Sallie Krawcheck Quotes

Educational equality doesn't guarantee equality on the labor market. Even the most developed countries are not gender-equal. There are still glass ceilings and 'leaky pipelines' that prevent women from getting ahead in the workplace.

Obviously it's true that as you go up the ranks, the number of women starts to decline. Whether that's because of 'self-deselection' or other barriers, I think that depends on the firm, the industry, and the person.

The executive female talent gap is real, and that's why it's critical to champion women throughout their careers.

There's no question that to some extent there are structural disadvantages built in, not just for women but for other minority groups who don't hold power at the executive level either at the company or in the industry. My position is not just "Oh, okay, anyone can overcome those." It's just as we work to get more women and people in minority groups at higher levels in positions of power, what are our options?

A lot of companies make diversity a part of the performance goals against which an executive gets paid. Just as you have to make a certain sales number, you have to make a diversity number to get your bonus.

When I first left university, I thought about going into the private sector. But I discovered when I went to interview that I could only have a career in the back office, or doing HR. The attitude was, 'My dear lady, you cannot possibly think about going on the board.'

The corporate woman has been defined as the 'liberated woman' and I see that as the exact opposite. I think she now is more enslaved, maybe even more than the housewife was; because she's so out of her power, and imitating male power is not female power.

The only way to make money as a manager is to win in one place, get fired and hired somewhere else.

As I got further into my career, as a character of color, if I was going to have the types of opportunities I felt I deserved, and continue to have them, I was going to have to start creating those opportunities for myself.

If I had a normal job and had been moving up, I'd be management level now.

Research shows that women at that mid level tend to get promoted based on performance, and men tend to get promoted based on potential.

Once we increase the proportion of women in technical roles, the challenge is to retain them and ease the transition to senior positions.

Periodically, 'The New York Times' runs a business news story lamenting how few women still make it to the top in the Wall Street boys' club. Could it be that women are choosing to be conscientious objectors in these wars of one against all?

You know, as a woman, it is tough to get to the top - like to get to that respected level in this industry - in any industry, I think.

I started at Pillsbury as a manager in one of their analysis functions, then worked my way up the corporate ladder to become vice president. Moving to Burger King was an important moment in my career.

Somehow in the public sector, if you start in the mailroom and spend your life getting promoted, it's unseemly.

When I was in London at NBC, I was the lowest man on the totem pole. I would go to diplomatic receptions to meet people.

There is not a job I've held in my career that was held by a woman before me.

… better a glass door than a glass ceiling.

People don't just show up in the C-suite overnight.

I got my Equity card at 24 at the Guthrie Theatre in Minneapolis, and they asked me to join the company. I was content and happy working in the company there for a long while until I really started to feel as if I hit a bit of a glass ceiling artistically.

I think that if companies build for diversity from the beginning from the ground up, that's definitely the ideal state for how to build diversity into your company.

Depending on the level you're at in your company, the higher you go up in rank, usually the longer you can dance.

I spent the first 18 years of my career at AT&T, and it was a wonderful place that kept me moving all the time. I mean, I started off as entry level a position as you can get at AT&T.

'Drive for Diversity' puts people behind the wheel that would never have had the opportunity. Nascar sponsors individual teams who have a person of color, somebody who would not have the opportunity otherwise. And then they're noticed by bigger teams - it's like minor-league baseball.