Carmilla Tan On Finding Your Mentor (And Eventually Becoming One)

Finding mentorship and receiving peer guidance can be difficult for women. Unlike men, women tend not to ask for these mentoring experiences and rely on different forms of networking. She Spends sat down with Carmilla Tan, FSA, MAAA, senior vice president of analytics at Brighton Health Plan Solutions, the health plan management division of Brighton Health Group, to discuss how women should network and find mentors. She particularly found success with creating two women-oriented support groups. Tan has three mentors and three mentees. She shared her tips with us on finding both.

 

When we spoke last, you mentioned that Lean In by Sheryl Sandberg served as a huge inspiration. How did the book make you want to take action?

I was very inspired by the book, and I thought, I can’t be the only one who stresses out about work life, about succeeding and going to the next level while also caring about carpooling for my kids. For school, in some places, they’ll schedule the PTA meeting in the middle of the day. If you’re a working mom, there’s just no way to get there. I thought I can’t be the only one with this angst. My train station is Dobbs Ferry [in Westchester County, N.Y.] and I would take the Metro North into the city. I would notice that there would be a whole bunch of women who looked exactly like me, trying to catch the train. When it was time for me to put a Lean In group together… I actually sort of scoped out the women who were taking the 5:59 train with me. There’s this implicit thing, at 5:59 in the morning, you don’t talk to one another. I found a way to find these women somewhere in the community and said, “This is so random, but would you be interested in going to this Lean In meeting?” Sure enough, there were at least 12 of us who get together regularly every three months. The key to a successful Lean In meeting is actually wine. Aside from the Lean In book, I felt I couldn’t be alone going through work life, and I did something about it. I formed another group also. In the workforce, not everyone has kids, not everyone has a partner, but there are women who are obviously trying to rise above where they are.

 

---------------------------------------

"That’s a whole bunch of powerful women that just walked out the door."

---------------------------------------

 

Is the Lean In group a place to vent or a place to receive actionable tips?

No, it’s actionable. Our group, we call it our “safe space.” There are rules. The industry is small, so you’re not supposed to share anything outside the walls of the boardroom we’re in. Whether it’s, “I want to make partner the next round” or “How do I make managing director?” or “I’ve been in this place for a long time. It’s time for me to look for a job. Does anyone have good leads?” Part of it is just the feedback of, “I tried out for this job and this is what they said.” The other women will say you learned something, but next time you should consider these three other things: Why were you not considered? What are the skills and how do I prove to you I have those skills? Is it references? Is it being more published?

 

Do you find that the women in your Lean In group are all among the same age or same place in their careers?

I think we’re mostly the same age and in the same field. What I’ve noticed from the Lean In group I have back in Dobbs Ferry, there were some who were from the same company, there were some who are lawyers. After a while, it’s good to have a group who’s in the same field you are. You don’t even need a Lean In group, exactly. It can be any organization or any gathering of women. My group in my town, we early on said we did not want a Lean In group with teachers or nurses, because we could not identify with that lifestyle. We also said doctors; we don’t have anything in common with them. We were looking for a certain kind of professional background that dealt a lot with men.

 

Have you been seeing that your male coworkers are supportive of these groups or aware of them at all?

Well the best thing with my second group is we had our first meeting in the boardroom. There were some guys working late. When we were done, someone in that group of men said, “That’s a whole bunch of powerful women that just walked out the door.” 

 

Why aren’t women asking for mentorship?

It goes back to not being shy. Especially women, we have a tendency not to ask for help because of pride and to be stronger than guys. Guys have their networks too. We’re probably just not aware. It could be tennis or golf or whatever. I found that if I could do this again, I would have asked earlier.

 

How do you find a mentor and ask them to take on that role? How many mentors do you need?

You need several. One is not enough. You actually need at least three or four in different fields, so when the time comes and you need some help or advice, you’ll have different perspectives to bounce around with. You should be very direct in asking for a mentor or someone you would like to call on. Just be very direct. Have some sort of relationship so it can’t be cold calling. Say, “I would appreciate some guidance as I navigate through my career. I would like you to consider being my mentor. This means that every three months I will check in with you if you will be gracious enough to free up 30 minutes in your calendar or I can take you out to dinner or coffee, and I’d like to bounce off some ideas for what I’m thinking about for my career.” What’s two hours in a year? Mentors are very important, because aside from giving you advice, they can open doors for you, whether that’s connections or access to certain events. Sometimes you don’t even know what you’re asking for but at least they’ll keep you in mind when some opportunity comes up. Don’t be shy and be very upfront about the request. You’re not apologizing. It’s an honor to be asked to be a mentor. Mention what the time commitment is. Before you leave the last meeting, you actually want to say, “Thank you for this time. Can we look at calendars now and let's set up the next one three months from now.” If you can do it, face to face, even better.

 

Can you speak to the importance of women mentoring women and why it’s important?

Years ago, when I worked for a consulting firm, there was a woman who pulled me aside when I got pregnant and said, “Regardless of what these nice guys tell you, never bring your baby in because people will not be able to get that mental image out of their minds of you being able to stay late and getting that cushy assignment.” I know the world has changed since then, but I really appreciated that advice. When you think about some of the pitfalls that women navigate from, why reinvent the wheel?

 

What else should women know?

You should also consider being a mentor yourself. You may be in the phase in your life where you think, “What do I have to offer? I need a mentor.” Aside from receiving mentorship, you also need to give mentorship advice. Whatever stage in life you are, there is someone who needs help and can benefit from advice. I would also suggest being a mentor to someone else: high school kids, the summer intern. Don’t feel you need to be 100% qualified to take that role on. Women think they need to be 100% qualified to take the job, and guys think they only need to be 68% or some low number like that to be qualified to take on a role. Same thing with mentorship.

- Amanda Eisenberg / She Spends Issue #25

Reps_Divider (1).png

Rock the Street is Encouraging High School Girls to Invest

Feeling excited about last week’s feature on Girls Who Invest? We have another awesome group for you to get excited about. 

Rock The Street is a nonprofit that teaches high school-aged girls about personal finance, investing and careers in finance. 

The group was founded in 2013 by Maura Cunningham, who previously worked on Wall Street and in financial institutions for 25 years. 

In a phone interview with She Spends, Cunningham says she founded the group to educate young girls on careers in finance. 

“There’s a major disconnect in how the industry recruits girls,” Cunningham says. “Rather than telling them how they can affect change, we just tell them how much money they make.”

Girls need more of an incentive - like changing the world - when they pick a career, she says

The program is offered in high schools in several cities, including Charlotte, Chicago, Dallas, Fort Worth, Memphis, Nashville and New York. 

“All of our instructors are female financial professionals,” Cunningham says. “They can walk the talk. They are comfortable with numbers and have satisfying careers.”

While none of the program’s participants have entered the workforce yet, Cunningham says the group has already made major headway. About 84% of its participants increased financial literacy, and 72% of the girls indicate that they are very or extremely likely to at least minor in business, finance or economics.

While most She Spends readers won’t benefit directly from the program (unless we have some high schoolers up in here, in which case, get it girl!), there are ways to support Rock The Street. Readers can volunteer for the program in any of its currently operating chapters or help Rock The Street launch in new cities, Cunningham says.

Additionally, if you have some extra cash on hand, consider making a donation to the group. 

“The No. 1 reason that girls state that they’re not going into STEM is because they don’t see women in those professions and they don’t see their girlfriends choosing those jobs,” Cunningham says. “We have to show them that they exist.”

- Alicia McElhaney / She Spends Issue #24

Reps_Divider.png

We Love Girls Who Invest

We’re so excited to share an amazing group with you today. We spoke to Kathleen Powers Dunlap, CEO of Girls Who Invest, about bringing more women into the asset management industry.

Girls Who Invest educates more young women how to close the gap between men and women working in asset management through internships and mentorship. 

So what exactly does an asset manager do? They invest money on behalf of institutions like pensions or endowments, and very few women work in the industry, especially at high levels, Dunlap says. 

“The asset management industry has failed to keep pace with other industries,” she says. “They’re missing out on all the intelligence and creativity that women can bring to the table.”

There are so many barriers to entry for young people, especially women in the asset management industry. That also includes knowledge about asset management. 

“Financial awareness and literacy are not taught in schools,” says Dunlap. “There’s a huge lack of awareness.”

Not to mention, the industry suffers a negative perception, especially among the liberal arts majors Girls Who Invest targets. 

“There’s still a very negative perception of our industry,” says Dunlap. “When young people think of our industry, they think of Bernie Madoff. We really need to try to change those negative impressions.”

Asset management, according to Dunlap, is an opaque career choice. It doesn’t have a clear path of schooling in the way becoming a doctor or lawyer does. Enter Girls Who Invest, which provides an internship program, mentorship and an online certification for women who are interested in careers in asset management. 

So what’s in it for women? 

“The thing I find really appealing is that the asset management business is a meritocracy,” says Dunlap. “It’s all about performance.”

That’s true: An asset manager is often judged on whether she can increase investment returns, even by a few basis points (one hundredth of 1%).

Want to up your game? 

Consider applying for either the Girls Who Invest summer program or the online education seminar. 

If you’re not in college, you can support the group by sharing on social media to help Girls Who Invest expand its reach. 

- Alicia McElhaney / She Spends Issue #23

download.png
Reps_Divider.png

Women Are Dominating The Health App Space

Have you ever been to a doctor who dismissed your health concerns?  For years, women’s needs haven’t been adequately met by traditional health providers and are even treated less aggressively in their initial treatment than men; Joe Fassler wrote in The Atlantic about how his wife nearly died from ovarian torsion because her pain was not taken seriously at the emergency room.

Now, women are beginning to solve this problem with a new crop of health apps. Three female-founded apps in particular have caught our attention: Maven, Clue and askTia. 

Maven, founded by former venture capital investor Katherine Ryder, is a digital health clinic that offers quick checkups. The app gives users access to nutritionists, mental health professionals, prenatal and postpartum providers, along with pediatrics and general health checkups, for fees often lower than your copay. You can schedule video appointments and send messages to doctors through the app. 

In June, the app raised $11 million in series A funding from venture capitalists, which means it’s on track to grow. 

Meanwhile, askTia, founded by Carolyn Witte, a former Google employee, and Felicity Yost, a former product manager at Owler, is an on-demand health consultant that can point you in the direction of appropriate birth control methods for your needs. 

The app is in beta right now, which means the product is fairly stable but still being tested rigorously, but it’s available for download in the App Store. You can chat with its bot to learn about different sexual health needs women have and new types of birth control. 

Also operating in the sexual health space, Clue is a period tracker for the data driven. Founded by lifelong entrepreneur Ida Tin the app allows you to track daily symptoms and predicts your cycle based on how you feel. You can even add a partner to the app so they can predict your menstrual cycle as well. 

By July, the app had roughly eight million active users. 

What are your favorite health apps founded by women? Share with us on Twitter or Instagram!

- Alicia McElhaney / She Spends Issue #22

Reps_Divider (1).png

Male Analysts Have More Advantages Than Women, Yet Perform Similarly

Although male and female analysts on Wall Street succeed at about the same rate, men are apparently reaping more benefits from their connections than women are, a new report shows. 

The report, Does Gender Matter on Wall Street?, found that while connections in the industry improve both men’s and women’s job prospects, the effect connections had on men’s prospects was two or three times larger than the impact they had on women’s jobs in the industry. 

This can impact anything from an analyst’s ability to predict stock market outcomes to their ranking on major trade publications’ yearly reports. Many analysts’ jobs hinge on those reports, so it matters that they succeed at making these connections. 

Despite women making up only 12% of the analyst workforce, the same percentage of men and women were elected to be “star analysts.” 

Interestingly, “female analysts appear to have stronger educational backgrounds than male analysts.” But, the report noted, they are given a slightly lower workload than men. 

While women and men are succeeding at the same rate, men appear to be using their connections at a greater rate than women.

This, unfortunately makes sense. Have you ever tried to connect with a man in the office who just wanted to discuss the latest sports game? Or worse, have you actually been interested in that conversation, only to be brushed off because “women don’t know sports.” 

As the report notes: “If men benefit more from connections on both fronts, their advantages can persist and even widen as their careers progress.”

- Alicia McElhaney / She Spends Issue #21

giphy (9).gif
Reps_Divider.png

We're Obsessed with Jemele Hill

We have a new heroine this week, and she’s crazy cool. 

Jemele Hill, co-host of SportsCenter on ESPN, called President Donald Trump a white supremacist this week on Twitter. Honestly, the comment was appropriate given Trump’s statements on everything from former President Barack Obama’s birthplace to his deafening silence on Charlottesville, Virginia. 

What made Hill stand out was that the White House called her comments a “fireable offense” the next day. In other words, the president’s spokeswoman, Sarah Huckabee Sanders, was calling for a critic of Trump to be fired from her job. So much for free speech. Despite being attacked by the White House, Hill has not deleted her tweets. Instead, she took to Twitter once again, issuing a statement. 

"My comments on Twitter expressed my personal beliefs," Hill tweeted. "My regret is that my comments and the public way I made them painted ESPN in an unfair light. My respect for the company and my colleagues remains unconditional."

Hill’s actions have brought up a few key issues. The first, obviously, is that the White House should not be dictating who is employable based on whether or not the criticize the president. 

But at a deeper layer, we have a woman - a black woman, no less - taking on this job that many see as a role that is traditionally filled by men (and yes, we know that thinking is problematic). We have to wonder if the criticism not only comes from true outrage, but also because people are uncomfortable with a black woman speaking up. 

ESPN tried to keep Hill off the air on Wednesday night, but her co-host, Michael Smith, refused to do the show without her; ThinkProgress’ Lindsay Gibbs reported that ESPN made efforts to replace the black hosts with two other black ESPN hosts -- and they didn’t bite either.

- Alicia McElhaney / She Spends Issue #20

jemele-hill-espn.jpg
Reps_Divider.png

Laura Deming Is Our New Venture Capitalist Heroine

Venture capitalist Laura Deming is doing really cool things.  

The 23-year-old announced in late August that she closed her second round of investments in her venture capital fund, Longevity Capital, after raising $22 million from investors. 

Venture capital funds like Longevity focus on providing money to early stage companies that are often still researching their products. Longevity put the first fundraising campaign - worth $4 million - they completed to work at five biotechnology companies. 

Deming completed her first fundraiser when she was just 17 years old. She had spent a few years working in a biotechnology lab at the University of California, San Francisco, before starting her studies at MIT. Soon, though, she dropped out and became a Peter Thiel fellow (only one of two women in its inaugural class). Then, she founded Longevity. 

Deming runs the fund as a sole partner, meaning she is in charge of the investment decisions.

This second fund Deming raised will be deployed to biotech companies that focus on researching the process of aging, as well as those working to extend life expectancy. 

Deming told TechCrunch that she expects to put the latest capital raise to work at eight to 10 companies. 

- Alicia McElhaney / She Spends Issue #19

img_0522.jpg
Reps_Divider.png

How Adding More Women to the Workforce Can Grow the Economy

Beyond many of the obvious reasons to hire more women (we're better at managing risk, we're more productive and we offer diverse ideas, to name a few), a new study from Catalyst shows that increasing the number of women at work can grow economies. In some cases, it can double a country's gross domestic product (GDP, or the total value of goods and services produced in a country in one year). 

What's almost more startling is a separate number included in the report. According to Catalyst, women conduct 75% of all unpaid work, which includes child care, elder care and other domestic responsibilities. Holy shit! We're worth a hell of a lot of money. In fact, if unpaid work were counted in GDP, estimates show it could add about $10 trillion to annual output.

There are a few things we can do to create economies that are more fair to women, according to Catalyst. First, we need to enact better parental leave policies, including paid time off for ALL new parents. Second, we need to uphold (or in many cases, enact) laws that close the wage gap. Finally, we need to encourage men to uphold these values. 

- Alicia McElhaney / She Spends Issue #18

housewife.jpg
Reps_Divider.png

Board Seat Gap Narrows Just a Little Bit (And We're Super Pumped!)

Great news! The board seat gap got a little narrower this week. 

Mary Barra, the CEO of General Motors Co., was elected to Walt Disney Co.’s board of directors, the company announced Thursday. 

Barra will join three other women already sitting on the board, including Facebook COO Sheryl Sandberg, former P&G executive Susan Arnold, and CEO of WE Family Offices Maria Elena Lagomasino. 

“Beyond being an incredibly respected leader of a major U.S. company, Mary is recognized as an agent of change with a relentless focus on quality, safety and, most importantly, consumers,” said Disney CEO Robert Iger in a statement. 

“Her ability to adapt to a changing technological and consumer-focused landscape makes her uniquely suited for the Disney Board,” he added. 

Barra has worked as GM’s CEO since 2014 and was the first female CEO at the company. She began working at GM in 1980 and rose through the ranks.

Barra sits on the Stanford University Board of Trustees and the Stanford GSB Advisory Council, as well as the Board of Directors of the Detroit Economic Club and the Department of Transportation’s Advisory Committee on Automation in Transportation.

Barra announced earlier this year that GM will partner with Girls Who Code to encourage young women to pursue careers in the STEM industries. 

The automaker donated $250,000 to the program. 

- Alicia McElhaney / She Spends Issue #17

businesswoman.jpg
Reps_Divider.png

The Power Of Your Purse: Lingerie Edition

I have a bone to pick with L Brands. The parent company of your favorite mall stores including Victoria’s Secret and Bath & Body Works has a major problem when it comes to gender diversity on the corporate level.

There are two women on its 10-person board of directors. One of them, Abigail Wexner, is the wife of CEO Les Wexner. What’s more, there are no women in the company’s C-suite; in other words, that company trying to get you to buy bras based on the sexiness of its models is run mostly by men. 

It looks like investors have a bone to pick now too, though. The company announced this week that it is lowering guidance for the rest of the year. The company will make less money than expected this year because same store sales have fallen, according to the latest earnings report.. 

As a result of the news, L Brands shares fell more than 7% on Thursday before bouncing back slightly. 

The company is reportedly struggling because it decided to stop selling bathing suits and apparel at Victoria’s Secret. Its swimwear business had been worth about $500 million, according to CNBC

I think this is a place where we could be exercising the power of our purses just a little bit more. We can shop for undies at female-founded boutiques like Thistle and Spire or Nubian Skin. We can buy yummy-smelling fragrance from Pinrose and P.F. Candle Co., both of which are founded by women. 

It sometimes takes a little work to find places like these to replace our favorite mall stores that have poor practices when it comes to hiring women. But it’s a necessity in today’s world. Money in the United States is power. If we keep putting ours toward companies we believe in, we can eventually make change. 

- Alicia McElhaney / She Spends Issue #16

Reps_Divider.png

What The Google Manifesto Means For Women In Tech

On Aug. 5, news broke that a Google engineer had sent around a 10-page memo to fellow employees that detailed reasons he was skeptical of gender biases in the tech industry, specifically at Google. He claimed that women are biologically less pre-disposed to tech industry jobs.  

Beyond it being wildly unprofessional to send a memo on one's personal beliefs on gender diversity in the workplace, it's clear that Google, one of the largest tech companies in the world, has a major problem.

Sigh, another tech company, another gender diversity scandal. When will it end? It's important to highlight the fact that this screed comes out of an industry that was pioneered by women. Women were some of the first people to work as coders, back when the job was seen as something more secretarial than one with clout. Women like Grace Hopper, Ada Lovelace, Jean Jennings Bartik and Kathy Kleiman revolutionized the industry.

- Alicia McElhaney / She Spends Issue #15

Stitch Fix Files Confidential IPO

This week’s business news included a huge item from women-owned and operated Stitch Fix, an online fashion retailer that offers personal styling advice. 

The company, founded by former Grubhub Director Katrina Lake back in 2010, has filed confidentially for an initial public offering. Translation: You can soon own stock in Stitch Fix.

The company filed a confidential document with the Securities & Exchange Commission last Friday, according to Recode. Reuters previously valued the company between $3 and $4 billion.

Lake, the company’s founder, had previously been sexually harassed by a former partner at venture capital firm Lightspeed Venture Partners. She removed the harasser from her board of directors but was forced to sign a non-disclosure agreement at the time because she was in the middle of fundraising. 

Her story is just one of many in the venture capital world, where sexual harassment runs rampant. While the equities market remains a boys club, stricter regulation gives us hope that Lake and her company will be able to succeed without being harassed by men all day. 

In addition to acting as a nice redemption story, the news that Stitch Fix is filing for a public offering signifies that retail isn’t dead - it’s just a changing industry. 

As malls are closing and traditional retailers such as Sears and J.C. Penney flounder, online retailers like Stitch Fix have managed to carve out a portion of the market by offering services such as personal styling.

- Alicia McElhaney / She Spends Issue #14

The Retirement Crisis Women Are Facing

I saw a pretty terrifying statistic this week that reminded me of why She Spends exists. Just 17% of older women polled were able to pass a retirement planning literacy test, according to The American College of Financial Services.

The test includes 38 questions about planning for retirement, such as how much you should have saved up, how your retirement investments work and when you can use them. If you’re interested, you can take the quiz here

While the men who took the quiz didn’t fare well either (just 35% of men polled passed the quiz), it’s clear that there’s yet another gender gap we have to bridge. 

“The results of this study reveal that women continue to require more financial education and
increased planning,” Jocelyn Wright, State Farm chair in women and financial services said in a statement. “Throughout their lifetime women will face challenges that include longer
life expectancy, lower income, increased need for long-term care and they are more likely to
experience widowhood.”

So not only are our financial literacy levels lower than those of men, but we also have all these extra challenges that go along with being a woman to surmount as we save for retirement. Also of note: people with more money did better on the quiz than poorer individuals. And because women make less than men, we’re more likely to exist in lower income brackets.

Other interesting findings? Women who were the primary financial planners in their households did better on the quiz, and those who shared the decisions with their spouse actually scored worse than average (just 12% passed!). 

It’s clear that we need some work when it comes to financial knowledge. Keep following She Spends(and have a look back at our piece on retirement savings). Pass the newsletter along to a friend. The importance of this knowledge cannot be understated. 

- Alicia McElhaney / She Spends Issue #13

The Woman Behind One of China’s Biggest Corporations

Ever hear of Alibaba? It’s an e-commerce brand based in China that has both business-to-business and retail capabilities. Founded in 1999, the site is now trading at $152.11 per share and is worth $384 billion overall. 

While its founder and former CEO Jack Ma often gets most of the credit for the way the company revolutionized the Chinese economy, its chief financial officer, Maggie Wu, deserves some credit. 

Maggie Wu, also known as Wei Wu, has worked at Alibaba since 2007 and was promoted to CFO in 2013. Wu oversaw the world’s largest initial public offering (IPO) when Alibaba went public in 2014. The stock was initially valued at $25 billion and trades under the ticker BABA. 

Though the company did experience a hiccup recently - the Securities and Exchange Commission began investigating its accounting practices last year - it continues to grow in popularity. 

Not only can we look to Wu as an example of an executive role model overseas, but we can also follow her progress as a woman in a male-dominated c-suite. Alibaba officials have signaled that the company’s goal is to reap half of its revenues from outside of China, which means we’ll likely hear much more from Wu soon. 

- Alicia McElhaney / She Spends Issue #12

The Venture Capital Firm Investing In Women

Venture capital has a severe gender equity problem. For the uninitiated, venture capital funds invest money into startups. These investments are risky, because if the company is a flop, they lose big. If the company, like Glossier, for example, succeeds, so to do investors.

Enter XFactor, a small venture capital fund worth $3 million that invests in startups with at least one woman founder. The firm offers a one time $100,000 investment to startup founders with "billion dollar market opportunities."

Why does it matter? We've discussed previously how this impacts woman-owned startups, from the huge fundraising gap to the lack of representation of women, especially women of color. 

- Alicia McElhaney / She Spends Issue #11

womenandmoney.jpg

The College Course That Will Teach Future Start-Up Owners How to Promote Gender Equality

We talk a lot at She Spends about the massive gender inequities going on in Silicon Valley. But solving this problem isn't as easy as we think.

Enter Fern Mandelbaum, a Silicon Valley venture capitalist who started a 10-week course at Stanford to teach tech bros about what it means to be inclusive. Her goal is to teach students about racial and gender inclusion in the workplace.

It's certainly a welcome change in the tech industry, which often pays lip service to diversity without actually implementing change.  While we certainly hope to live in a world where founders already care about these issues, it's nice to see a top university taking major steps to make change.

- Alicia McElhaney / She Spends Issue #10

Diversity Programs: Not Every One Is Equal

It likely doesn't come as a surprise that approximately 90% of companies have diversity programs. It's a nice buzzword that looks good on paper for a company, even if it doesn't actually practice diversity programs.

A new report from the Boston Consulting Group showed that even though many women's companies have diversity programs, a mere 27% said they felt like the benefitted from them. 

According to the group, there are some real things that can be done to create actual change. First, a clear business case must be established. Having a more diverse staff and a company focused on these types of initiatives is better for the bottom line, period. Second, men need to be involved in the process. So do white people, and able bodies people, and straight people. It needs to be an effort of the privileged to help those with fewer opportunities. Third, actual implementation matters. If the program looks great on paper but doesn't pan out, a company needs to reassess. And finally, being flexible and open to compromise, especially in individual markets, is crucial.

- Alicia McElhaney / She Spends Issue #9

 

enidghostworld.jpg

We Really Need To Talk About Healthcare In The U.S.

The thirteen Republican men who brokered the replacement for the Affordable Care Act (aka Obamacare) have finally broken their silence. On Thursday they released the text of their replacement to the public, and things are looking grim.

Beyond taking away healthcare from millions - all for tax cuts for the wealthy in this country - this bill would defund Planned Parenthood and ensure that many conditions become pre-existing. Early next week, the Congressional Budget Office will score the bill. Since it's similar to the bill proposed in the House of Representatives, we can imagine that the CBO's score on the bill will not be good.

I never thought I'd be thankful for Ted Cruz, and yet, here I am. He and three other Senators are considering opposing the bill, since they say it doesn't do enough to eradicate Obamacare. That, in our opinion, sucks, but hey, at least they're getting in they're own way!

This weekend, while it is Pride Weekend in New York (and you know we'll be celebrating!), it's important to show up to protests and Senators' offices to call for them to vote against the bill. Our lives depend on it.

- Alicia McElhaney / She Spends Issue #8

Are We Really Going to Waste More Breath on How Terrible Uber is to Women?

Yes, yes we are. After a former female employee wrote in a blog post that she had been sexually harassed while working for the company in February, the company was put on notice as a bro's club. But in the ensuing months, things have gotten worse.

Last week, Kara Swisher and Johana Bhuiyan of Recode broke the story that a top executive had been fired after obtaining the medical records of a passenger who had been raped by her Uber driver. That executive, Eric Alexander, former president of the Asia Pacific division of the company, passed those records around to others at the company. He stepped down, but even more sexism was to come.

This week at an all-hands meeting held by Uber to address sexism, one of its board members, David Bonderman of TPG Capital, basically called his fellow board member, Arianna Huffington, too chatty. At a meeting about sexism. He called a woman too talkative. YIKES. He did step down, but we suggest downloading Lyft if you haven't yet. 

- Alicia McElhaney / She Spends Issue #7

repmark.png

The Only Woman Leading a Fortune 500 Cosmetics Company

Who would have guessed that as far as Fortune 500 companies go, Avon is way ahead of its peers when it comes to gender representation? A Cosmetics Design report from this week highlighted the fact that Sheri McCoy, the company's CEO, is the only female chief executive of a Fortune 500 cosmetics company. L Brands, Johnson & Johnson, Estee Lauder, Procter & Gamble, Colgate-Palmolive and Clorox are other cosmetic makers in the Fortune 500, but their CEOs are not female. 

While there are many female CEOs of smaller cosmetics makers - think Emily Weiss of Glossier, Mary Dillon of Ulta and Miko Branch of Miss Jessie's haircare, to name a few - most are further downstream. 

And juggernauts like Sephora and Shiseido still have male CEOs. Why does it matter? The products are made to target women. Need we say more? Female executives also often help companies see better returns on investments, regardless of their products. Here's hoping for more representation in the coming years. 

- Alicia McElhaney / She Spends Issue #6