Rutgers Center for Women in Business (CWIB)

For too long, the voices of women of color have been overlooked in the wig industry. Bozoma Saint John asked a simple yet revolutionary question: “Why is wig lace always light in color?” The answer? “Because no one asked us to make it differently.” This is why diversity in leadership matters. As both a founder and a consumer, Bozoma recognized the need for change and created Eve by Boz to fill that gap. From reusable silk bonnets to wigs designed for every shade, the brand celebrates inclusivity and care in every detail. It’s not just about products, it’s about rewriting the narrative. Eve by Boz is setting a new standard for representation in beauty and beyond. At the Rutgers Center for Women in Business (CWIB), we’re inspired by leaders like Bozoma who challenge industry norms and redefine success. Through mentorship, community, and advocacy, we empower women to build their own impactful legacies. Read More here: https://lnkd.in/eGXzvDWf #EveByBoz #InclusiveBeauty #RepresentationMatters #RutgersCWIB #LeadershipInAction

Cheers to a successful Sip, Save & Shine Event! ?? ? Thank you to all of our alumni and friends who joined us for an unforgettable evening! We explored wealth-building strategies while enjoying exquisite wines that mirrored our financial journeys. Highlights - Wine Tasting: Each wine represented a unique financial milestone. Expert Insights: Huge thanks to Tracy Byrnes, CDFA? and DeAnn Cavagnaro for sharing invaluable wealth strategies! Professional Headshots: We loved seeing photographers Nicole and Lewis capture our attendees' best selves! Let’s embrace the journey ahead with confidence and purpose, making choices that lead us to a brighter financial future! ?? Lisa Kaplowitz #financialplanning #winetasting #networking #rutgers #cwib

Thank you, Gretchen Gavett, senior editor at Harvard Business Review, for including our CWIB research, conducted by Lisa Kaplowitz and Kate Mangino, on the value Caregiver Employers bring to the workplace. In her article, Gavett discusses the significant role of caregivers among employees, highlighting that 73% of U.S. workers have caregiving responsibilities, which can impact their productivity and job satisfaction. It emphasizes the need for employers to recognize and support these employees through various strategies: ?? Recognizing Value: Caregivers often possess valuable skills like empathy and problem-solving, which can enhance workplace culture and productivity. ?? Gathering Data: Companies should collect information on how caregiving affects their workforce to tailor support effectively. ?? Understanding Caregiving: Caregiving extends beyond childcare; it includes responsibilities for elderly parents, siblings, and others, necessitating a broader understanding of employees’ needs. ?? Adapting Policies: Organizations are encouraged to create flexible policies that normalize caregiving leave and reduce stigma around discussing caregiving responsibilities at work. ?? Advocating for Public Policy: Calls for better public policies should be in place, such as paid leave and affordable childcare, to support caregivers’ needs. By implementing these strategies, companies can foster a more supportive environment for caregivers, ultimately benefiting both employees and the organization as a whole. Article: https://lnkd.in/ed_xy4dd #caregiving #productivity #workplace #cwib #research

A recent Rutgers Center for Women in Business (CWIB) study by Terri Kurtzberg and Mason Ameri sheds light on the stigma disabled individuals face during negotiations. This research reveals how societal biases can undermine the negotiation power of disabled employees, impacting their professional success. Key findings are below: ?? Stigmatized Perceptions: The study shows that the traditional image of a successful negotiator—confident and competent—often clashes with societal views of disabled individuals. This misalignment can lead to negative assumptions about their abilities. ?? Impact of Gender and Disability: Men: Those with visible disabilities were rated higher in integrity and competence than men without disabilities and women, with or without disabilities. These men were also thought of as “more warm, likable and competent than other.” Women: The perception of competence and trustworthiness significantly dropped for women, especially those with mental health disabilities. ?? Double Bind for Women: The findings highlight a troubling “double bind” for women with mental health disabilities, who face heightened stigma that affects their negotiation outcomes. Disabled employees may possess the same skills as their non-disabled peers but still face biased performance evaluations. Managers should not just acknowledge the existence of bias but actively confront it to fully recognize the valuable contributions that disabled employees of all genders offer. Kurtzberg and Ameri make the following recommendations: ?? Reinforce learning opportunities beyond one-off anti-bias sessions ?? Improve performance evaluation systems to reduce bias ?? Adopt disability inclusion, along with sponsorship, at all levels ?? Conduct regular inventories of workplace practices At CWIB, we advocate for the support of employees with disabilities, as it fosters equity and boosts workplace diversity and innovation, ultimately helping to attract and retain top talent. Full article here: https://lnkd.in/egDEYKVa #disabilityawareness #inclusion #negotiation #research #equityinworkplace #cwib

"A bottom-up approach to #AI adoption can drive real innovation and inclusion," says Francine Katsoudas, Cisco's Chief People, Policy, and Purpose Officer. In today's rapidly evolving tech world, Cisco is empowering employees as “power users” to shape AI’s role in their daily work, enhancing productivity, and fostering a truly inclusive environment. By focusing on reskilling and mentorship, Cisco—and industry leaders like Google, Intel, and Microsoft—are setting new standards for responsible AI use, while creating pathways for employees to influence and benefit from tech transformation. This approach emphasizes the need for a skills-based focus in talent acquisition and ensures an inclusive culture, reducing bias and unlocking diverse potential within the workforce. As Francine Katsoudas highlights, building community and peer-based support is essential to retain diverse talent, especially in roles affected by AI. At the Rutgers Center for Women in Business (CWIB), we agree with the need to focus on upskilling women, and all workers, to stay on top of the latest technology. Read More Here: https://lnkd.in/eE8rGkvh #AIForGood #TechInnovation #InclusiveWorkplace #WomenInTech #FutureOfWork #RutgersCWIB

How can we move beyond buzzwords and take real, measurable action? Despite how often we hear the acronym, diversity, equity, inclusion, and belonging (DEIB), it is still too often misunderstood or reduced to empty words in the workplace. Data from Great Place to Work underscores that DEIB is more than just good intentions—it’s good business. Companies that actively integrate DEIB principles outperform their peers, with some even tripling their stock market gains. When marginalized employees feel valued and supported, it doesn’t just lift morale—it builds resilience. In fact, while the overall market dropped 36% during economic downturns, companies that prioritized DEIB reported a 14% increase in stock performance. Employees who feel included are 1.8 times more likely to stay with their company, while those who feel they belong take 75% fewer sick days and perform 56% better, delivering real value to the bottom line. Building a people-first culture doesn’t happen by accident. At the Rutgers Center for Women in Business (CWIB), we know that building diverse and inclusive workplaces isn’t just the right thing to do, it also improves business results. Full Article: https://lnkd.in/eS7R6n3G Image Credit: MSN | Fast Company #DEIB #WorkplaceInclusion #RepresentationMatters #EmployeeEngagement #InclusiveLeadership #RutgersCWIB #FutureOfWork

?? Calling All Alumni and Friends! ?? Join us for our Sip, Save & Shine event on Wednesday, November 20th! This unique event is designed to help you maximize your wealth at every stage of life—all while savoring exquisite wines perfectly paired with each financial milestone. ???? The Journey: ??Starting Out: Kick things off with a crisp, young white wine as we explore the importance of early financial planning and laying the groundwork for future wealth. ??Building Wealth: Enjoy a robust red wine while we dive into strategies for growing your investments and making savvy financial decisions during your peak earning years. ??Preparing for Retirement: Savor a mature, full-bodied wine as we discuss securing your financial future and ensuring a comfortable retirement. Just as wine enhances a meal, thoughtful financial planning enhances your life. Discover how to maintain and enjoy your wealth throughout your lifetime. This is a 21+ event, so bring your friends and toast to a brighter financial future! ??? Don’t miss out—reserve your spot today! Link to get your ticket: https://lnkd.in/e_mt2jW9 #rutgers #cwib #financialplanning #networking #headshots #personaldevelopment

?? Missed the Action? ?? Our recap of the 2024 Conference: “Reimagining the Advancement of Women” is now live! This inspiring event delved into themes of power, inclusion, and leadership, highlighting how women can thrive in the workplace. We brought together academic scholars, industry leaders, and innovative thinkers to share strategies for advancing women in today’s dynamic work environment. Check it out and let us know your thoughts! We hope you find these sessions as inspiring and insightful as we did. Watch here: https://lnkd.in/e-sVp9Wz #rutgers #cwib #conference #DEIB #gender #power

Startups often promote flat hierarchies in recruitment to attract diverse talent by emphasizing autonomy and flexibility. However, new research from the Strategic Management Journal reveals that for many women, references to flat hierarchies can have the opposite effect, deterring them from applying. Women in the study associated flat structures with “boys’ club” cultures, heavy workloads, and limited paths for career advancement — leading to concerns about workplace inclusivity and upward mobility. The findings underscore the need for companies to go beyond one-size-fits-all structures and work toward more targeted, inclusive recruitment strategies. At the Rutgers Center for Women in Business, we support companies in building recruitment approaches that resonate with and appeal to talented women candidates. Read More Here: https://lnkd.in/eYtkUyaY #GenderEquity #RutgersCWIB #DiversityInLeadership #InclusiveRecruitment #WomenInBusiness #Startups #CareerAdvancement #EmpowerWomen #FutureOfWork

Once again, a woman has pursued the highest office in American politics, coming close but ultimately falling short. Kamala Harris’ candidacy highlighted the strengths women offer—such as adept fundraising and resilience in campaigning—while also exposing the significant challenges and unequal expectations faced by women, particularly women of color. However, the 2024 elections also brought notable victories for women. The Center for American Women and Politics reminded us this morning that women have made significant strides, with an increase in representation across various political offices, including the U.S. Congress and state legislatures. This progress underscores the importance of continuing to advocate for women’s leadership in all areas of governance. Here are some milestones that were shared: - Angela Alsobrooks (D-MD) will be the first Black woman to serve in the U.S. Senate from Maryland. - Lisa Blunt Rochester (D-DE) will be the first woman to serve in the U.S. Senate from Delaware. She is also the first Black woman to represent the state in the Senate. - With the success of Angela Alsobrooks and Lisa Blunt Rochester, the U.S. Senate will for the first time have two Black women senators serving simultaneously. - Yassamin Ansari (D, AZ-03) will be the first Middle Eastern/North African woman to represent Arizona in the U.S. Congress. - Julie Fedorchak (R, ND-AL) will be the first woman to represent North Dakota in the U.S. House. With Fedorchak’s success, just one state still has never sent a woman to the U.S. House: Mississippi. - Sarah McBride (D, DE-AL) will be the first openly transgender person to serve in the U.S. Congress. She will hold Delaware’s at-large U.S. House seat. - Thirteen women (8D, 5R) will serve as governors in 2025, marking a new record (previous record: 12, first set in 2023). While we celebrate these achievements, we must recognize that there is still significant progress to be made. The journey toward parity continues, and at the Rutgers Center for Women in Business, we remain committed to fostering a future with more women leaders. Source: https://lnkd.in/eMJ9ZPBq #CAWP #2024election #rutgers #cwib #women #leadership