Established in 2004, ION is the 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 working 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

Recent News and Research Updates

This newsletter is devoted to updates on women in executive positions and the gender pay gap from the first half of 2017. There will be separate updates focused on related news and research for women in leadership roles. Check the subject line in your email and pick the ones that are of interest to you.  As always - the linked texted in each bullet will take you to the original source.

Meet the Women Who..

Talking Numbers

  • No Progress in the UK: in the number of women executives in FTSE 350, while eight more companies are added to the list of those with no women at the top.
  • Leaky Pipeline: McKinsey's updated research on the pipeline to the top shows stark losses for women, especially women of color.
  • Legal Matters: the 2017 Law360 Glass Ceiling Report found no progress for women trying to climb the ladder in law firms in the US. The only number on the rise was in gender discrimination lawsuits.  
  • C-Suite: Reliance on the usual suspects hurts effort to close the CFO gender gap in the UK.
  • Best Firms for Women in Accounting: the MOVE project reports on nine firms where women are 30% or more of partners/principals.

Advancing Women Leaders 

Gender Pay Gap 

Salary History Ban

In the past year, Massachusetts, New York City, and Philadelphia have taken action that bans employers from asking job candidates about their salary history, with the hope that it will help erase some of the pay gap for women and minorities.  

For women, talking salary history is a no-win situation. It can anchor the salary discussion at a lower number from the start. But at the same time, research has shown that women who won't reveal their salary history end up with lower offers than women who do. 

And the federal court in California recently ruled it's legal to pay women less than men based on salary history, citing a previous ruling that "prior salary alone can be a factor other than sex" in salary decisions. 

"Being underpaid once shouldn't condemn you to a lifetime of inequality." 

 Letitia James, Public Advocate, City of New York

Want your news as it happens? Follow us on Twitter @IONWomen or LinkedIn.

For research and news highlighted in our past issues, visit our newsletter archives

Copyright © 2017 ION, All rights reserved.

unsubscribe from this list    update subscription preferences   new subscriber sign-up 

Email Marketing Powered by Mailchimp