- Sun 22nd Jan, 2017
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- Tai Lopez, Adrian Morrison, Russell Brunson, John Crestani - over 37 courses! | eBay
KT: I actually love the whole spectrum, even the hybrids, and I think they all have their place. Do well in your chosen field. Because however much money you earn and give back in the end, it is not as powerful as preventing the harms in the first place. Fair lending is there because there was so much unfair lending for so long. But nothing less will suffice, so we just have to be down for that, and keep chipping away at it if we can.
Sun 22nd Jan, 2017
Can you talk about that decision and how you think for-profit models address problems differently than nonprofit models in philanthropy? What destruction is, to me, is tilling up half of the Great Plains, killing all the myriad microorganisms under the ground, and. I think we are going to have to hold to these really high ideals. How do you see the role of business evolving over the coming decades? I think we still could have a lot of really good nonprofits in our midst with a business mindset.
Why do you work so hard, and what is your personal purpose? Measure for accountability.
Create a great culture. The reason I work is that I actually feel very connected to this world, like the world is my community. I am inspired by challenges, but even more by solution sets.
You must have a lot of people asking things of you and trying to get your attention. What gets you excited? How do you decide what gets your attention?
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People my age kind of pooh-pooh younger people, network effects, technology, devices, but I get very excited about how next-gen solutions and next-gen actors are engaging. I think they get created by vision and inclusion and remarkable constituencies coming together. So I always try to favor those things. What is the best piece of advice that you would give to the younger generations? Create nonhierarchical organizations. Or, to put it in the positive, put different and more people in charge and really distribute power as much as you can.
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KT: Honestly, I almost feel like I could get much more advice from them. They seem very, very entrepreneurial and innovative to me. I feel like they have a lot of opportunity and so that allows them to feel that way. Working together is not only enriching, but you yield a better solution set. Go for flat organizations. KT: Young people, and scientific and knowledge gains — the computing power, the bigger, cleaner datasets, incredible technology advances, incredible medical advances.
All of that could be used for terrible things but for the fact that I love these young people. That might be me someday. We need to fix the problem — and widen the conversation beyond gender. I was with a group of female philanthropists discussing socially responsible investing and microfinance as tools for poverty alleviation. Kiva was clearly a game-changer in the socially responsible investing space, but it was mostly working in developing countries. We lamented that meanwhile, here in the US, women-.
Despite the still-dire statistics around investment in women see below , the situation has actually improved a lot since then. The concept of a gender lens has grown to include direct investments in womenled ventures and is seen as an opportunity to aim for better performance. The term has become relatively well known in impact investor circles, and is being used in mainstream financial firms like.
As gatekeepers to power and opportunity, when we think critically about which ventures receive financing, the conversation needs to go much deeper than gender.
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We need to be talking about parity around race, for example, and making. This summer we will be having firepit chats. Will you join us? Sign up at peakchange. We need to, all of us — even us white ladies. She also serves as managing partner at PeakChange, an impact investing advisory firm based in Colorado that promotes innovative, business-driven solutions for future sustainability. Learn more at peakchange. Additional research and writing help from Emily Winslow.
Black female founders made up just 0. Obviously, these problems run deeper than funding. To create real change, we need to work across systems — financial, political, corporate, and philanthropic. And we need to work in a cohesive way, with consistent messaging and branding. Natasha Lamb, director of equity research and shareholder engagement at the Boston-based investment firm Arjuna Capital, is on a mission to address the gender-based pay disparities prevalent throughout the tech world.
Using the shareholder proposal, Lamb, 33, has brought the issue of genderbased pay equity to nine of the largest tech companies in the world, and is achieving dramatic results. We spoke with Lamb about the process, the business case for pay equity, and what gave her the courage to fight against the largest companies in the world.
On a basic level, what is shareholder engagement and activism? One of the ways that we do that is through shareholder engagement and activism. The tool that we use most often for that is the shareholder proposal. Can you tell us about your most recent shareholder engagement piece?
NL: In , we filed a first-of-its-kind shareholder proposal asking eBay to report on and close the gender pay gap. We did that because eBay is a tech company, and tech companies have a diversity problem and a women problem. However, they could actually improve performance and their ability to innovate because gender-diverse teams are shown to be a key contributing factor of innovation and performance [see page 10]. We filed a shareholder proposal with eBay and their board opposed the proposal, which was an ill-timed opposition. They did so about 48 hours before Patricia Arquette made a rallying cry for equal pay for equal work at the February Academy Awards.
They continued to oppose it. The proposal went to a vote last May, and 8 percent of shareholders voted for the proposal — that was the baseline for where we started this campaign. The first company we engaged with was Intel, and we were able to withdraw our proposal because Intel reported that they had percent gender pay equity and that they were committed to keeping that gap closed.
They stepped out as a leader in this space. The next proposal we had was with Apple. However, other companies were more defensive, as eBay had been in the prior year. Amazon opposed the proposal at the SEC. They argued that the concept of the gender pay gap was too vague for shareholders to both understand and vote on, which was both a ridiculous argument and a losing argument.http://pierreducalvet.ca/53543.php
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The SEC upheld the proposal and it was set to go to a vote. In the meantime, Amazon backpedaled and committed to be transparent and close the gender pay gap. The next company we worked with was Expedia, which made what I would consider one of the most comprehensive commitments to date. They agreed to write the report that we asked for and to report out on all compensation components, including base compen-.
That was very exciting. We were able to withdraw there as well. Since then, Microsoft has been transparent and committed to close the gap.
We saw Facebook, the day before Equal Pay Day, come out and say that they pay men and women the same, although their disclosure was very weak and they did not give any quantitative disclosure or detail as to the components that they were reporting on. That proposal will go to a vote. We kept that proposal on the ballot because we felt that [their response] set a poor standard for other companies reporting. Then, most recently, at eBay, the proposal went to a vote [on April 27, ]. Fifty-one percent of votes cast were in favor of the proposal.
Tai Lopez, Adrian Morrison, Russell Brunson, John Crestani - over 37 courses! | eBay
What I would say explains that is the incredible momentum of all of the other companies stepping out and committing to pay women fairly. There was really a sea change. On the same day, eBay came out with a statement and said that they were committed to writing the report that we asked for in the proposal. We have two more proposals that are going to a vote in June: Facebook and Google. Women are no longer willing to live with this black box around compensation.
Thank you on behalf of women everywhere! Can you tell us more about why you specifically targeted the tech sector? NL: I really wanted to address the structural barriers that keep and that have kept women from moving into leadership positions. When you look at the technology industry in particular, you see that there is a glaring gap in female leadership.