• Empowering individual women and girls
  • Building equity and inclusion within organizations
  • Strengthening local communities
  • Professional skill building, mentoring and workforce development

Our approach meets you where you are.

Accelerating change for women and girls requires a tailored and unique approach.

We can help. 

JOIN THE MOVEMENT

Immediate Ways to Make an Impact

Ways to Make an Impact

01

Take the Pledge.

02

Engage the Foundation to Create a Plan and Move the Needle

03

Spread the word about #CLOSETHEGAP.

04

Get educated.

Here’s what keeps me up at night: I imagine waking up one morning to find that the country has moved on. That the media has stopped reporting on systemic inequalities. That diversity remains something companies talk about instead of prioritizing. That all of this energy and attention has amounted to a temporary swell instead of a sea of change.

- Melinda Gates

The Foundation for

Female Equity and Inclusion: 

Working in collaboration with industry partners to provide the latest research and best practices for public and private organizations. 


This is not political. This is fixable. It takes a scientific approach to fix the system.

Awards and Achievements


Most Influential Woman in Arizona Business Award in 2022

Christine Gannon

2021 Phoenix Business Journal Outstanding Women in Business Award

Antoinette Farmer-Thompson and Christine Gannon

2020 Capitol Times Top Woman Achiever of Arizona

Christine Gannon

Get the Books


Podcast and YouTube Channel


Take the Pledge

The first step to female equity and gender parity for any company is to sign the corporate pledge.

There are many resources to help you on this site on the resources tab. In addition, you can work with one of our consultants to ready your company for assessment. 

This is not political. This is fixable. It takes a scientific approach to fix the system. There is hope.

#CLOSETHEGAP

Just One Example of Thousands

Women constitute 61 percent of accountants and auditors, 53 percent of financial managers, and 37 percent of financial analysts. 

Yet... women are only 12.5 percent of chief financial officers in Fortune 500 companies.


Source: American Progress

What's wrong with this picture?

It is time to stop trying to change women, and start changing the systems that prevent them from achieving their potential.

UN chief Antonio Guterres called for an end to gender inequality which he said "should shame us all in the 21st century because it is not only unacceptable, it is stupid."


Comparing it to past "stains" of slavery and colonialism, he said discrimination against women and girls remained a major problem around the world.


"From the ridiculing of women as hysterical or hormonal, to the routine judgement of women based on their looks; from the myths and taboos that surround women's natural bodily functions, to mansplaining and victim-blaming -- misogyny is everywhere," he said at an event at The New School university in New York.


"It is time to stop trying to change women, and start changing the systems that prevent them from achieving their potential," the UN head said.


(Source: AFPnews

Military Inequality

Female servicemembers and veterans were 10 times more likely than their male counterparts to answer that they faced or witnessed gender discrimination in the military, according to an online poll of 1,708 Stars and Stripes digital subscribers around the world. 

News

By Christine Gannon 08 Feb, 2022
This is a critical component to equity in the workplace for women. As women in the workforce, we have all experienced the challenges associated with knowing we have been paid unfairly and/or unequal. Last week, a recruiter shared on Linked In (now deleted) how she offered a female candidate $45K LESS than what the job paid, because she knew the woman would take the position. Pay transparency, while it may bring different and new hurdles, will offer a pathway to pay equity for women in the workplace. #payequity#womeninbusiness#femalequity#closethegap Caroline Fairchild this week for Linked In writes, "A new report tracking wages and productivity of almost 100,000 U.S. academics across eight U.S. states over two decades has found that pay transparency significantly reduces pay inequality among men and women. If adopted at a wider scale, pay transparency could reduce the gender pay gap by as much as 40% after adjusting the wages for those who are underpaid." https://www.linkedin.com/news/story/a-solution-for-the-gender-pay-gap-5240308/
By Christine Gannon 30 Apr, 2020
By Alisha Haridasani Gupta — New York Times
By Christine Gannon 16 Apr, 2020
Women represent 40% off all entrepreneurs in the country they only receive 2% of investment funding. That's a problem for everyone.  A 2020 Crunchbase report shows that even if we combined VC investment in female-founded and mixed co-founded companies in 2019, it still amounts to only 9 percent of all investment. Considering women represent over 40 percent of all entrepreneurs in the country, and plenty of statistics showing that women significantly outperform men in business, a lot more needs to be done. Everything we know about business tells us that more investment in women means more than innovation and reach in an industry, it also provides economic growth and social benefit for the nation. After all, who better to cater to the female half of the world’s population than women? And women, by the way, make 80 percent of purchasing decisions in the home in the U.S. Morgan Stanley estimates that investors are missing out on businesses worth $4 trillion in revenue annually by not investing in more female- and minority-led enterprises. We can’t continue to talk about investment in women as a pipeline issue; the talent is there, as are the organizations connecting them to VCs. Any investor who says they can’t find female entrepreneurs probably isn’t trying hard enough. #femaleequityhashtag #femaleentrepreneurhashtag #femalefoundershashtag #vcfundinghashtag #startupfunding
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