Natalie Massenet Quotes

I have worked for a lot of really great leaders and mentors that I felt provided me, along with many of my peers - many of them women - opportunities.

When Donald Trump is in charge, all that counts is ability, effort, and excellence. This has long been the philosophy at the Trump Organization. At my father's company, there are more female than male executives. Women are paid equally for the work that we do, and when a woman becomes a mother, she is supported, not shut out.

It's awesome that you have a female CFO and a female GC, but if you look at the investing partners, and it's 15 dudes, I do think those people are going to get left behind if they don't get with where the world is going.

I was doing a lot of networking in the Valley, and I found that it was not a very diverse environment, and most of the conferences and meetup events I went to, there weren't many women or people of color in those rooms.

Men, if you are in a position of power or authority, please respectfully continue to mentor and work with talented individuals and those with promise, regardless if they are men or women.

I find it fascinating that sport has such a strong connection to success in business. Arguably, C-suite women are some of the most successful women, and more than half of them played at a more advanced level than just the general population of women in business that had sport in their background.

PepsiCo did not have a woman in the senior ranks, nor a foreign-born person who was willing to think differently.

My answer to those who oppose my appointment as CEO is that this is really a decision of the YWCA. They want to strengthen their grassroots to advocate on behalf of women's and children's empowerment and ending racism.

When I got to be a CEO, I said: 'Right. I'm now going to tackle gender inequality head-on. I'm going to make a difference and lead by example and actively put in place policies and practices to support women.'

This country can no longer afford to choose our leaders from a talent pool limited by sex, race, money, powerful fathers and paper degrees. It's time to take equal pride in breaking all the barriers.

You need mentors, people with that desire to support women and the vision to have more. We have that in Anglo American in a big way.

Every company wants to know how to find and keep highly talented women in the workplace.

If you were just to look at Lockheed Martin, you'd see a lot of women in senior roles in our company and, not only that, our customers, so I don't consider it an old boys' club.

Half of my employees are women.

I think the bottom of the totem pole is African-American women, or women of colour. I think they get the least opportunities in Hollywood.

The list of women to potentially be on a major party ticket, in both parties, is embarrassingly short.

The law faculty see no reason why any young woman who in respect to character and acquirements fulfilled the Conditions applicable to male students, and who chose to attend the law lectures in good faith for the purpose of becoming acquainted with the laws of her Country, should be denied that privilege.

Pity the Party without enough woman power - there will always be dreamers and leaders, but the dreams won't come true, nor will the leaders reach their goal, without the ready doers.

We strongly support the right of Googlers to express themselves, and much of what was in that memo is fair to debate, regardless of whether a vast majority of Googlers disagree with it. However, portions of the memo violate our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace. Our job is to build great products for users that make a difference in their lives. To suggest a group of our colleagues have traits that make them less biologically suited to that work is offensive and not OK. It is contrary to our basic values and our Code of Conduct, which expects “each Googler to do their utmost to create a workplace culture that is free of harassment, intimidation, bias and unlawful discrimination.”

It's not good enough to say we value diversity and then underrepresent women and minorities.

As a company powered by technology and digital innovation, Booking.com believes strongly in ensuring equal access and opportunity for all within the technology sector.

I consciously make an effort to get to know some of the women who may be in the middle of the organization - they're not at senior management levels - and try to figure out whether there's a new opportunity they can take on that enables them to shine and succeed in a way they may not have in the past.

If a CEO takes an interest in you and he happens to be an Asian man, then that's great, but as an African-American woman, you want to make sure that if the executive vice-president of the company is an African-American woman that you get to know her.

It's fun working with smart, young women.

I can't tell you how many resumes we get from business schools across the country from black women and black men and Hispanic women, men, etcetera, who say I'm interested in working for your company because they can see someone at the top who looks like them.