Core Insights - LexisNexis Risk Solutions Data Services CEO Dean Curtis has been recognized as 1 on INvolve's Heroes Advocates Role Model List for his leadership in promoting gender equity and inclusive workplace practices [1][2][3] - The Heroes Advocate Role Model List is an annual recognition that highlights leaders who advocate for gender diversity and the success of women in business [2][4] - Dean Curtis has been a five-year veteran of the Heroes Role Model list and has implemented programs to foster community, mentoring, and inclusivity, particularly for women in the industry [3] Company Overview - LexisNexis Risk Solutions utilizes data, analytics, and technology to provide insights that help businesses and governmental entities reduce risk and improve decision-making [4] - The company is headquartered in metro Atlanta, Georgia, and is part of RELX, a global provider of information-based analytics and decision tools [4]

Gender Partnership & Workplace Dynamics - Workplaces often fail to accommodate both women and men's emotional and personal needs [1] - Gender partnership is defined as men and women collaborating to foster workplace inclusion and fairness [4] - Catalyst's mission is to accelerate progress for women by creating workplaces that work for everyone [1] Gender Inequality & Statistics - Less than 10% of public company CEOs are women [1] - Women earn 83 cents for every dollar a man makes, and 74 cents if they are mothers [1] - 76% of men want their workplaces to address disadvantages for women [1] - 82% of men believe it is important for managers to understand gender equity issues [1] Barriers to Male Involvement - Apathy, ignorance, and fear are key reasons why more men don't actively promote gender equity [1] - Men fear being perceived as not manly enough if they express emotional needs or take parental leave [1] Catalyst's "Five Bs" Roadmap - The "Five Bs" to gender partnership are: Begin with you, Break down what's not working, Build up what's in it for men, Bridge the gender gap, and Bring humanity to work [5] - The roadmap aims to shift the focus from fixing individuals to addressing systemic issues in the workplace [16]

Workforce Trends - Young women are working at nearly record rates, exceeding previous generations in workforce participation [1][2] - Approximately 78% of women in their 20s and 30s are employed [2] - A growing share of prime-age men are taking on more caregiving responsibilities at home, indicating a generational shift [2][5] - Men ages 25 to 34 not working because they're caregivers has doubled since 2001 [13] Factors Influencing Participation - Teleworking and remote work options are helping women stay engaged in the workforce after having children [7][9] - Economic necessity is a significant driver for women entering the workforce, particularly for women of color, due to the rising cost of living and caregiving [9][10] Societal and Economic Impact - Equitable caregiving and increased workforce participation for both women and men can lead to wage parity and economic growth [14] - The current systems, including government policies and societal support, need to catch up with the changing values and the generational realignment in work and gender roles [15][16] Challenges and Future Considerations - The childcare system, already under strain, faces increased pressure with more parents in the workforce [12] - Policies like paid leave and childcare support are crucial to sustain the progress and prevent fragility in the workforce [14] - Further exploration is needed to understand how households are changing and how these changes impact the workforce [18]