Enable every woman who can work to take her place on the labour front, under the principle of equal pay for equal work.
Nobody wants to hear my political views... so I won't be talking about that. But on diversity, nobody in this company has worked harder, done more and resourced it better than me.
The power lunch is no longer just for men. We all deserve a seat at the table.
It's important to remember that finding a job is only the beginning of a smooth transition to civilian life for our troops - as employers, we must also ensure their ongoing success.
As a major economic force worldwide, India and Indian companies have the opportunity to set the standards in Asia in terms of women's right to decent work.
I like the fact that glass ceilings are breaking all over.
The biggest deficit in terms of gender equality at Ozon lay in our IT department. So we made a decision, along with our key IT leaders, to remove all filters and systemically interview all the women who apply.
Over time, diversity has come to be acknowledged as an essential enhancer of corporate productivity, performance, and talent engagement.
I realized that being that No. 1 on the call sheet sets the tone. That knowledge, it's important to me that everyone - not just actors, not just myself, but everyone - have a workplace that they enjoy, where they feel respected, that they have creative input, and that they feel is a place that they're excited to go to work.
Most importantly, we want to create a company where every employee can bring their whole selves to work.
When you see white, cisgendered, heterosexual men having conversations about gender identity where they go, 'Oh, those are your pronouns? OK, great. Let's get back to work,' it allows other people to say, 'Maybe if they can do it, I can do it.'
My hope in writing 'Lean In: Women, Work, and the Will to Lead' was to change the conversation from what women can't do to what we can.
I'm not surprised about the lack of women on boardrooms. They were only emancipated 200 years ago, and historically, men have dominated. I welcome women as long as they qualify for the job.
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.
Being transparent about parental leave and pay policies will help build a workplace culture where men also feel supported in taking on their fair share of caring responsibilities.
I think it's important that we challenge the idea that women who have babies are not fit for work and don't have value. There is massive pregnancy discrimination, in parliament and right across society.
And so when I moved to IBM, I moved because I thought I could apply technology. I didn't actually have to do my engineer - I was an electrical engineer, but I could apply it. And that was when I changed. And when I got there, though, I have to say, at the time, I really never felt there was a constraint about being a woman. I really did not.
There have always been men of all background and ethnicities on my father's job sites. And long before it was commonplace, you also saw women.
We want for everyone to be treated with dignity and respect in any situation. And so we've been thinking about how do we use our platform to empower women. More than half of our hosts are women, and many are using the extra income to start their own businesses.
I think what you're seeing is a profound recognition on the part of the American people that gays and lesbians and transgender persons are our brothers, our sisters, our children, our cousins, our friends, our co-workers, and that they've got to be treated like every other American. And I think that principle will win out.
I've had a very full and lovely career so far, and I can't honestly say that I've ever really found myself in a man's world, struggling for an identity or trying to prove something.
The simple act of recognizing diversity in corporate life helps us to connect the great variety of gifts that people bring to the work and service of the corporation.
Forcing companies to recruit away from the golf course might lead to the appointment of more women from NGOs and academia and medicine, all of whom are likely to understand such concepts as stewardship and sustainability much better than men picked from the usual hunting grounds.
No matter what the figures are in the workplace in terms of wages, you either feel a valued member of your staff, or you don't.
As women, we're presented this false choice that is either our children or our work. But I don't think I fully understood the paradox until I had a child. I bring my son to work and let other parents do the same. I am very intentional about the workplace that I create, and my son is a big part of that.
