More on Gender Pay Inequity and Loss of Income for Staying At Home

https://www.nbcnews.com/better/business/gender-wage-gap-widens-43-percent-age-45-ncna772411
But the pay gap also widens when men and women switch jobs: Men get a bigger pay bump when they join a new company, and are somewhat more likely to make the move. Even though women changed jobs almost as frequently as men, the pay bump was especially small for women who were married.
...
Goldin says that the difference for college-educated workers in large part comes down to women choosing flexibility over higher pay, something she calls “choice under constraint.” These women might want to stay in their job but not come in Friday mornings, for example, but because that is not an option for them, they’ll take a lower paying job with more flexibility.

http://www.workingmother.com/this-calculator-tells-you-exactly-how-much-money-you-lose-when-you-stay-home-with-your-kids?src=soc&dom=fb

A 26-year-old woman earning $100,000 stands to lose more than a million over her lifetime if she stays home for five years.
In addition to the wages moms and dads lose when they’re not working, they also lose the chance to receive raises and to sock away retirement savings. And because the effects are cumulative, they add up over time to a whole lot of money.

Companies with Women on Boards Outperform Others

http://www.catalyst.org/media/companies-more-women-board-directors-experience-higher-financial-performance-according-latest
Fortune 500 companies with the highest representation of women board directors attained significantly higher financial performance, on average, than those with the lowest representation of women board directors, according to Catalyst’s most recent report, The Bottom Line: Corporate Performance and Women’s Representation on Boards. In addition, the report points out, on average, notably stronger-than-average performance at companies with three or more women board directors.


https://www.bloomberg.com/view/articles/2017-04-03/women-don-t-get-to-run-top-board-committees

Catalyst, an advocacy group, has produced several studies showing thatFortune 500 corporations with high percentages of female board members outperform those with low percentages. Global surveys by Credit Suisse and index provider MSCI found similar evidence that companies with women on their boards did better than those without -- and MSCI also found that "companies lacking board diversity tend to suffer more governance-related controversies than average."

Women at Work doesn't have to be "Versus" Mothers at Home

Need to flesh out this idea, but seems to me that just as a good leader would delegate much of the heavy lifting work while coaching a strong team to success of her vision / goals, mothers would benefit from delegating much of the "grunt work" with respect to raising children while still maintaining a strong family (team) unit.

I have an au pair who just sent me 4 pictures of my 5 year old son on his last day of preschool sitting with two teachers that he has had for 4 years.  He looks happy, they look happy, and I am so pleased that he has these three women (au pair, two great teachers) whom he has learned to trust, count on, learn from, and respect.  He still trusts, counts on, learns from, and respects me!  But I don't have to be the one doing every little thing.  There are things I'm willing to outsource, and things that I am not; it's not about being the one to do everything, it's about being there for a good portion of the time and doing the most important things.  If someone else helps get the clothes on and breakfast on the table, but I'm there for a long hug and kiss and some fun conversation in the morning, everyone is happier and things seem to run more smoothly.

Really need to flesh this one out, but wanted to get it out there before I lost it. :-)

Women into the C-Suite Means Keeping Them in the Talent Pipeline

Dean Sally Blount on supporting women through three “pivot points” in their careers.

https://insight.kellogg.northwestern.edu/article/getting-more-women-into-the-c-suite-means-keeping-them-in-the-talent-pipeline