iStock_000003154367XSmall_1_.jpgBy Heather Chapman (New York City)

An introduction to a previously unknown person, whether in a business or social setting, generally starts the same way: names are exchanged, eyes meet, and a handshake seals the deal. Pretty standard, right? But, every now and again, especially in a business setting, you could find yourself in an awkward moment of silence, not wanting to offend and in a quandary as to the proper order in which to proceed with introductions.

Until relatively recent times, protocol dictated that a man be introduced first. The practice was carried over from medieval times, when the highest-ranking person in the room was always the person to whom someone was introduced. (“Your Highness, may I introduce His Grace, the Earl of Green,” for example.) With those times behind, the question still remains: who should be introduced to whom first? The most senior person, the man you work with, or the woman standing next to you? And, is it politically incorrect to introduce someone to a male coworker before introducing that person to a female coworker?

Read more

JWB_pic_1_.jpgby Liz O’Donnell (Boston)

Jewelle Bickford has an unusual resume for an investment banker. After marrying and having children in her twenties, she was a self-proclaimed housewife doing lots of volunteering. Eventually she went to work for then mayor of New York, Ed Koch. She thrived in her position and eventually transitioned to the private sector taking a position with Citibank. It was at Citibank that she got involved in the investment banking world, something she was well-suited to do. Eventually, she started her own company and sold it to the Rothschild Family. Today Bickford is one of the 21 worldwide Rothschild Group investment banking Senior Advisors. But not for long. As of April 1, she is retiring from investment banking to work with a family office business advising clients on investing. And from this brief overview, you can learn two important things about Bickford: One: she doesn’t sit still. Two: she knows how to weave her personal and business interests together.

Bickford is busy and she is committed. In addition to her demanding career, she serves on the Board of Directors of the SEC-registered Torrey Funds and the Board of Women for Women International. She is President of the Trisha Brown Dance Company and is a Trustee of Randolph Macon Women’s College and serves on the Business Committee of the Metropolitan Museum. She is a member of the Council on Foreign Relations and the Founder of the Task Force on the Council’s initiative on the role of women in economic and political development in the Middle East and South East Asia. She is also a member The Committee of 200, Women’s Forum and the Advisory Council of Afghan Women Leaders CONNECT, a Special Program of Rockefeller Philanthropy Advisors.

To sustain her schedule, Bickford works out with a personal trainer three times a week and jogs every day except Sunday. “It’s very important to find balance,” she says. Bickford has found her balance by adjusting the level of her participation in her pet organizations over the years. The not-for-profit world frequently refers to volunteers as doers, donors and door openers. “I’ve been all three,” she says. “Sometimes more and sometimes less.”

When it comes to her work with Women for Women International, Bickford gives more. She met Zainab Salbi, founder and CEO, of Women for Women International, during an event for the Council on Foreign Relations. Women for Women International provides tools and resources to women survivors of war, civil strife and other conflicts in countries including Iran, Afghanistan, Bosnia, Kosovo, Nigeria and Sudan.

The organization has helped more than 153,000 women survivors of war through direct aid, civil rights education, job skills training, and small business development. Women for Women has distributed $42 million in direct aid, microcredit loans, and other program services “Zainab invited me to lunch,” says Bickford. “I thought she was going to ask me to donate but she asked me to join her board.” The board meeting was scheduled immediately following their initial meeting. However, it was going to take place in Rwanda and Bickford couldn’t commit.

Eventually she did join the board and traveled with the organization to Rwanda in 2007.

“It was the most wonderful trip I have ever made,” she says. “It was a pleasure to meet women who survived genocide and were adopting orphans. It was beyond my wildest dreams.” Bickford, says what she has learned from working with these women is that the human spirit is indomitable. “Perhaps you have to tap into it and nurture it,” she says.” But it’s got to be in our DNA.”

Bickford is hopeful about the immediate future. “This is the beginning of a global movement where women in the developed world will adopt and help women in the developing world move ahead.”

iStock_000001988124XSmall_1_.jpgby Anna T. Collins, Esq. (Portland, Maine)

When President Obama signed the Lilly Ledbetter Fair Pay Act on January 29, 2009, critics declared the new law a pain for employers and a boon for trial lawyers. Now that it is easier for plaintiffs to file wage claims when they earn less than their counterparts, the naysayers exclaim, trial lawyers will take advantage of the new law by filing frivolous claims. Ironically, lawyers may not be merely the busy enforcers of this new law. What if they are the plaintiffs? The wage gap, after all, remains a curious reality in the legal profession.

The reality is striking at all levels of the legal profession, but especially at the equity partner level. After a 2008 survey, the National Association of Women Lawyers found that on average, women earn $7,000 less in annual pay than men at the associate level, $14,000 less if they are of-counsel, $23,000 less at the non-equity partner level, and $87,000 less if they are equity partners. In essence, women lawyers find themselves with an even shorter end of the stick as they advance further in their careers.

Paying attention to the wage gaps for lawyers is useful because of the unique nature of the profession. First, the legal profession has experienced increased female participation for the last 30 years. Before 1970, few women entered the profession. Today, women make up more than 40% of law school enrollment and represent about a quarter of the legal profession. In addition, employers are well aware that the advanced training women receive in law school is in no way different from that received by men. Due to such transparency, gender discrimination should be minimal – at least theoretically.

Read more

dollars.JPGBy Paige Churchman (New York City)

The overpaid executives have become a lightning rod for our rage. Everyone’s jumping in. The President calls them shameful. The Merrill Lynch cafeteria workers, who make about $410 a week (paid by their contractor Aramark), take to the streets with a picture of John Thain’s $87,000 area rug. The exorbitantly paid have gone from star status to villains. Not so long ago, Thain was hailed as “Mr. Fixit.”

The problem started sneaking up on us about thirty years ago. According to the Economic Policy Institute, in 1965 US CEOs in major companies earned 24 times more than the average worker. That seemed about right. The ratio had been around 20:1 for most of the twentieth century. Then in the late seventies the gap slowly began to grow, reaching 35:1 in 1979. But in the 1990s, the gap broke into a full gallop, hitting 275:1 in 2007. In other words, says the report, “a CEO earned more in one work day…than the typical worker earned all year.” Occasionally, when a study drew attention to the growing imbalance, there was some shock, but it didn’t stay on our radars. The economy was strong. A President spoke of “trickle down.” People were happy. Until the economy fell apart. Now the gall of those overpaid guys is all we hear about, and President Obama has just announced a $500,000 cap for executives at companies receiving the largest amounts of bailout money.

Read more

KeynoteAddresses by:

-ChristopherJ. Olsen, CRM, Systems Engineer, Principal, Lockhead Martin, Chief Records, CIA

-JohnW.Woods, Privacy and information Management Practice Litigation &Intellectual Property Practice, Hunton& Williams

KeynoteAddress:

2-4,2009 9 am – 10 am

ExhibitHours:

February2-3, 2009 10 am – 5 pm

February4, 2009 10 am – 3 pm

ConferenceHours:

February2 -3, 2009 10:30 am – 5pm

February4, 2009 10:30 am – 3 pm

For more information, or to Register

iStock_000005894685XSmall_1_.jpgby Liz O’Donnell (Boston)

Conventional wisdom might be to stay put if you are lucky enough to still be employed in this economy. But some workers are looking to make a move regardless of the economic outlook. According to a recent survey from CareerBuilder.com, 19 percent of workers say they plan to leave their jobs and look for a new one in 2009. More than 8,800 people filled out they survey and six-in-ten said the economy was not a deterrent in their plans to change jobs.

The reasons for wanting to make a change varied. Almost half of the survey respondents (49 percent) stated better pay and career advancement as the primary reasons for wanting to leave their current positions. Eighteen percent of respondents are looking for better work/life balance and twenty-three percent want more training and education than they are currently receiving.

Read more

istock_000005168521xsmall1.jpgContributed by Caroline Ceniza-Levine of SixFigureStart

When I ask new coaching clients to assess their interview technique, they never distinguish between phone and live interviews. Many clients don’t even realize that brief phone interactions are mini-interviews. Even when the phone call is scheduled in advance, some of my clients refer to it as a “screen,” as if this is something different or even less than an interview.

Make no mistake: telephone interactions are real interviews. Many times you can’t get invited for a live interview without passing muster by phone first. However, phone interviews are different than live interviews. Here are some telephone-specific tips:

Read more

Institutional Investor’s 3rd Annual Infrastructure Investment Forum will explore the ways that institutions can best access the benefits of investing in infrastructure, with a special focus on opportunities arising from increasing global demand for infrastructure projects of all types in all regions. This day and a half program will examine the risk-return characteristics of some of the more important types of infrastructure asset, what sectors and instruments are suitable for specific funds — and why, and how these investments can fit into most funds’ asset allocations for best performance.

For more information.

Space is limited. Apply for an invitation to save your place.

Women’s “On-Ramping” Career Seminar

Join your friends and other women at a career seminar where expert recruiters, hiring managers and career coaches will discuss:

1. How to translate the multi-tasking as a mom into business terms for hiring managers

2. The important components of a compelling resume and cover letter

3. What companies and roles have flexible work arrangements that make “on-ramping” gradually a feasible option.

100% of the proceeds benefit Dress for Success Morris County and are 100% tax deductible! Bring friends along! Any woman would benefit from the insights of our experts and there will be plenty of time to network over a glass of wine too!

View Evite

Jennifer_M._Blatnik_1_.JPGby Heather Cassell (San Francisco)

One of Jennifer Blatnik’s biggest challenges of being a mother and a rising star at Cisco Systems is the persistent tape of the “super mom.”

“The biggest challenge is overcoming the myths of being able to do it all at the same time,” said Blatnik, manager of product marketing of Cisco Systems, who recognizes that “there is obviously trade offs” and lessons learned along the way.

That doesn’t mean that Blatnik, 34, who has two young children, thinks women can’t have the whole package: an exciting career and fulfilling family life.

Read more