►
Description
Mayor Walsh, the Mayors Office of Women's Advancement, and the Chief Risk Officer of MassMutual, Geoff Craddock, recognized the initiatives of the Boston Women's Workforce Council at the 1st Annual Innovators' Breakfast.
A
A
Morning,
everybody
good
you're
awake,
that's
good,
I'm,
Kathy,
Minahan,
co-chair
of
the
Boston
Women's
workforce,
Council
and
I'm
so
happy
to
welcome
you
to
this
meeting
today.
It's
really
first
of
its
kind
and
I'll
talk
a
little
bit
about
that
on
my
opening
comments,
so
it's
just
great
to
see
a
full
space.
It's
also
wonderful
that
the
CIC
is
hosting
us.
It's
nothing
like
the
Innovation
Center
Cambridge,
Innovation
Center,
that's
what
CIC
stands
for
I
was
told.
A
Innovation
is
what
we've
been
all
about
at
the
Boston
Women's
workforce
council.
So
it's
it's
thrilling
to
be
here
in
this
space.
With
this
program
today,
we've
got
a
lot
of
notable
people
in
the
audience.
I
won't
run
down
the
list,
but
one
I
would
really
like
to
point
out
and
that's
Kim
church's
who's,
head
of
the
American
Association
of
University,
Women
AAUW,
hope
I
got
those
in
the
right
order.
Good
and
Kim
has
been
an
AAUW
have
been
so
engaged
in
very
many
of
the
same
things.
A
We
are
particularly
educating
women
negotiations
and
salary
negotiations
and
so
forth.
So
we're
just
pleased
to
have
her
as
a
partner
and
her
organizations
in
Washington,
and
so
we
get
some
national
look
at
things
through
Kim.
So
thanks
a
lot
for
being
here.
As
most
of
you
know,
the
Boston
Women's
workforce
council
came
into
being
several
years
ago
with
a
goal
of
making
Boston
the
best
place
in
the
United
States
for
working
women
by
closing
the
wage
gap.
Our
work
is
a
private-public
partnership,
Mayor
Walsh
and
his
team
brenna.
A
Where
are
you
vanna,
vanna
vanna
right?
There
are
just
and
and
her
colleague,
Tanya
Del
Rio
who's
home
with
her
second
child.
So
we're
given
a
relief
from
this.
You
know
anyway,
they're
just
tremendously
supportive
and
a
fabulous
partnership
between
the
BWC
and
our
supporters
and
the
mayor's
office,
and
our
supporters,
of
course,
are
all
of
you.
Private
sector
companies,
who've
signed
the
hundred
percent
talent
compact,
providing
us
funding.
A
You
know
nothing
works
without
the
money
to
buy
the
coffee,
and
we
are
also
turning
to
you
increasingly
in
today
as
a
perfect
example
to
share
practices
so
that
all
of
the
signers
of
the
compact
can
learn
and
can
change
our
goal.
For
2019
was
to
work
with
compact
signers
to
develop
major
actionable
and
measurable
initiatives
to
address
gender
and
equity.
A
We
kicked
off
the
year
with
what
we
called
an
idea
thon
some
people
like
to
think
of
it
as
a
hackathon.
It
depends
on
how
old
you
are,
whether
that
term
resonates
with
you
or
not
in
any
way.
That
was
encouraging
members
that
were
there
at
the
conference
to
develop
quick
ideas
for
change
around
a
table.
I
think
it
showed
that
the
appetite
for
change
was
significant,
especially
among
our
millennial
workforce
members,
but
the
ideas
developed
on
the
fly
that
day
simply
wetted
our
collective
afta
appetites.
A
Where
were
the
big
new
ideas,
and
how
could
we
find
them
to
answer
those
questions?
We
launched
the
process
we're
celebrating
today
a
contest
to
develop
the
best
innovative
initiatives
that
will
both
solve
gender
equity
problems
and
be
useful
to
a
wide
range
of
companies,
big
small
various
industries,
thanks
to
the
work
of
the
fantastic
professional,
Women's
Network
at
State,
Street
Bank,
and
who
do
we
have
here
from
State
Street
today?
Aha
anchoring
the
presentation?
A
Thank
you
all
for
being
here,
but
thanks
to
their
work
and
to
the
leadership
of
our
executive
director,
should
we
ensure
Mackel,
I'm
sure
you
all
know
a
wave
should
mean,
so
everyone
sees
you.
Yes,
we
had
by
June
1st
dozens
of
applications
from
compact,
signers,
large
and
small
across
many
industries,
our
HR
Advisory
Board
who's
here
from
the
HIV
Alisa
they're.
All
welcome
welcome.
A
Thank
you,
helped
us
in
the
difficult
process
of
choosing
the
winners,
and
we
had
four
categories:
shortening
the
time
to
promotion
for
women,
closing
the
gap
in
total
compensation,
advancing
women
of
color
and
increasing
the
ratio
of
women
in
senior
management
and
on
boards.
So
today
we're
recognizing
the
ideas
that
were
deemed
to
be
most
innovated,
cost-effective
and
scalable.
And
of
course
we
are
celebrating
all
of
the
applicants
for
their
efforts
and
their
focus
on
these
important
issues
now
to
help
us.
A
We
have
with
us
today
we're
very
fortunate
today
to
have
executive
vice
president
and
chief
risk
officer
at
MassMutual,
jeff
Craddock.
Now
MassMutual
was
one
of
our
five
major
sponsors
and
we
owe
them
so
much
and
they've
been
so
involved
in.
So
many
of
different
ideas,
both
from
the
HR
perspective
and
a
technology
perspective,
so
I
want
to
welcome
Jeff
to
the
podium
here
to
share
his
thoughts
about
this
issue,
chief
risk
officer
and
women's
equity.
Maybe
you
could
explain
that.
B
Thank
You,
Kathy
and
good
morning,
everyone,
yes,
I'm
jeff,
Craddock
chief
risk
officer
at
mass
mutual,
and
I'm
delighted
to
be
here
with
you
today
to
announce
announce
and
be
part
of
this.
I've
got
to
get
this
right:
first,
annual,
innovative
initiative
award
by
the
boston,
women's
workforce
council,
of
course,
in
partnership
with
mayor
Marty,
Walsh
it
Walsh's
office
and
the
Greater
Boston
business
community.
So
you
know
I
I'm,
I'm,
proud
of
everything
that
you
all
done.
I
mean.
Clearly.
Everyone
here
is
showcased
innovative
approaches
around
these
important
topics
that
their
companies
individually
and
together.
B
We
are
making
a
difference
and
thank
you
so
much
for
inviting
me
to
come
today,
I'm
honored,
to
help
announce
these
winners
as
we
as,
as
we
write
a
new
chapter
for
women
in
our
community.
But
first
let
me
tell
you
a
little
bit
about
mass
mutual
and
and
I
would
just
know
it's
just
such
a
privilege.
I've
been
in
my
current
role,
only
a
little
under
two
years,
but
it's
great
to
work
for
a
company
driven
by
its
values.
B
I
really
really
appreciate
the
work
that
we've
done
here
so
my
speech
all
has
we
set
high
standards
for
ourselves
to
not
only
attract
top
talent
but
also
create
a
diverse,
fair
and
inclusive
workplace
where
everyone
can
achieve
their
career
goals.
We
want
to
ensure
that
everyone,
customers
and
employees,
regardless
of
age,
race,
gender,
sexual
orientation
or
religious
belief
can
can
pursue
with
their
secure
their
future
and
protect
the
ones
they
love.
And
how
do
we
do?
Some
of
that?
B
We
offer
financial
solutions,
education
and
guidance
to
support
this
commitment
which
we're
working
at
both
in
our
Springfield
headquarters.
Our
growing
presence
here
in
Boston,
as
well
as
our
field
across
the
country.
So
some
of
the
some
of
the
sort
of
proof
points
around
that
in
the
fall
of
2017
MassMutual
joined
with
approximately
60
other
companies
to
sign
the
only
to
the
paradigm
for
parody
pact
and
committed
to
following
their
five-point
action
plan,
helping
to
make
parody
a
reality
and
the
goals
of
this
program
were
to
eliminate
or
minimize
unconscious
bias
in
the
workplace.
B
A
significantly
increase
the
number
of
women
in
senior
operating
roles
and
to
measure
targets
maintain
accountability
by
providing
regular
progress,
reports
based
career
progress
on
business
results
and
performance
versus
physical
presence
in
the
office
and
by
offering
sponsors
sponsors
not
just
mentors
to
women
well
positioned
for
long-term
success.
So
we
were
proud
to
adopt
those
those
the
the
paradigm
for
parity
and
today,
just
over
a
hundred
companies
have
joined
this
movement.
Signaling
I
think
that
a
turn
is
really
underway.
B
Among
the
fortune,
500
I'm
very
proud
to
be
associated
with
that,
but
even
before
signing
on
to
the
paradigm
for
parity,
MassMutual
had
boldly
introduced
a
diversity
inclusion
initiative
that
actually
includes
metrics
for
diversity.
Inclusion
in
our
annual
bonus
structure,
so
we
measure
our
continuous
progress
in
increasing
workforce
diversity
when
this
metric
is
cascaded
and
our
overall
progress
against
diversity.
B
Inclusion
goals
flows
through
the
organization,
including
year-over-year,
progress,
to
provide
transparency
and
increase
accountability,
so
beside
analyzing,
how
we
do
on
an
annual
basis,
we're
proud
to
provide
our
employees
with
resources
and
support
through
programs
that
are
designed
to
develop
and
advance
them.
In
addition
to
programs
that
simply
provide
flexibility
in
the
workplace
and
work-life
balance.
So,
for
example,
our
Women's
Leadership
Business
Resource
Group,
serves
as
an
internal
diversity
inclusion
champion
to
support
recruitment,
a
community
outreach
awareness
and
education,
marketing
retention
and
professional
development.
So
we
have
a
very
strong
Women's,
Business
Resource
Group.
B
We
also
focus
on
building
manager,
capabilities,
around
diversity,
inclusion
goals
and
to
better
meet
the
needs
of
our
diverse
talent.
We
also
recently
expanded
our
employee
benefit
program
to
include,
among
other
things,
expanded
maternity
and
parental
leave
policy
that
includes
18
weeks
of
paid
maternity
leave,
as
well
as
enhancing
family
planning
and
fertility
benefits.
B
We're
investing
in
female
talent
and
ensuring
phan
equal
pay
at
all
levels,
an
essential
element
for
a
successful
business
model.
We
like
to
think
we
value
people
for
who
they
are,
how
they
think
and
what
they
can
bring
to
the
table
to
make
us
a
stronger
company.
And
it's
simply,
we
believe,
the
right
thing
to
do.
We
also
hire
with
these
priorities
in
mind.
B
So
today
we
come
together
to
recognize
the
measurable
and
impactful
ways
that
the
hundred
percent
talent,
compact
members
are
working
to
create
new
opportunities
for
women
within
their
companies.
With
these
first-ever
annual
innovation
initiative
Awards
it's
it's
always
a
little
tricky
talking
thinking
of
the
first
annual
but
I
think
think
we
quick
we're
good.
Then
it's
one
of
the
things
that
makes
it
so
exciting.
B
So
once
again,
thank
you
so
much
for
having
me
come
today,
I
believe
without
further
ado,
I'd
like
to
introduce
my
the
subsequent
speaker,
who
I
believe
is
emma
handy
chief
financial
officer
for
the
city
of
Boston
who
joins
us
today
on
behalf
of
mayor
Marty,
Walsh,
I'd
like
to
say
the
mayor's
leadership
and
vision
has
driven
forward
significant
growth
and
positive
change
in
Boston,
helping
make
our
area
one
of
the
top
cities
in
the
country
when
it
comes
to
removing
barriers
for
working
women.
So
please
well.
C
C
I
was
hollering
at
my
daughter
to
get
her
out
of
the
house
this
morning,
so
please
excuse
my
hoarse
voice.
I'm
gonna
try
to
read
my
notes
from
my
phone
this
morning.
So
we'll
see
how
this
goes.
I
am
NOT
texting
while
talking
so
thank
you.
Jeff
I
also
like
to
thank
the
council
co-chairs,
Evelyn
Wirth
Murphy
and
Kathy
Manahan,
and
the
executive
director
of
the
B
WWC
shree
shrah
Mac,
and
it
also
would
like
to
acknowledge
any
of
the
City
Hall
folks
who
are
here
today.
C
I
know
that
Jerrica
Bradley
from
my
office
who's
the
city's
new
director
of
alternative
finances
here
and
is
one
of
the
women
leaders
that
has
really
risen
through
the
ranks
very
quickly
and
working
on
complicated,
interesting
projects
for
the
city
and
I'll,
say
a
little
bit
more
about
that
in
my
remarks.
But
it's
a
really
important
component
of
how
we
approach
the
work
that
we
do
in
the
city.
C
And
so
these
are
things
that
we
talk
about
all
day
long
and
so
are
very
important
to
me.
I
want
to
say
a
little
bit
about
the
importance
of
this
work
on
my
own
journey
in
terms
of
how
I
ended
up
as
the
chief
financial
officer
of
the
city,
it
feels
like
many
many
years
ago
that
I
was
very
young
and
did
not
have
a
relevant
degree
and
did
not
have
any
real
relevant
management
training
that
I
was
appointed.
The
budget
director
of
the
state
of
Massachusetts
and
I
felt
really
unsure
about
that.
C
I
wasn't
sure
I
could
do
the
job.
I
was
very
excited
to
do
the
job,
but
but
I
remember
feeling
like
what
have
I
gotten
myself
into
and
I
had
a
new
boss
who
he
himself
was
new
as
well
and
I.
Remember
one
of
the
first
days,
probably
the
first
all-hands
staff
meeting
that
we
had
and
I
walked
into
the
room
and
I
sat
in
the
chair
in
the
back.
C
I
also
think
that
it's
important
to
to
notion
that
note
that
I'm
incredibly
fortunate
to
have
a
boss
like
the
mayor,
who
values
the
power
of
women's
voices
at
the
table
and
he
really
walks
the
walk
when
it
comes
to
the
power
of
inclusion
of
women
in
the
conversation
and
I
live
that
every
day.
In
terms
of
the
conversations
that
he
and
I
have
great
leaders
and
strong
organizational
culture
are
so
important
to
empowering
women
and
I.
C
C
The
city
has
an
incredible
track
record
of
strong
financial
management
and
I
think
that
that
is
well
not
entirely
in
part
due
to
the
women
at
the
helm
and
a
few
men
as
well,
certainly
a
testimony
to
the
work
that
they've
done
and
the
value
of
their
voices
being
part
of
that
conversation,
and
that
continues
today.
Several
of
the
department
heads
that
make
up
administration
of
finance
in
the
city
are
women
and
are
some
of
the
strongest
leaders
that
we
have
when
women
succeed.
It's
clear
that
Boston
succeeds
under
the
mayor's
leadership.
C
Boston
has
been
committed
to
making
the
best
making
Boston
the
best
working
city
for
women
and
we're
listening
to
women,
we're
dismantling
systemic
barriers
that
they
face
in
the
workplace,
we're
closing
the
gender
wage
gap
and
calling
on
employers
to
change
their
culture
and
acknowledgement
of
the
value
of
women.
In
these
conversations,
it's
about
creating
an
environment
where
women
are
truly
empowered
to
thrive
so
that,
in
the
partnership
with
the
a
UW
and
the
Boston
foundation,
the
city
has
held
these
free
salary
negotiation
workshops
all
over
the
city.
C
We've
empowered
thousands
of
women
to
ask
what
what
is
equal
pay
for
their
work
and
to
ask
for
that
equal
pay
and
the
results
are
inspiring.
The
vast
majority
of
these
women
have
taken
immediate
action
coming
out
of
the
workshop
they're,
using
their
new
skills
to
get
raises.
They're
talking
to
other
women
about
that
experience
and
other
cities
are
asking
about
how
they
do
it
too.
We've
issued
a
historic
report
that
shows
exactly
how
persistent
this
issue
is.
C
It
was
the
first
in
the
nation
to
use
real
wage
data
self-reported
by
businesses
in
the
Greater
Boston
area.
It
represented
11%
of
our
Greater
Boston
workforce
on
eleven
billion
dollars,
and
it
showed
a
23
cent
wage
gap
for
women
in
Boston,
and
that
number
was
even
greater
for
women
of
color.
None
of
this
is
a
surprise
to
anyone
here,
but
the
data
allowed
us
to
make
sure
that
everyone
in
Boston
understood
that
the
issue
truly
does
exist
and
it
exists
here
and
we
called
on
Boston's
employers
to
do
something
about
it.
C
Hundreds
have
signed
on
to
the
hundred
percent
compact
they've
committed
to
reporting
their
wage
data
anonymously
and
adopting
best
practices
to
retain
and
promote
more
women.
The
number
of
compact
kind
signers
continues
to
climb
and
the
Boston
women's
workforce
council
has
been
a
vital
partner
in
all
of
this
work.
We're
taking
the
work
now
to
the
next
level
and
we're
here
to
recognize
the
individual
employers
who've
gone
above
and
beyond
in
that
work.
C
We're
celebrating
the
creative
steps
they've
taken
to
promote
and
retain
more
women
and
we're
asking
them
to
share
those
experiences
with
others,
so
that
we
can
all
benefit
from
that
I'd
like
to
thank
those
employers
for
sharing
their
competitive
practices.
It's
good
for
women
in
our
city
and
it's
really
powerful.
The
awardees
have
done
amazing
work,
they've,
they're,
being
recognized
in
four
categories,
decreasing
the
time
to
promotion
for
women,
closing
the
gender
pay
gap
and
advancing
women
of
color
and
increasing
the
ratio
of
women
on
boards
and
in
the
c-suite.
C
Sharing
and
adopting
new
practices
can
help
move
the
needle
individually
and
can
also
move
the
needle
collectively
and
every
action
that
leaders
in
this
room
and
around
the
city
take
helps
move
that
needle
forward
we'll
also
be
measuring
pay
gaps
again.
This
fall
and
we
want
to
call
on
every
employer
to
participate
so
that
we
can
continue
to
have
more
and
more
data
to
help
us
do
this
work.
Lastly,
I
just
want
to
make
sure
that
you're
all
aware
that
the
Boston's
women's
work
force
will
be
hosting
data
trainings
throughout
the
summer.
C
It's
a
great
opportunity
to
learn
about
the
process
of
collecting
the
data,
why
it's
important
for
companies
to
be
involved
and
how
this
helps
women
throughout
the
city
of
Boston.
The
work
has
never
been
more
important.
This
is
a
time
when
women's
rights
are
under
attack.
Boston
is
doing
more
than
ever
to
support
women
and
empower
women
and
make
sure
that
women's
voices
are
heard.
I
want
to
thank
you
all
for
being
part
of
that.
It's
incredibly
powerful
and
I
want
to
thank,
in
particular
the
companies
who've
done
such
exemplary
work.
That's
on
display
today.
E
Not
set
up
for
people
my
Heights
good
morning,
I'm
Shireen,
sure
Mac
I'm,
the
executive
director
of
the
Boston
Women's
workforce
council.
It's
great
to
see
so
many
familiar
faces
out
here
today,
and
so
many
folks
and
employers
that
submitted
applications
for
today.
As
some
of
you
probably
know,
I've
been
leading
this
team
just
about
a
year
now
and
it
really
does
feel
like
the
season,
one
of
be
WWC
for
me
and
for
us
and
I'm
really
excited
as
we
set
our
feet
on
the
path
for
season
two
and
we're
teasing.
What's
coming.
E
But
a
lot
of
them
are
reacted
to
with
questions
like
well.
How
do
I
make
this
real
for
my
company?
How
much
is
this
going
to
cost
to
me?
What
does
this
do
to
my
budget?
If
I
actually
pay
the
women
the
same
as
the
man,
so
it's
been
a
very
interesting
process
to
try
and
come
up
with
the
things
that
have
a
high
ROI
haven't
been
done
before
and
are
really
implementable
across
companies.
E
So
that
is
actually
where
we
got
the
criteria
for
winners,
so
we're
awarding
initiatives
with
measured
results,
hi
our
eyes
that
are
already
in
place
at
compact
signers.
So
we
know
they
can
be
done.
We
went
outside
the
box,
we
were
rewarded
with
the
dozens
and
we
clearly
tapped
into
something
a
need
and
a
desire
to
help,
and
we
were
really
proud
of
that.
So,
as
one
of
my
favorites
Katharine
Hepburn
said,
if
you
obey
all
the
rules,
you
miss
all
the
fun
so
I'm
really
glad
we
took
some
risks
this
year.
E
You'll
also
note
on
the
screen
and
in
your
handout
flyer
that
there's
a
hashtag
for
the
event
right
at
the
bottom
here
innovate
be
WWC.
We
hope
you
take
some
great
selfies
in
the
back
after
the
event
when
you're
networking
and
put
them
up
online,
please
take
a
photo
of
your
winners.
You
know
post
those
as
well
with
the
hashtag.
Our
marketing
and
events
manager
loves
that
so
moving
on
to
some
thank-yous,
I
want
to
make
sure
that
we
recognize
today
every
company
that
submitted
an
application.
E
So,
as
I
mentioned
before,
we
received
23
companies
with
26
initiatives
total
they
were
allowed
to
submit
more
than
one
application,
and
this
is
the
group
and
it's
an
impressive
group
in
that
you
see
companies
large
and
small
tech
technology,
education,
hospitals,
really
everybody
kicked
in
in
this
process.
So
I
want
to
read
the
names
off
because
I
want
you
to
remember
that
they
did
this
so
starting
with
Eastern
Bank
vertex
pharmaceuticals,
mass
TLC
who's,
a
new
signer
this
year,
Lola
comm,
that's
a
new
signer!
E
So
we
have
some
more
thank
yous
to
give
I'm
lucky
this
morning.
I
get
to
do
all
of
the
gratitude
so
before
we
get
started
with
actually
announcing
the
awards,
I
want
to
talk
to
you
a
little
about
some
of
the
teams
that
helped
us
get
to
this
point.
So,
as
you've
heard
me
say
we
had
all
of
these
applications
rolled
in
and
now
what
do
we
do
with
them?
We
have
to
read
them,
assess
them
and
make
sure
we're
surfacing
the
right
ones.
So
I'd
like
to
thank
two
key
stakeholders
in
the
process.
E
A
few
months
ago,
we
started
to
construct
an
HR
advisory
board
and
our
anchor
members,
Robin
Antin
Ellis,
Stephen
Denny
and
ELISA
van
damme,
who
are
I.
Think
all
here
today
helped
us
with
their
recommendations
and
they're
seasoned
experienced
to
help
us
differentiate
between
initiatives
that
everyone
is
doing
and
initiatives
that
really
are
cut
above
and
I'd
really
be
remiss
not
to
thank
the
State
Street
PWM
once
more
because
really
supported
us
through
this
process.
They
helped
us
create.
E
The
questionnaire
helped
us
create
the
scoring
sheet
and
actually
did
the
initial
triage
scoring
of
the
applications.
So
thank
you
so
much
to
that
team
and
of
course,
thank
you
so
much
to
the
CIC
for
bringing
us
in
today.
I'd
also
now
like
to
welcome
back
Geoff,
Craddock
and
former
lieutenant
governor
Allah
and
be
wcwc
co-chair
Elizabeth
Murphy
to
give
out
the
awards
and
Evelyn
did
I.
How
did
I
say
that
and
Jeff
to
come
up
and
is
Emma
gonna
be
joining
us
as
well
or
no
okay.
E
So
at
this
time
I
will
read
out
the
winners.
So
please
come
up
for
a
picture
and
please
come
over
to
the
podium
and
tell
us
a
few
sentences
about
how
you
achieved
your
results
and
the
awards
go
to
okay
in
category
1,
which
is
decreasing
the
time
to
promotion
for
women.
The
award
goes
to
Pharma
logics,
recruiting
for
their
initiative
and
wage
transparency.
They
are
in
professional,
scientific
and
technology
services
and
I'd
like
to
call
up
Megan
Driscoll
or
any
members
of
your
team
that
are
here
today.
F
So
Pharma
logics
has
been
committed
to
women
in
leadership
since
it,
since
at
the
beginning,
in
2003
in
the
last
five
years,
I
think
it's
been
something
that
we've
really
been
promoting
and
talking
about
I
I'm,
proud
to
say
that
we
are
a
company
that
has
over
sixty
percent
of
our
staff
is
female,
and
75
percent
of
our
leadership
is
female
and
our
board
is
made
up
of
50
percent
women.
So
it's
really
exciting
and
this
initiative
is.
We
are
working
on
a
legislative
legislation.
F
F
It's
about
wage
transparency
with
a
website
called
WWE
transparency,
org,
and
it
is
about
promoting
the
idea
that
women
should
have
the
ability
to
ask
their
employers
for
their
salary
range
of
the
job
that
they're
in
and
the
employer
should
be
required
to
give
that,
and
that
allows
women
to
have
a
conversation
and
and
discuss
where
they
sit
within
that,
and
it
gives
them
more
power
in
that
negotiation.
That's
it.
Thank
you.
Thank
you.
G
G
She's
been
incredibly
involved
with
the
BW
WC
and
we're
here
today
really
because
of
her
bringing
us
couraging
us
to
participate
in
the
Innovation
Awards
I
want
to
just
call
her
out
and
say
thank
you
for
that.
Just
very
briefly,
I
am
actually
new
to
the
role
of
VP
of
Human
Resources,
so
I
guess
I
am
an
example
of
what
everyone
in
this
room
is
goal
is
to
increase
women
and
positions
leadership
because
it
senior
leadership
positions
in
the
hospital
I'm
also
just
proud
to
say.
G
Children's
Hospital
was
one
of
the
initial
signers
of
the
compact
and,
in
my
prior
role,
was
had
an
opportunity
to
really
be
involved
with
that
and
promoting
that
so
I've
been
in
on
the
ground
behind
the
scenes
at
Children's
as
part
of
these
initiatives
with
respect
to
our
internal
mobility
program.
It's
just
to
say
very
briefly.
You
know
we
are
a
tertiary
quad,
very
facility,
which
means
we
deal
with
really
really
specialized
cases
and
one
of
the
challenges
that
we
have
with
serving
that
patient
population
is
finding
really
really
qualified
applicants.
G
Women
and
diverse
applicants
who
are
qualified
and
our
leadership
long
ago
said
it's
not
enough
to
just
say
we
can't
find
those
people
out
in
the
workforce.
We
have
to
do
better
than
that,
and
so
we
have
had
a
number
of
initiatives
over
the
years
that
have
been
designed
to
address
growth
in
the
workforce
through
internal
development,
education
and
mobility,
and
that
has
involved
philanthropic
funding.
G
So
our
most
recent
initiative
is
our
internal
mobility
program.
This
is
recognizing
that
when
you
have
talent
you
have
to
keep
talent
and
most
people
leave
because
they're
looking
for
career
opportunities
elsewhere-
and
we
said
no,
we
want
to
ensure
that
we
can
do
a
better
job
and
so
we've
created
a
whole
internal
mobility
program.
Now
this
pairs
senior
level
recruiter
with
an
individual
looks
through
all
of
the
jobs
that
we
have
looks
through.
That
person's
skills
helps
to
build
their
resume
and
find
them
opportunities
throughout
the
hospital.
G
E
H
Good
morning,
I'm
gonna
ask
Ashley
also
to
give
some
remarks.
My
name
is
Havas
Rojas
and
I
have
the
pleasure
of
leading
hub
spots,
Global
Diversity
inclusion
and
belonging
efforts
globally.
It's
really
a
pleasure
to
one
thank
the
governor
mayor
for
his
initiative
on
this,
as
well
as
other
public
private
partners
on
this
effort.
We're
really
lucky
to
be
part
of
this
in
this
region
and
really
want
to
continue
to
be
partners
with
you.
Moving
forward
at
HubSpot.
Diversity
is
at
the
heart
of
everything
that
we
do.
H
Our
mission
is
to
serve
companies
and
to
help
companies
globally
grow
better,
and
we
know
that
diversity
is
at
the
heart
of
that.
A
key
part
of
our
program,
which
you'll
hear
about
shortly,
is
women
who
lead
and
not
only
is
it
an
example
of
our
commitment
to
many
aspects
of
diversity
at
our
company,
but
also
one
where
we
were
able
to
incubate.
H
We
were
able
to
promote
and
encourage
that
a
brand
new
type
of
program
start
that
in
this
case,
Ashlee
Jeffries
was
able
to
inspire
us
and-
and
you
do
that
in
so
many
ways.
Just
yesterday,
we
had
a
women
who
lead
event,
I
hear
that
some
of
you
were
there
yesterday,
so
really
really
grateful
and
actually
I
want
you
to
share
more
details
about
the
program.
Thank
you.
I
Hi
everyone,
so
for
those
of
you
I,
don't
know,
my
name
is
Ashley
Jeffries
I
am
the
global
program
manager
for
a
women
at
HubSpot,
which
is
one
of
our
four
employee
resource
groups,
and
so
to
tell
you
a
little
bit
about
the
initiative,
we
really
found
a
need.
Our
employee
resource
group
has
been
around
for
a
while
or
women's
group,
and
we
really
kind
of
once.
The
McKinsey
study
came
out
about
women
in
the
workplace.
I
So,
as
Havas
mentioned,
we
actually
had
a
woman
who
lead
event
last
night,
so
it
was
our
third
installment
and
so
the
first
one
was
in
December
and
we
really
talked
about
the
McKinsey
study
and
how
we
that
gap
and
support
women
of
color.
Our
second
one
was
focused
specifically
on
black
women
for
Black
History
Month,
which
was
great
because
we
got
to
have
a
wide
range
of
women
from
all
different
sectors
and
then
last
night
we
focus
specifically
on
female
entrepreneurs
of
color.
I
So
it
was
so
wonderful
to
be
able
to
see
people
from
this
sector
from
tech
to
restaurant
industry
kind
of
talking
about
their
experiences
and
how
they
grow
their
businesses.
We
got
to
support
those
businesses
last
night,
cater
from
them
bring
them
in
and
it
was
such
a
wonderful,
really
high-energy
event,
so
I
feel
really
lucky
to
not
only
work
with
HubSpot
because
of
the
initiatives
that
were
able
to
put
on,
but
with
the
Boston
Women's
workforce
Council
in
the
mayor's
office
to
continue
these
initiatives.
So
thank
you
so
much.
E
J
Wow
I
actually
didn't
know.
We
were
gonna
talk,
but
I
do
have
some
talking
points.
You
know
this
is
great.
It's
I,
I,
think
at
vertex,
I
joined
a
few
years
ago
and
I
would
say
you
could
walk
our
hallways
and
you
could
kind
of
look
around
and
diversities
at
the
center
of
everything.
We
do.
It's
a
small
biotech
company.
We
are
about
innovation
and
innovation,
comes
from
diversity
of
thought
and
I.
Think
we
celebrate
that.
J
So
how
did
it
start
and
a
few
years
ago,
Jeff
Lydon,
our
CEO,
along
with
the
executive
committee,
had
decided
they
were
gonna,
start
tracking
key
critical
positions
within
the
company,
but
they
went
one
step
further.
They
decided,
in
addition,
we're
gonna
look
at
diversity
when
we
look
at
these
roles
and
they
did
and
then
they
took
that
to
the
board
and
it's
something
that's
tracked
at
the
board
every
year.
So
what
have
we
done?
And
it's
funny
if
I
I
was
sitting
and
listening
to
what
other
speakers
had
said?
J
Sometimes
the
solution
seems
kind
of
simple
it's
being
aware
of
it
and
doing
something
about
it,
and
it
wasn't
a
big
step.
It
was
hey,
let's
look
at
our
positions
and,
let's
see
who
were
hiring
in
these
positions,
let's,
let's
look
at
it
every
year,
so
pretty
quickly.
We
saw
some
changes.
So
in
2017
we
hired
our
first
female
CMO
Reshma
Kay.
Well,
rahmani-r
is
Maz
a
superstar.
She
came
on
in
2017
she's,
a
female
member
of
our
Executive
Committee.
J
E
Okay,
we
have
one
final
couple
of
folks
that
we
wanted
to
recognize
with
honorable
mentions,
so
we
want
to
recognize
Eastern,
bank
and
Serge,
who
you
know
for
very
different
reasons.
There
are
applications,
didn't
necessarily
fit
the
criteria,
but
we
felt
like
they
had
done
something
that
we
wanted
to
recognize.
In
particular,
I
think
this
is
also
a
great,
almost
pairing
to
look
at.
E
You
know
a
bank
that's
been
in
this,
you
know
and
taking
a
leadership
position
in
this
space
for
a
long
time
contrasted
with
a
startup
that
is
determined
from
the
very
beginning
to
be
paying
equally
and
attracting
as
diverse
a
workforce
as
it
can.
So,
if
Nancy
sticker
is
in
the
audience,
would
you
mind
coming
up
and
Rakeem.
D
I
just
want
to
thank
everybody
for
being
here
and
thank
you
for
what
you're
doing,
because
it
really
makes
a
difference.
All
of
us
are
doing
different
little
steps
and
whoever
the
speaker
was
just
before
me
said,
didn't
feel
like
a
big
step.
That's
the
real
key
to
solving
this
problem
is
all
of
us
taking
a
little
step
at
a
time
in
trying
things
and
sharing
them
and
I
think
that's
the
best
part
of
the
bust
and
women's
work
force
council.
So
thanks
very
much.
K
This
is
a
breakthrough
event
and
special
thanks
to
Shireen
to
Joe
to
Renee
a
team
that
has
been
deeply
involved
in
this
and
actually
I
mean
you've
heard
it.
But
you
got
this,
took
a
lot
of
guts,
took
a
lot
of
planning
and
a
lot
of
work.
So,
but
it
is
a
breakthrough.
I!
Don't
want
you
to
miss
this
one
of
the
reasons
as
I'm
sitting
here.
Listening
to
this
one.
K
One
of
the
reasons
why
we
want
Boston
to
be
the
best
city
in
the
country
for
working
women
is
that
we
have
an
opportunity
right
now
to
demonstrate
and
prove
that
and
that's
in
eliminating
the
wage
gap.
That
is
the
measure
that
you'll
find
throughout
the
country.
If
you
want
to
say
boss
is
the
best
place,
take
a
look
at
the
wage
gap,
so
we
are
driven
the
women's
work
force.
Council
is
driven
to
eliminate
that
wage
gap.
K
K
We've
heard
it
since,
for
the
last
50
or
60
years,
here's
the
standard
definition,
little
US,
Labor,
Department
every
single
month
or
so
goes
out
and
adds
up
the
salaries,
all
the
year-round,
full-time
working
men
and
then
the
number
and
they
get
their
average
and
then
year-round
full-time
working
women
and
get
their
average.
And
then
they
compare
that.
That
is
the
wage
gap.
When
you
put
the
women's
earnings
per
per
per
woman-
oh
my
men's,
so
that's
putting
a
cone
over
the
country.
K
K
So
what
we've
discovered
is,
if
you
put
a
cone
over
the
hood
of
every
employer,
you'll
hear
some
of
the
efforts
to
make
sure
that
comparing
men
and
women
in
the
same
job
or
incomparable
jobs,
but
comparing
their
salaries
or
as
being
fairly
equal.
Any
discrepancies
explained
by
perhaps
performance,
perhaps
years
of
qualifications
and
experience
and
so
forth,
but
so
so
one
part
of
this
wage
gap
is
job
comparisons.
The
other
part,
however,
is
this
pipeline
and
you
have
to
solve
both
things.
Cuz
think
about
it.
K
You
put
a
cone
over
a
room
and
you
are
paying
exactly
what
you
should
job
for
job
a
job,
a
similar
job,
but
you
have
one
woman,
EVP
and
five
men
EVPs
when
you
put
that
cone
over
the
earnings
you've
got
a
wage
gap.
So
what
we're
doing
right
now
is
acknowledging
both
things.
How
do
you
get
more
wage
transparency,
so
the
women
can
see
whether
they're
being
paid
fairly?
How
do
you
move
women
up
the
pipeline
and
particularly
women
of
color?
K
So
that's
why
these
bits
and
pieces
all
fit
together
into
an
overall
goal
to
impact
our
wage
gap.
Now
the
breakthrough
here
is
the
four
years
we've
been
talking
about
best
practices.
Well,
you
know
they're
all
well-intentioned
they're
all
having
some
impact,
but
the
breakthrough
here
is
that
we're
now
talking
about
measurable
and
measured
impact,
that's
different!
Now
we're
really
talking
about
what
are
the
practices
that
we
can
show
have
actually
had
an
impact.
So
don't
underestimate
for
a
minute
what
happens
in
Boston.
K
We
all
go
to
these
breakfasts
and
these
lunches
and
these
dinners
and
you
get
tired
of
events
after
a
while.
But
here
you've
got
a
breakthrough
event
because
for
the
first
time,
we're
really
talking
about
and
highlighting
the
kind
of
impact
that
some
of
these
actions
can
have
so
looking
forward.
The
best
thing-
and
the
smartest
thing
we
can
do
is
now
think
about
how
to
take
each
one
of
these
four,
these
six
all
of
the
applications
and
adapt
or
adopt
them
to
the
practices
in
your
company
and
throughout
all
the
signers
throughout
Boston.
K
That's
when
we
start
to
make
measurable
change,
have
echo
effects
and
power
and
exponential
effects
on
this
wage
gap.
So
as
we
follow
up
we're
going
to
be
following
up
with
and
as
Emmie
said,
we're
going
to
have
both
workshops
so
that
you
can
consult
and
talk
to
the
winners
about
how
they
did
this
and
understand
better
and
also
a
kind
of
playbook
or
workbook.
That
gives
you
the
details,
so
that's
one
part
of
very
important
follow-up
going
forward
and
we'll
keep
doing
this
over
the
next
several
years.
K
Then
we
have
other
events
coming
up,
there's
an
event
next
June
in
next
month,
around
Mayo
allies.
We
want
to
see
that
happen.
You
can
check
in
them
on
the
work
and
the
website
about
the
events
that
are
coming
up,
but
I
want
very
much
for
you
to
understand
today
how
important
all
of
this
work
is
and
how
much
of
a
breakthrough.
It
is
in
understanding
the
mechanics
about
how
we
make
measured
change
in
Boston
and
for
me,
it's
very
exciting,
so
I.
Thank
you
very
much.
K
E
E
We
want
to
tease
out
all
of
the
practices
that
are
going
to
be
impactful,
high
ROI
and
that
you
may
not
have
thought
of
or
heard
of
before,
so
that
you
have
everything
that
we
have
because
there's
no
reason
not
to
share
and
everybody's,
been
so
generous
and
saying:
here's
what
I
did
and
I
am
willing
to
share
it
with
everyone.
I
know
that
might
not
be
the
competitive
thing
to
do,
but
it
is
what
I
want
to
do.
So.
E
E
You
can
look
forward
to
the
play
book
coming
out
hand-in-hand
with
our
new
wage
gap
measurement
in
the
fall.
So,
as
you
all
know,
that
process
is
kicking
off
in
July
with
training
and
for
those
of
you,
who've
been
through
it
before
it's
going
to
be
the
same
and
then
in
September
we'll
do
the
computation
that
matters
and
find
out
what
that
number
is,
and
we
really
have
our
eye
on
the
ball
for
the
2021
measurement.
If
we
start
now
with
these
practices,
we
feel
like
we're
going
to
see
the
needle
move
a
long
way.
E
So
that's
really
important.
The
other
thing
I
wanted
to
mention
is
to
look
for
a
soft
launch
this
summer
of
our
website,
the
BW
W
Sea
Org.
What's
so
important
about
that
is
number
one.
Now
you
can
email
us
without
having
to
remember
five
words,
and
the
other
thing
is:
is
we'll
have
a
large
community
section
on
that
website?
E
So,
as
you're
preparing
for
the
data
effort,
you
can
post
questions,
talk
to
others
who
have
already
gone
through
it
before
and
find
your
community
answers,
and
you
can
also
go
into
the
community
to
learn
more
about
the
best
practices
as
we're
you
know,
striving
to
get
them
organized
into
the
play
books.
So
thank
you
very
much
for
coming
today.
We
love
your
support
and
we
look
forward
to
seeing
you
at
the
upcoming
male
allies
event
in
July
and
I'll
release
you
for
some
more
coffee
and
breakfast.