gender ally development: a man is an ally when a woman says he is.

Allies listen, co-create opportunity, and build a personal brand for accountability and trust. For us men, we aren’t allies to women because we aspire to be, or because we say we are. As men, we’re allies only when specific women are willing to speak about our behavioral support and teachability.

Consider nine emerging practices in engaging men as allies for women’s advancement.

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February 3rd, 2015 | 6:00 am

US Trails European Countries in Women on Boards, Diversity Efforts

By The Glasshammer Staff

Let's discuss your portfolio...According to Catalyst’s board census for 2014, women how hold 19.2 percent of all seats on S&P 500 boards. The U.S. numbers look similar to those in Canada, where women hold 20.8 percent of board seats at companies on the S&P / TSX 60 index.

But in many parts of Europe, the percentage of women on boards has surpassed the numbers in North America that Catalyst reported. Norway has the highest percentage of women on boards of public countries at 35.5 percent, a result of the country’s 2003 quota law that threatens to delist companies whose boards are less than 40% female.

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February 2nd, 2015 | 6:00 am

Voice of Experience: Mylan Denerstein, Partner, Gibson, Dunn & Crutcher

In honor of Black History Month, The Glass Hammer will feature interviews with notable African American women on their career experiences, aspirations, and advice for other women in their field all month long!

By Rebecca S. Caum

rsz_mdenerstein-press_1Mylan Denerstein, partner in the New York office of Gibson, Dunn & Crutcher, is a woman driven to leave a positive impression on the world. Her career is best characterized as one that takes ahold of opportunities to grow and empower those she serves.

Public Service
As a 1993 graduate of Columbia Law School and Skadden Fellow, Denerstein began her professional life working for the Children’s Defense Fund in Washington, D.C. This opportunity led to a position with the Department of Justice as a special assistant to the Attorney General in charge of the Criminal Division. According to Denerstein, the experience “was a great introduction to Washington and how things worked there.” But DC couldn’t hold her for very long.

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