Latest News & Research from ION
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Founded in 2004, ION is a national consortium and stakeholder organization whose mission is to increase the number of women appointed to corporate boards and to executive officer positions.

ION's Member Organizations represent nearly half of the 28 million women in management and professional roles across the nation. ION is the only confederation of regional organizations in the US engaged in this work. To learn more about ION, go to

By the Numbers

From ION Members
  • Executive Women of New Jersey recently reported a slight increase in the board seats held by women in the 99 public companies it tracks (to 15%). There was also an increase in the percentage of female executive officers, from 14 to 16%. They also noted, however, that 25 of their top companies have no women serving on their boards.
Public Companies
Women on Boards
Executive Officers
  • Inforum's Center for Leadership (Michigan) also updated numbers for 2015 and reported slight decreases in the percentage of board seats held by women (11.5%) and the percentage of top earners who are female (8%) for the top 100 public companies in the state. Their report also noted that men continue to capture the vast majority of new board appointments: 74% of new appointment to boards in the Fortune 500 companies in the state, and 83% of the new appointments in the smaller companies included in their study.
Public Companies
Top 100
Women on Boards
Executive Officers
  • The Boston Club released its latest census earlier this month; their research found that women are 16.1% of board members and 12.1% of the executive officers in top 100 public companies in Massachusetts. There are 22 companies among the top 100 with no women on their boards, and 44 companies with no female executive officers.
Public Companies
Top 100
Women on Boards
Executive Officers
  • Canada is reporting an increase from 17.1 to 19.5% for the top 500 companies - that's the good news. The not-so-good news is that there are still 109 companies (22%) out of those same top 500 that have all-male boards.
  • Washington DC:  Women in Technology updated their numbers for women on boards in the DC area and found that 12.8% of the board seats are held by women in the 211 companies included in their study. They also reported an increase in the number of boards with 3 or more female members (19) and a decrease in the number of boards with no women (66).
  • California: The latest UC Davis study of women on boards and top-compensated executives in the top 400 public in companies in California reported little improvement in their numbers: women held 13.3% of the board seats and were only 10.5% of the highest paid executives in the companies included in their study. 
  • Global: MSCI recently reported on global trends in gender diversity on boards and found higher returns on equity for companies with strong female leadership (which they defined as at least 3 women on a board or more than the average number).

 Minding the Gap 

  • Uber: Uber general counsel Sally Yoo reviews compensation data for everyone hired in the past year for each new-hire proposal. If the proposed compensation doesn't match up with comparable hires, she send them back to rework the numbers.
  • Salesforce: Earlier in 2015, Salesforce announced that it would examine the salaries of its 16,000-person workforce to identify any pay gaps between male and female employees. In November, they shared that they spent $3 million to bring salaries of women in line with men. They also promised to shared more detailed results after the first of the year. 
  • CEO Retirement Funds: A recent study of CEO retirement funds uncovered some startling differences based on gender and race. The 10 largest retirement funds held by men added up to $1.4 billion, while the 10 largest retirement funds held by women totaled $277 million, and $196 million for the largest ten retirement funds held by CEOs of color (male and female). The researchers also found that the difference wasn’t based on tenure or time out of the workforce: the average tenure was 22 years for white men, 26 years for women, and 24 years for persons of color.
  • Salary Peak and Median Differences: Add this to the gender pay gap discussion: PayScale found that men's salaries generally peak between 50-55 years of age (at a median of $75,000) while women's salaries peak much earlier (35 to 40 years of age) and at a substantially lower median: $39,000.
  • MBA Grads Gender Pay Gap and Student Debt Burden: Bloomberg noted in that in the analysis they did for their business school rankings, they found a starting gender pay gap of $7,000 for new MBA graduates that grows to an average of $35,000 after six to eight years in the workforce. They also looked at how those pay differences impact the burden of student debt, which will take women longer to pay back with lower annual incomes.
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