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—Catalyst. Pyramid: Women in S&P 500 Companies. New York: Catalyst, November 20, 2017.
Thursday, May 24, 2018

Where are the Women in a “Meritocracy”?

   —Catalyst. Pyramid: Women in S&P 500 Companies. New York: Catalyst, November 20, 2017 If you were to ask any company what matters most in hiring or promotion decisions, they would probably give an answer that the decision comes down to merit. It’s an unquestioned belief in American culture, as well as in many other places, that hard work and talent are the only keys to success, and that the best employees always get promoted or hired.

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Thursday, May 3, 2018

Gender Parity and Gender Identity

No two women, even identical twins, are exactly the same. As a nonprofit that advocates for women, we celebrate the diversity of women across the world. We also recognize that while women face challenges in the workplace, not all women experience the same struggles or biases at work.

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Cathrin Stickney, Founder and CEO of, with winning team of and Nasdaq Innovation Challenge
Monday, April 30, 2018

Innovation Challenge

On April 26, Nasdaq and hosted the Columbia University Gender Parity Innovation Challenge. Students from Columbia University School of Professional Studies and the School of Arts and Sciences were given the opportunity to participate in a challenge to measure gender parity in two industries: universities and the private tech industry. The students had three weeks to complete the challenge before presenting their findings at Nasdaq's headquarters in NYC.

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Monday, April 16, 2018

The Impact of Gender Parity in VC

Here are some numbers that might surprise you: last year, companies founded by women accounted for a mere 4.4% of VC deals. If that sounds low, wait until you hear that those female founders only received 2% of all venture capital funding, meaning that when women-led companies did make deals, they received far less funding (less than half) than companies with male founders.

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Team of colleagues meeting to discuss ideas
Thursday, March 29, 2018

Diversity v. Representation: What’s the Difference?

One of the paradoxes of diversity is that a company can have a very diverse workforce without ever hiring a single woman. Because diversity is measured across many different metrics (age, ethnicity, country of origin, religious beliefs, gender, etc.), a company might meet a lot of diversity goals while still omitting women from its executive and board levels. That’s why at, we encourage companies to consider representation, not just diversity.

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Diverse team of women and men sitting around a table
Friday, February 23, 2018

The Real Solution: Inclusion

Concerns that the #metoo and the Times Up movements have gone too far are rising. We’re hearing that men are ostracizing women from meetings and not including them in conversations out of fear of being accused of doing the wrong thing. In tandem, the “Pence Rule” – where men will not meet 1:1 with a woman without others present – seems to be growing in popularity.

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Thursday, February 22, 2018

Nasdaq Lights Up Times Square to Celebrate ParityPledge

It’s hard to believe it’s been less than a year since we’ve launched Since last September, we’ve seen nearly 250 organizations sign the ParityPledge, vowing to interview at least one female candidate for every leadership role VP and higher. These organizations span industries – healthcare, technology, retail, education and more. It’s exciting to reflect on the progress we’ve made in such a short time.

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Wednesday, January 24, 2018

Inspirations on Diversity from Sports

For quite some time now, I’ve grappled with the plight of gender disparity I was witnessing firsthand and through the grapevine. While a little over half the U.S. population is women, barely 20 percent of S&P 500 corporate executive teams and board members are females. Women deserve a fair chance at executive positions. So last year, I decided I was going to take a stand and devote my time towards this cause. Taking a page from the NFL playbook, was modeled after the Rooney Rule.

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