Be in the Know
Stay connected to what’s happening in the Food Industry and our gender equity movement.
LDWS LAUNCH IN 12 CITIES
May 25, 2018
A one-day workshop with a year of opportunities to learn, network and grow
Participants in WFF’s one-day 2018 Leadership Development Workshops (LDWs) coming to 12 cities this fall will gain hands-on strategies to accelerate their careers supported — for the first time — with year-long opportunities for additional learning, networking and growing with session presenters and peers at no additional cost.
Nationally-recognized leadership experts will engage participants in developing a personalized roadmap to career success over a 12-month journey that includes the one-day deep dive workshop, READY TO LEAD: 5 Strategies to Accelerate Your Career, supported by 365-day learning touchpoints.
“We have all been to conferences or read books and felt inspired to change and grow only to have life get in the way,” explains workshop speaker and best-selling author and psychologist Elizabeth Lombardo, Ph.D. “We are changing that dynamic by walking every step of the way with women to cement new skills, create new habits and rewire their brains for success. We don’t want to impact people for a day, we want to change their lives over the course of the year.”
Built on WFF’s 12 research-based Competencies for Successful Leaders, the immersive leadership experience will provide participants with the tools to immediately amplify their impact, while building skills and networks to accelerate long-term career growth through ongoing support. By participating in the LDW, you will learn to:
“Individuals who complete our program will not only be equipped and ready to take the next step in their leadership journey,” explains workshop speaker Katrina McGhee, “but they will also have built a strong network with other women leaders with whom they can learn, network and grow.” McGhee is an author, women’s advocate, CEO of Loving on Me and a consultant helping organizations work to improve the lives of women and children around the globe.
The workshops launch September 13, in Dallas, TX and are followed with sessions in 11 cities throughout the fall: Minneapolis, Chicago, Houston, Atlanta, New York, Philadelphia, Toronto, Orange County, Denver, Washington, D.C. and Orlando.
To learn more about WFF’s LEADERSHIP DEVELOPMENT WORKSHOPS (LDWs) supported by year-long learning, visit https://workshops.wff.org.
May 25, 2018
FIRST WFF/IFMA AWARD PRESENTED
WFF LEAN IN CHAPTER GOING STRONG
April 21, 2018
LET’S GET THE NUMBERS RIGHT – A LOOK AT THE WOMEN IN THE WORKPLACE STUDY
By Hattie Hill, President & CEO, Women’s Foodservice Forum
February 15, 2018
This article is an edited extract from the ‘Women in the Food Industry’ report, which draws from the McKinsey and LeanIn.Org ‘2017 Women in the Workplace Study’. Read more about the food industry at: https://www.mckinsey.com/global-themes/gender-equality/women-in-the-food-industry
The food industry continues to be a booming sector that faces a contradiction between the leaders of the industry and those who make the purchasing decisions. Women account for the vast majority of food-purchasing decisions in the United States and also make up almost half the entry-level workforce in the food industry, yet women are underrepresented across the board above this level.
In our latest research, Women in the Workplace, we find that 90 percent of the 222 companies surveyed assert a commitment to gender diversity. While it’s encouraging to see that most companies have embraced the business case for gender diversity, it is still a compelling place to start the conversation. Women are an untapped source of economic opportunity—in 2015, the McKinsey Global Institute showed that fully bridging the gender gap in the US labor market would not only be equitable in the broadest sense but also add $4.3 trillion of additional annual GDP in 2025—19 percent higher than the business-as-usual GDP. Diversity and inclusion in general are also strongly connected to corporate performance, and for the food industry, the business case for diversity serves as a strong motivating force.
When determining the health of gender diversity in a company pipeline, we evaluate four core elements. First is the representation rate, to test whether women are well represented at each level in the corporate pipeline across line (operations, P&L) and staff (support) roles. Second is the attrition rate, to determine whether women leave their companies at higher rates than men. Third is the promotion rate, specifically whether women progress through the pipeline at a pace similar to men’s. Fourth is the external hiring rate, whether employees hired from external sources are as likely to be women as men. In 2017 we looked at 31 companies spanning the food industry value chain in the United States—a roughly equal mix of manufacturers, distributors, and operators.
Here are some key takeaways from the 2017 Report:
As we continue this march towards attaining gender parity, a key step continues to be the ability to access accurate, reliable data. This is where the Women in the Workplace study comes in. This research is part of a long-term partnership between LeanIn.Org and McKinsey & Company to give organizations the information they need to promote women’s leadership and foster gender equality.
This year 222 companies employing more than 12 million people shared their pipeline data and completed a survey of HR practices. In addition, more than 70,000 employees completed a survey designed to explore their experiences regarding gender, opportunity, career, and work-life issues. To our knowledge, this makes Women in the Workplace the largest study of its kind.
As an industry champion, WFF encourages you to join the 2018 Women in the Workplace Study so we can continue to get sound data and a better understanding of what we need to do to make our industry the industry of choice for women.
If you are part of the Food Industry and would like to learn more and/or participate in the 2018 Study, please contact Tim Johnson, VP of Human Resources & Organizational Development for WFF at email@example.com
All other industries can also sign up at: https://www.womenintheworkplacestudy.com/wix/23/p44989832.aspx
By Hattie Hill, President & CEO, Women’s Foodservice Forum
February 15, 2018
FINDING A SPONSOR
By Simon T. Bailey, Founder & CEO, Simon T. Bailey International Inc.
January 16, 2018
LEADING THROUGH DISRUPTION
MOST SENIOR WOMAN EXECUTIVE AT MCLANE FOODSERVICE LEADS THE WAY AS WFF CHAIR
February 20, 2018
McLane Company, Inc. has been an early and staunch supporter of WFF’s gender equity initiative as one of the first companies to register for the Women in the Workplace Study.
President and CEO of McLane Company, Inc., Grady Rosier, and President of McLane Foodservice, Inc., Tom Zatina, have also lent incredible support by engaging their industry peers in the Study. But it is yet another member of the McLane leadership team who is spearheading WFF’s LEAD THE WAY gender equity initiative.
Susan Adzick, Senior Vice President of Sales and Strategic Relationships for McLane Foodservice, Inc., and 2018 Chair of the WFF Board of Directors, is deeply committed to advancing women and has an impressive record as both an industry leader and mentor.
“What I’m most proud of in my career is helping the people I work with broaden their perspectives, develop themselves and open up their horizons,” Adzick said.
As Chair of the WFF Board, a member of the board of the National Restaurant Association and NRA’s Educational Foundation, and member of the board of the Arby’s Foundation, Adzick is an influential leader and role model.
Her focus as 2018 Chair of WFF will be to work with CEOs and other senior executives to find the most effective ways to improve opportunities for women in their organizations. “We are laying the groundwork with strong data about the status of women in our industry and developing and sharing best practices for our colleagues to be successful in attracting, advancing and retaining women leaders,” Adzick said. “Now is the time to move the needle on gender equity in the Food Industry.”
“Susan is the personification of WFF’s values and brings the passion, creativity and acumen we need to usher in this era of unprecedented change,” said Hattie Hill, WFF President & CEO.
McLane Company, Inc. has been an early and staunch supporter of WFF’s gender equity initiative as one of the first companies to register for the Women in the Workplace Study
February 20, 2018
RISK TAKING, A TOP SKILL TO LAND TOP JOBS
President of National Foodservice and On-Premise for The Coca-Cola Company (TCCC) and WFF Board Member, Kathleen Ciaramello, has learned over her 32-year career with the world’s most recognized brand that she, like many women, had a tendency to sell herself short. Today, she knows smart risk taking has its rewards. “Early in my career,…
In this section, find out who’s going where among our member and partner companies.
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GORDON FOOD SERVICE – A MODEL FOR WFF ENGAGEMENT
November 15, 2017
Over the past five years, Gordon Food Service has been on a transformative journey to attract, retain and develop women at all levels of the organization.
The North American company began working more closely with Women’s Foodservice Forum (WFF) to learn new ways to attract and retain talented women at the company and bolster what it was doing in diversity & inclusion (D&I).
Gordon Food Service’s efforts are not only paying off in terms of retention and engagement of women, but the company is also a role model partner for applying WFF content and resources.
“As we started to focus on retaining and attracting talent, WFF gave us an awareness of numbers and data that made us take a step back and reflect on our portfolio and the path we were on,” said Elena Buist, D&I Ambassador for the WFF & Gordon Food Service Core Team. “WFF helped set us on the path of where we needed to go.”
Gordon Food Service knew it had to put an emphasis on gender diversity to stay competitive in the labor market, said Clif Charles, Director of Diversity & Inclusion.
“As we looked within our ranks, we found that we did not have a lot of women in key leadership roles,” he said. “We recognized that more work needed to be done in D&I and that this was going to be that driver for attracting, retaining and developing women.”
Clif wanted to know what Gordon Food Service could do from the distributor side to provide opportunities for training and development and show the company’s commitment to D&I.
“We recognized that we had resources at our fingertips that could help us. We knew this could be part of our business strategy,” he said. “But we weren’t taking full advantage of WFF.”
The team in Canada was the first to engage with WFF by attending WFF Leadership Development Workshops and the Annual Leadership Development Conference and hosting networking events.
“We had a D&I connectivity point with WFF in Canada, but we didn’t have a real strong connection in U.S.,” Clif said. “We began to look internally to see what we had been doing. Once we began to understand what we were doing internally, we found that WFF amplified what we had. It was a good opportunity to align more closely with WFF.”
Gordon Food Service began sending more employees to our Annual Conference as part of their leadership development. And managers were seeing tangible results.
“When teams returned from Conference, employees started asking more questions about how to get these types of development opportunities. It really began to pique women’s interest,” Elena said. “Then our leaders started to say, ‘Hey, we are onto something. How do we engage more employees?’”
The company also began working more closely with WFF to focus resources on D&I.
“This year, we started a new diversity and inclusion training that is mandatory for our leadership,” said Laura Urzola Rivas, Talent Acquisition Supervisor. “I think it helped shed light on different ways we can promote professional development to people who are different from us and look at some of our unconscious biases.”
Employees have also seen a greater emphasis on training and professional development and are having more conversations around Individual Development Plans (IDPs).
“I saw a difference within the first year of working here,” Laura said. “The number of employees that we sent to the Conference spoke for itself about Gordon Food Service’s willingness to invest in our future. I have also noticed more activities throughout the year to promote women’s professional development through book clubs, speakers and general awareness about career growth.”
The WFF & Gordon Food Service Core Team contains about a dozen passionate team members who are spreading the WFF mission. The group hopes to increase membership engagement and awareness about WFF. While the company has sent hundreds of employees to the Annual Conference, it wants to increase the number of employees who attend each year. It also recommends leaders use an evaluation process to select attendees.
Today, the team has the full support of Rich Wolowski, North America President and CEO, and other senior leaders like Mary Beth Zick, Chief People Officer.
“We strongly believe that we best serve our customers when our workforce reflects the communities in which we serve,” Mary Beth said. “We are delighted in the growing partnership with WFF as we invest in the attraction, retention and development of women in our organization.”
November 15, 2017
INDUSTRY CEOS JOIN WFF TO LEAD THE WAY TO GENDER EQUITY
March 26, 2018