D. Promoting firms executives.
Task 2. Give synonyms from the text to the words below. Correct answers are in bold in the same line with the word.
Future (paragraph 1) potential
Energetic (paragraph 3) proactive
Before (paragraph 4) prior
Colleagues (paragraph 9) peers
Understanding (paragraph 11) insight
Original (paragraph 16) innovative
System of connections (paragraph 17) network
Means (paragraph 21) tools
Task 3. Match two words from different rows (A and B) to form collocations. They are mentioned in the text. Then use them in the sentences below. Make up your own sentences with the rest of the collocations.
Correct answers are given below.
A. brand; career; case; exit; job; new; proactive; staffing; steady; talent; target; top-tier.
B. approach; audience; authenticity; demand; description; hire; interview; path; pool; strategy; study; talent.
1. A real is upholding a certain level of integrity which includes total honesty and transparency of a company. (brand authenticity)
2. Cold drinks are in in the summer. (steady demand)
3. Contents of the record cannot be revealed to the resigning employee. (exit interview)
4. Many ... graduate from very respected, highly ranked educational institutions. (top-tier talents)
Collocations: brand authenticity; career path; case study; exit interview; job description; new hire; proactive approach; staffing strategy; steady demand; talent pool; target audience; top-tier talent.
Text 2
A Job for a Woman?
During Mary Winstons tenure as a CFO at three large U.S. companies, she rarely dwelled on often being the only woman or person of color in executive meetings.
Instead, Winston, a CPA, concentrated on excelling at her job, whether it was in high-level roles at Pfizer or when she served as CFO for Scholastic, Giant Eagle, and Family Dollar.
«I could not be sitting in a room worrying about the fact that I was different from other people in the room,» she said. «Thats not why I was in the room. I was in the room to fulfill a job.»
In those roles, Winston was part of a small but growing percentage of minorities to hold CFO positions. Gender and racial diversity among CFOs continues to lag, studies show.
Women account for 12.6% of CFO positions in leading businesses, according to analysis of C-suite volatility in more than 673 large companies, most of which are based in the United States, by executive search firm Crist | Kolder Associates. Thats nearly double the percentage from a decade ago.
Women account for 12.6% of CFO positions in leading businesses, according to analysis of C-suite volatility in more than 673 large companies, most of which are based in the United States, by executive search firm Crist | Kolder Associates. Thats nearly double the percentage from a decade ago.
«Women in general in corporate America have made some strides and continue to,» Winston said. «Its obviously too slow.»
Winston is doing her part to combat that. Through service on boards and through her executive consulting firm WinsCo, she is focused on pushing for more diverse leaders on boards and in C-suites.
Seven percent of CFOs are people of color, the report found, with 46 individuals identified as ethnically or racially diverse, according to the report. In 2006, Crist | Kolder listed 16 ethnically or racially diverse CFOs.
#MeToo sparks discussions
The lack of women in leadership positions is receiving more scrutiny following sexual harassment and assault scandals that felled several major business and entertainment figures in 2017.
Eileen Treanor, the CFO at Lever, a Silicon Valley recruiting software company, said female CFOs began reaching out over the last year to talk to each other about how to open up the pipeline of women in the financial industry to ensure top talent can rise.
She credits the #MeToo movement, through which many women have used social media to share their experiences of sexual harassment and gender discrimination, for highlighting the issue.
«Its started a conversation that should have been started a few years ago,» Treanor said.
In her career, Treanor said she can recall multiple occasions when shes been talked over by male counterparts, or had an idea she came up with ignored or dismissed while the same idea was embraced when voiced by a male colleague.
«Its scary how quickly women have become accustomed» to disparate treatment, Treanor said.
Skipped over early on
The gulf between male and female representation in CFO roles underscores the challenges women face in corporate workplaces, said Melissa Hooley, CPA, CGMA, the partner-in-charge of employee benefit plan services at Colorado accounting and consulting firm Anton Collins Mitchell.
«Just getting women into the pipeline isnt enough,» said Hooley, chair of the AICPA Womens Initiatives Executive Committee.
Women face setbacks early on in their careers, such as being passed over for promotions, that can be hard to rebound from, according to a 2017 report by McKinsey and Lean In, an organization founded by Facebook COO Sheryl Sandberg to promote womens standing in corporate America.