Voice of Experience: Aynesh Johnson, Head of the Office of Global Leadership and Diversity, Goldman Sachs

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Aynesh Johnson“Look ahead to other senior women who have gone through the experience and learn from them,” said Aynesh Johnson, Managing Director and Head of the Office of Global Leadership and Diversity at Goldman Sachs. But, she continued, “Be comfortable that you will be successful and do it on your own terms.”

Johnson, who has been with Goldman since the beginning of her career, is enthusiastic about the importance of leveraging mentors and sponsors throughout one’s career. But, she said, ultimately you are responsible for your own success.

“You have to be able to find support, but you are responsible for owning your career,” she advised.

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We Need Your Advice for 2011

Business people raising their hands with focus on mature ]womanBy Melissa J. Anderson (New York City)

As The Glass Hammer continues to grow, we want to make sure we’re still doing our best to inspire, empower, and educate you, our readers. In order to provide the most compelling, useful, and interesting news and information, we’re asking you to participate in the following poll. What do you want to see more of on The Glass Hammer in 2011? Your input will help us shape editorial content for the coming year – The Glass Hammer community is thriving, and your voice matters!

Click one topic that you want to see more of this year:

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Thanks for your input. If you have any other requests or comments about the site, please don’t hesitate to get in touch with me at melissa@theglasshammer.com or place your idea in the comments section below. Together we can continue to build an even more engaging community in 2011!

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The Cost of the Corporate Closet

iStock_000008050157XSmallThis article originally appeared on EvolvedEmployer.com, our new website about innovative workplaces – corporate diversity, sustainability, and responsibility.

By Melissa J. Anderson (New York City)

The United States has finally repealed its infamous military “Don’t Ask, Don’t Tell” policy regarding gay men and women in uniform. Yet many LGBT individuals within America’s corporate space are still under similar DADT duress. The corporate closet drives individuals to keep mum on their personal life, which has real, tangible consequences for firms whose cultures aren’t “open.”

In today’s leading workplaces, the cost of the closet negatively impacts team relationships, employee retention and recruitment, and even client interaction.

Chris Crespo, Director of Diversity & Inclusiveness at Ernst and Young, said, “In our business, which is a business built on relationships, if you can’t be open and honest about yourself, it creates trust issues.”

Particularly in those industries where business is based on client relationships, like accounting, law, sales, etc., trust is a key ingredient for success. For example, law firm Shearman & Sterling recently released its own “It Gets Better” video, featuring some of its own gay employees. Only in a truly inclusive culture would the level of trust required to produce this kind of outreach be possible.

“We are very proud of our creative contribution to the ‘It Gets Better’ project,” said Anna Brown, Shearman & Sterling’s Director of Diversity. “Our lawyers and administrative staff members spoke candidly and from their heart, and I think that is why the video has been so very well received. The project is another example of our continued commitment, as a firm, to leadership in the LGBT community in this case as well as a broader commitment to global diversity and inclusion initiatives.”

As global competition for high performing employees increases, companies literally can’t afford to keep their LGBT employees closeted – they will leave for more progressive companies where they can be open and honest about themselves. Building an inclusive corporate culture has become a business imperative in the corporate space, and is likely to only grow in importance in the next few years. Here’s why.

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Movers and Shakers: Mary Bennett, Owner of MLBennett Consulting and Chair of the AICPA Women’s Initiative Executive Committee

MaryBennetBy Melissa J. Anderson (New York City)

“Something I often speak about is the invisible networking and advocacy structure that exists in every organization. For many years, I did not understand how robust this structure is. Women need to increase their awareness about themselves and the environment they work in – the work you do is only one part of career success,” advised Mary Bennett, owner of MLBennett Consulting and Chair of the American Institute of CPAs Women’s Initiative Executive Committee.

“Do the right people know that you are working on the right thing? It sounds political or harsh – but you really need to understand and build relationships with people who can advocate for you,” continued the 25-year accounting and consulting veteran. “This is not hard core political games but learning to access the natural structures that exist and drive an organization”

“These advocacy relationships exists at every organization, and women are often not aware of how robust the process is. They hear about it and shrug it off, but it really is an essential factor in a successful career,” she said.

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Confessions of a Former Sponsor – 7 Ways to Get Sponsored to the Top

IMG_3383EnhancedColorContributed by CEO Coach Henna Inam

The data is confounding and women are still missing out.

According to Catalyst research, companies with the highest representation of women on their top management teams had 34% higher Total Return to Shareholders than those with the lowest.  Yet, across all Fortune 500 companies, in the  2010 Census of women leaders shows women in top ranks are not making progress. Women CEO’s in the Fortune 500 has actually declined from 15% to 12%.

Lack of sponsorship appears to be a key factor driving insufficient advancement of women based on a Catalyst study. Men and women have equal number of mentors. However women miss out on sponsors (people who have the power to promote and often use that power and influence to advance careers and opportunities for others). So, the obvious question is: “How do I Get a Sponsor?”

As someone who spent the last 20 years in Corporate America, including the last few in the C-Suite (I was Chief Marketing Officer of a $2Billion company and, as President, ran over a $500MM P&L), I have had my share of being sponsored and of sponsoring others.  There were many times in my career that my sponsors took risks on me and promoted me, even before I thought I was ready for the job. The following are my insights on how to get sponsored to the top.
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35 Under 35: Louise Mor, Partner, Asset Finance, White & Case

Mor_LouiseBy Melissa J. Anderson (New York City)

Louise Mor, a new partner at the global law firm White & Case, is building a career in asset finance law. She has built a store of expertise in the global financing of aircraft and trains. And now, at just 34, Mor has recently been named a partner at the firm.

She advised young women in law to get involved as much as possible at the office. “Not only doing your work, but get exposed to other people. Try to get involved in wider things, like pro-bono work and marketing initiatives. It’s a great way to get people to know you – to know your face. Get your face out there all the time.”

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Voice of Experience: DiAnne Calabrisotto, Chief Operating Officer and Chief Compliance Officer, The Williams Capital Group, L.P.

DiAnne CalabrisottoBy Elizabeth Harrin (London)

DiAnne Calabrisotto wanted to be a graphic designer or a paralegal when she grew up, but reluctantly settled for a job as a receptionist at Prudential Securities in 1984. Since those early days, Calabrisotto has risen through the ranks to the C-suite, and is now Chief Operating Officer and Chief Compliance Officer at The Williams Capital Group, L.P., a leading boutique investment banking firm in New York.

“Working at a boutique firm allows me, on the one hand, to have creative input on challenging special projects. On the other hand, I deal with a lot of legal and regulatory issues, working closely with top-notch attorneys at prominent law firms,” she says. “I never thought I could combine my two passions on Wall Street.”

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