7 of the Fastest Growing Jobs for Women in Wind

LinkedIn

Women working in the wind industry are on the rise.

Wind power is the number one source of renewable energy generating capacity in the country, and has made substantial gains over the last 5 years. In 2016 alone, the industry added more than 20,000 new jobs and now employs 102,000 Americans in all 50 states.

According to a recent U.S. Department of Energy employment report, women make up 32% of that figure.

Kristen Graf, executive director of Women of Renewable Industries and Sustainable Energy (WRISE), believes women in wind energy are making a difference.

“Teams of any kind do better when they are more diverse—full of different ideas, perspectives, backgrounds and talents,” she said. “A piece of that diversity is having more women in the mix, and right now, in the renewable energy space, we need more women in all roles and at all levels to help drive toward the kind of success we are capable of and know we need.”

With that in mind, here are seven of the most popular jobs for women, broken down by female percentage in the wind workforce:

Administrative/Clerical (83%)

Perform clerical and administrative duties, such as organizing files, preparing documents, and scheduling appointments.

Accountants/Bookkeepers/Finance (63%)

Record financial transactions, update statements, and check financial records for accuracy. Also provide bookkeeping, accounting, and auditing.

Communications/Public Relations (53%)

Create, edit, translate, and disseminate information through a variety of different platforms.

Applied and Field Scientists (45%)

Work with wind farm developers to ensure a site is suitable for development. After the site is selected, environmental scientists and biologists then help the developer comply with environmental regulations and policies to ensure that physical and wildlife sensitivities, as well as cultural impacts, are mitigated.

Civil Engineers (41%)

Design and supervise large construction projects, including wind farm foundations, access roads, support buildings, and crane paths and pads. Because of the scale of wind turbines, these engineers deal with some atypical problems, such as designing roads that can withstand very heavy loads as well as trailers that are up to 100 feet long.

Economists and Policy Experts (33%)

Economists study the production and distribution of resources, goods, and services by collecting and analyzing data, researching trends, and evaluating economic issues. Policy experts research and advise on various policy issues within the energy industry.

Attorneys (27%)

Advise and represent individuals, businesses, or government agencies on legal issues or disputes. Attorneys work within each sector of the wind industry, leading and supporting contract negotiations and execution, financing and confidentiality agreements, patents and intellectual property filings, mergers and acquisitions, and legal compliance.

Wind is Working

A recent study from Navigant Consulting predicts that the U.S. wind industry will drive more than $85 billion in economic activity over the next 4 years, with employment to reach 248,000 jobs in all 50 states by 2020. This is partially due to the multi-year extension of the production tax credit in 2015, which will enable the development of 35 gigawatts of wind power capacity across the country between now and 2020.

Of the approximate projected 248,000 jobs, Navigant expects:

  • 33,000 Americans to be working in wind manufacturing facilities,
  • 114,000 to be building, operating, and maintaining wind turbines (currently wind technicians are reported to be the fastest growing job in America), and
  • 102,000 workers in other jobs supporting the industry.

With numbers like this, it seems the wind industry is moving on up.

To learn more about wind industry careers and what is required to move into or move within the industry, see the Office of Energy Efficiency and Renewable Energy’s wind career map.

Source: energy.gov

A Latina Google Strategist’s Views On Authenticity, Embracing Your Identity And The Power Of Instagram

LinkedIn

Dannie Fountain is known as a builder, whether she’s rebuilding her own identity or building a brand, she has a reputation for how tightly she can weave a story that just feels right.

While the skill set was there during her teenage years it was her freshman year of college that challenged her ability to put them to the test.

“I was adopted at 16, changing my identity all over again, and removing my ability to access the historical information that had been shared, because I no longer had access to their source – my mother’s anecdotal nuggets,” explains Fountain. “My identity changed once again during my freshman year of college. Through some health-related decisions, tough conversations, and a DNA test, I discovered that the wholly-British descent I’d been raised to understand was actually pretty off.”

The unexpected medical tests led to Fountain discovering that she was Latinx and deciding to melt into an identity that had always belonged to her.

Now as a strategist at Google and as an independent marketing consultant, Fountain uses her storytelling skills to support brands and their larger missions.

Below she shares how she champions inclusivity in all the spaces she inhabits, what advice she has for other Latinxs, and how she balances both her corporate job and side hustles.

Vivian Nunez: What made you join the team at Google in addition to working for yourself? 

Dannie Fountain: Truthfully, I wasn’t looking for a job when the Google opportunity happened. I was surviving (nay, thriving) in the rollercoaster of “feast and famine” that is entrepreneurship and I truly was in love with my life. When the Google opportunity first cropped up in my inbox, my reaction was one of imposter syndrome – who am I to believe I’m important/talented/brave/strong/cool enough to pursue an opportunity like this? But Google has this kind of kinetic power, one that won’t let you say no. So I pursued it, and the more I pursued it, the more I fell in love. Now, nine months later, I can truly smile when I say Google is my corporate home and the first place I’ve ever worked where I’ve unapologetically brought my whole self to work every single day. 

Nunez: How have you navigated the transition to an in-house, full-time job? 

Fountain: I’ve always been a “side hustler” in some form of the word – whether it was running my marketing consulting firm while in college or running my second business while maintaining my first. But this transition from freelancing to working at Google was an interesting one. Before I came to Google, I was on the road nearly 24/7 for speaking engagements and work. Not only was I coming back into a space where I had a boss again, but I also was going to have an apartment of my own for the first time in nearly 2 years.

The transition was smoother than expected in some ways (i.e. I have fallen in love with having a commute again) and harder in others (I didn’t actually stop traveling as much and so I still feel like I’m on the road all the time). Having coworkers and the resources to do all the things I’ve dreamed of doing is incredible – I love the opportunity for casual collision that sparks these moments of innovation that profoundly change the way I think about marketing. I’m beyond grateful for the access and opportunity I’ve gotten in the nine months I’ve been at Google. But at the end of the day, I’m a Googler and still a freelancer, so really not much has changed.

Nunez: How important is it for you that others understand that you are proudly Latina?

Fountain: In some ways, I feel so much shame for identifying as Latina. My grasp on culture and history is limited. My grasp on language is weak. My appearance is that of a white woman. It took me taking an actual DNA test and seeing the results with my own eyes before I’d actually start checking the “hispanic or latino” box on things, let alone verbally speaking that identity aloud.

But I also recognize my privilege. I know that I have the power to walk into a room and be presumed white and there is so much responsibility in that presumption. There’s this profound sense of urgency to make it unequivocally clear that [Latinx] is who I am, all in, 100%

Continue onto Forbes to read the complete article.

Manufacturing: A High-Paying ‘New Collar’ Career

LinkedIn
Women in Manufacturing

We’ve heard of white collar jobs and blue collar jobs, but “new collar” jobs? There’s a new trend in employment, and it’s in career fields that don’t necessarily require a college degree but require a specific set of highly technical skills.

In manufacturing, there is a tremendous opportunity for new collar workers to be well paid as they fill hundreds of thousands of vacancies. And the time to take advantage of this opportunity is now.

“Today in America, manufacturers need to fill some 364,000 jobs. Over the next 7 to 8 years, we’ll need to fill around 3.5 million, according to a study from Deloitte and the National Association of Manufacturers (NAM) Manufacturing Institute,” says NAM President and CEO Jay Timmons. “But two million of those jobs could go unfilled because we haven’t upskilled enough workers.”

IBM CEO Ginni Rometty was the first to urge politicians and business leaders to not think in terms of white or blue collar jobs, but to broadly consider these future unfilled positions as “new collar” jobs—jobs that don’t require a traditional 4-year degree but do require a good amount of skill. Manufacturing is a great new collar career choice, and here’s why.

Well paying positions. According to the National Tooling & Machining Association (NTMA), those in a manufacturing-related job in America tend to make an average of $15,000 more per year than other job fields. This extra amount of money alone can pay for rent, a new car, or help to significantly pay off school or other related debts, while still having money left over each year. More money for vacations, or saving to get to retirement faster.

Flexible work environment with a changing technological and social landscape. Machinist jobs are well known to have a casual dress code, which is usually comprised of thick t-shirts, jeans and hoodies, due to the work environments they expose themselves to. There are also lots of young machinists working today who have tattoos, piercings, and an overall unconventional look, which is completely fine with most manufacturing shop floor employers.

There is also the flexibility in being able to bring these skills to any manufacturing shop floor.

With the industry getting younger, it is also easier for people in this job field to not only find their niche community within the realm social media, but for employers to reach new talent via the platforms of Facebook, Twitter, Instagram, and beyond.

Less time in school after high school, and you can often learn the trade during high school. While there is a serious need of resources for STEM learning (science, tech, engineering and math) for youth these days, there are some resources that can be highlighted as great examples.

For any classroom environment, it is highly recommended that educators check out the video platform called Edge Factor, which has an abundance of resources to let young people discover what they would like about working in this industry. There is also the Cardinal Manufacturing program from the Eleva-Strum School District – it’s a real machine shop high school kids can work in, and that school district also has a very progressive Digital Learning Initiative to keep these kids up to pace with current technology.

The great news is that to get a job in the manufacturing field working at a machine, a college degree is not necessary. Most employers will look for certifications, or may even offer an apprenticeship, to get new talent through the door. To gain certifications, there are online colleges, community colleges, and even vendors who offer these valuable certification learning resources, as well as the program Workshops for Warriors for military veterans.

Source: monster.com; Alliance for American Manufacturing; nam.org

How A Love For Math Turned Into A Career In Venture Capital

LinkedIn

When Anarghya Vardhana, a principal at Maveron, was growing up, the most common language spoken in her house was math. Her father was an engineer and her grandfather, a math professor. That formed her dream of solving the Riemann hypothesis, the theory that prime numbers follow a pattern and led her to study math at Stanford University.  She envisioned working in number theory and teaching at the university level. Then everything changed.

“I realized that I wanted to make an impact,” said Vardhana. “Maybe I could solve this amazing math problem; but even if I did, I would not really see the impact of it on people during my lifetime.”

The iPhone had launched and Vardhana got excited at the idea of combining technology, science and math with business to create something that immediately got into the hands of people and changed how they lived.

“I could still love science, math and technology, but do it in a different way,” explained Vardhana. “

That skill set took her from a first job at Google to an early stage startup in product management. She had some exposure to venture capitalists (VCs) but never thought it was a job for young people or someone who hadn’t sold a company. As she struggled with how to align her passions and professional interests, her sister urged her to become a VC.

Then only in high school, her sister outlined four points why:

1) Relationships are important to you and early stage venture is relationship driven.

2) You love researching and developing a point of view. VCs think around the corners to develop a thesis around where the world is headed.

3) You know technical process.

4) You are the only woman on your product team. Less than 2% of venture dollars go to women. You could be part of making sure capital flows in a way that’s equitable to women and people of color.

Vardhana also saw that venture would allow her to mentor. As a VC you have a dynamic relationship with your founders, where at times, you are also a coach and teacher.

Continue onto Forbes to read the complete article.

How Vimeo’s 34-Year-Old CEO Mastered The Nonlinear Career Path

LinkedIn

The gifts of the digital age are wildly abundant. We have in our pockets the ability to teach ourselves anything, meet people and build communities across the globe and an endless market for goods and services. This level of access and freedom means you don’t have to follow a traditional career path, but when you are thinking about designing your own, whether right out of college or during a career pivot, this unlimited possibility can be totally overwhelming. It’s the paradox of choice.

“You don’t have to follow a traditional career path. There’s no rule book or playbook for success. Write your own roles. Don’t take people’s paths as the way that you have to do things. You have to do it yourself.”

This is Anjali Sud’s advice for us. And as Vimeo’s CEO at 34, she is undoubtedly the master of the non-linear career. “I did everything from investment banking to being a toy buyer to marketing diapers online to coming to Vimeo to do marketing and finding myself in my dream job now as the CEO.”

But how do you create a strategy for building a non-linear career without a playbook? And, how do you advocate for your work when you’re new to a field or if you have the skills but not the experience? I sat down with Anjali Sud at Collision in New Orleans to learn about her journey to the C-Suite and what she’s learned along the way.

When you started your career, did you see your path as non-linear? How did this shift for you over time?

I wish I had known that careers aren’t linear. When you’re young and in school, you work so hard and there is sort of a linear path. You know? You find a major and you specialize in it, you try to get a job. And then when you get out in the workforce, there can sometimes be this pressure — especially when you look at people around you. I remember, right out of college, I wanted to be an investment banker and I couldn’t get a job at a big bank. I got rejected by every big bank. And so you start to feel like, “If I don’t get the job at Goldman Sachs, I’ll never be able to become an operator and do what I want to do.” When I look back at my career path it was incredibly not linear. I wish I had known that so I wouldn’t stress out so much about not having a perfect path or not getting that job interview. Instead, having the faith that you can affect your career path at any point and realizing that opportunities come from places you could never imagine. I wish I had known that. I think I would have been more chill.

When you realized you wanted to transition from finance into operations, you hit a couple of walls — namely companies who didn’t want to give you a shot without this experience. How did you navigate this and end up as an operator at Amazon?

I met with a bunch of startups in NYC and asked them what skill sets they thought were most transferable between finance and operations. One recommendation I got was to try business development as a good “transition” function. The reason is that business development often requires deal-making skills – something I had picked up in finance – but it also involves a deep operational understanding of the business and its growth strategy. So, I applied for a summer internship at Amazon in business development. I worked my butt off that summer and got a full-time offer to join the business development team, but instead asked to take on an operational role. Because I had gotten my foot in the door and proved myself, Amazon was willing to give me a shot as an operator, first in a merchandising role, and then in marketing.

Continue onto Forbes to read the complete article.

How Today’s Google Doodle, Dr. Virginia Apgar, Made A Big Difference

LinkedIn

Today is the birthday of Dr. Virginia Apgar, who has helped make many, many, many birthdays possible.  The pioneering doctor lived from June 7, 1909, to August 7, 1974, and is the subject of today’s Google Doodle. You can’t really go through medical school without knowing Apgar’s name, at least her last name. Here’s why.

In 1952, Dr. Apgar unveiled the Apgar score. Besides being her last name, Apgar stands for the following five domains “Appearance, Pulse, Grimace, Activity, and Respiration” of the score. Basically 1 minute and 5 minutes after a baby is born, doctors, nurses, and midwives will score the baby from 0 to 2 (with 2 being the best) for each of these domains. The following table from the KidsHealth website shows how this scoring is done:

You then sum the 5 domain scores to get a sense of the baby’s overall health. If you do the math, you will see that the total score can range from a 0 to a 10 with a higher score being better. A baby rarely scores a 10, because most babies have at least blue hands and feet when they are born (hey, life ain’t easy and not everyone is the best at everything). A score of 7 or higher is normal. Lower than 7 merits immediate medical attention such as potentially oxygen, clearing out the airway, or physical stimulation to get the heart beating faster as the U.S. National Library of Medicine describes. Time may be all that the baby needs, since low scores at 1 minute frequently become normal at 5 minutes. Sometimes a doctor, nurse, or midwife may check an Apgar score 10 minutes after birth if any questions remain.

Of course, an Apgar score is only an immediate assessment and usually does not forecast either good or bad health in the future. So putting your good Apgar score on your resume will impress no one. A high Apgar score doesn’t necessarily mean that everything will be beer and Skittles from thereon. Similarly babies with low initial Apgar scores can go on to have very healthy lives.

While it may seem routine now, using a standardized way to check a baby’s health was not standard practice before Dr. Apgar invented the score. Newborn care was a lot more haphazard, making survival among infants, especially those born prematurely, more challenging.

It was an accomplishment for Dr. Apgar even to get to a position to make such an important invention. Back when she graduated from Mount Holyoke College in 1929 and then from the Columbia University College of Physicians and Surgeons in 1933, the “Apgar” score for the medical careers of women and minorities was very, very low. Very few were even allowed into medical school, let alone progress in their careers afterwards. But Dr. Apgar was a persistent pioneer, eventually becoming the first woman to achieve the rank of full professor at her medical alma mater in 1949. Things aren’t smooth sailing for women and minorities today in medical and academic careers. But you can thank Dr. Apgar for at least making some initial inroads.

Continue onto Forbes to read the complete article.

Mellody Hobson Will Become Starbucks Vice Chair After Howard Schultz Departure

LinkedIn

Mellody Hobson, president of Chicago-based investment firm Ariel Investments, will be moving into a role as Starbucks’s vice chair following Executive Chairman Howard Schultz‘s departure on June 26.

A Chicago native, Hobson worked her way up after joining Ariel as a college intern in the 1990s, going on to become the company’s vice president of marketing, then a senior vice president, and eventually president at the firm. Ariel’s holdings include MSG Networks, Northern Institutional Treasury Portfolio, First American Financial Corp., and Kennametal, among others.

A member of Starbucks’ board of directors since 2005, Hobson has also served on the boards of Estée Lauder, DreamWorks Animation, and Groupon.

Throughout her career, Hobson has made financial literacy and community outreach a priority. Currently, she serves as chair on the board of directors of The Economic Club of Chicago, as well as chair of After School Matters, a Chicago nonprofit that provides teens with out-of-school time programs.

Continue onto Fortune to read the complete article.

First FedEx African American Woman Pilot Reflects Journey

LinkedIn

FedEx Airbus Captain and Line Check Airman Tahirah Lamont Brown recalls her very first time in the cockpit in 1992—a momentous occasion for any pilot, but especially for an African American woman entering an industry dominated by men.  Brown later became the first African American woman pilot for FedEx, and shares how hard work, creativity, determination and mentors helped her build her “office in the sky.”

FedEx:  When did you decide you wanted to be a pilot, and what about flying intrigued you?

Tahirah: I decided to be a pilot in high school. At that time I had only flown twice in my life, but the more I learned about aviation, the more fascinated I became. I enjoy traveling, meeting new people, and learning about different cultures. Aviation matched my personality. It was an epiphany for me. I decided this is what I want to do, and God put people in my path along the way that helped me achieve my goal.

FedEx:  How did your parents react when you told them about your plans? 

Tahirah: My mother was nervous. My father was supportive, but wasn’t sure I was serious.

FedEx:  As an African American woman in a field dominated by men, did you feel there were barriers to your dream? 

Tahirah: There were barriers, for sure. I didn’t know any pilots and didn’t know how to pay for flight school.

I worked two jobs to pay for college and for flight training. I also wrote my family a letter asking them for support. I promised that if they would help me now, I would pay them back when I had the money, and they helped me.

I met Bill Norwood, the first black pilot at United Airlines, while in Tuskegee, Alabama, at Operation Skyhook and he introduced me to OBAP, the Organization of Black Aerospace Professionals. That introduction provided me with the guidance I needed, and also helped me with scholarships for flight training.

FedEx: Describe your first flight and how it made you feel.

Tahirah: I still remember it vividly as it was exhilarating. I was twenty years old. My first flight was in a Cessna 172, a four-seat single engine prop plane. My instructor in college was with me, along with my supportive, yet reluctant father in the backseat. We took off out of Long Island and flew to Greenwich, Connecticut. I was on top of the world. I could not believe that my view was the sky.

We flew around as I tried to maintain wing level. I looked back at my dad and he was giving me the thumbs up, but I could tell he was getting a little queasy. I said: “you’re doubting me, right?” When we landed I felt like a child that was taking her first step–like the world had no limits. My father told me this was what I was meant to do. All his doubts were alleviated at that moment and going forward he only asked how he could help me.

Continue onto FedEx to read the complete article.

This Latina VP Believes This One Trick Will Help Build A Diverse Pipeline

LinkedIn

Carly Sanchez has led with a people first mindset since the beginning of her career in higher education, now as the Executive Vice President and Head of Talent Acquisition Strategy and Delivery at Wells Fargo she is able to scale her impact.

“[My role] encompasses the leadership of all team member hiring globally for positions across Wells Fargo at all levels, with an emphasis on targeted recruiting for diverse segments,” explains Sanchez. “I serve as the primary liaison to the Chief Diversity Officer for all human capital diversity issues.”

As a Latina, Sanchez understands the impact of having the right structures in place that would help facilitate not only the hiring of a diverse talent pool, but also its retention.

“I think it is critical for Latinas to serve as sponsors and actively engage in identifying and sponsoring talent for positions to advance careers of those coming through the ranks,” shares Sanchez.

The goal is to ensure that those who are talented and qualified have the opportunity to walk through the right doors and feel like they belong.

“I gain the greatest satisfaction from helping identify diverse talent and enabling their future path through education as an admissions officer and now through facilitating opportunities for career advancement through recruiting, hiring and D&I work,” says Sanchez.

Below Sanchez shares more about her day-to-day work, what her hopes are for Latina peer mentorship, and her advice to all who are navigating corporate ladders.

Vivian Nunez: How would you define your career’s mission and how do you implement it on a day to day? 

Carly Sanchez: My career mission is to optimize opportunities for talented individuals that will allow and enable them to maximize that talent in an environment that is conducive and values a diversity of perspectives and backgrounds. On a day to day level, my role now is less focused on individual positions for which we are hiring (although I still do stay involved in that) and now more focused on designing a strategy and organizational structure that will enable the businesses and functions at Wells Fargo to attract and promote the best most diverse mix of talent to support the work.

Nunez: How do you ensure that hiring is as diverse as possible? 

Sanchez: Outreach and sourcing of diverse talent pools is critical, building the pipelines in advance of the opening of a position. This enables us to build diverse candidate slates for review and increases opportunities for selection in an equitable process. Our team partners with many diversity focused organizations to build talent pools, targets potential sources of talent (for example, working with military bases for hiring of transitioning military etc.), partners with HR partners and hiring managers to identify where we may have greater opportunity to increase diversity at all levels of the organization, and consults on issues related to D&I including how Unconscious Bias can negatively impact our commitment to a diverse and inclusive workforce.

Nunez: What advice do you have for Latinas who are looking to break into spaces that are predominantly white? 

Sanchez: Mentoring and sponsorship can be critical as Latinas look to bring their talent to different challenging environments.  Identifying individuals who can help you learn more about the role and meet individuals working in these organizations is ideal. It is also important to research and educate oneself about the organization, including developing a detailed understanding of the mission, the day to day work and any available information on the organization. This demonstrates your true interest and commitment when you have an opportunity to connect.

Continue onto Forbes to read the complete article.

The new Sally Ride stamp ensures astronaut will be a role model for generations

LinkedIn
sally ride stamp

by: Lynn Sherr

Sally Ride soared into history 35 years ago as the first American woman in space. This week, six years after her death made her eligible for recognition, the United States Postal Service is commemorating her extraordinary achievement with a postage stamp.

It’s an iconic honor, a time-hallowed tribute to a genuine hero who joins superstars from George Washington to John Lennon in the American stampbook.

True, an envelope bearing the image of Sally in space gear will take longer to get across town than it took her to orbit Earth.

But this bold young woman whose grin once lit up the skies — the jaunty astrophysicist who broke the ultimate glass ceiling and convinced millions that they, too, could do anything — remains a valuable role model for today’s emerging leaders. Her beaming face on a tiny rectangle of colored paper represents the perfect intersection between the daring achievements of the recent past and the lofty goals of the #MeToo revolution.

Ride was born in 1951, when outer space was science fiction and women’s rights were almost nonexistent. She fully appreciated that her selection as one of NASA’s first six female astronauts was due largely to the women’s movement, which had liberated more than one men’s club. In 1982, when she was chosen as the first woman to fly, she mused, publicly, “maybe it’s too bad that our society isn’t further along and that this is such a big deal.”

That she did not reveal she was a lesbian until her obituary was published, or rightfully felt she could not reveal it without risking her career, shows just how much further we had to travel.

I met Sally in 1981 when, as a reporter for ABC News, I interviewed her for a story on the upcoming space shuttle and its new breed of astronauts. Her unflappable manner and unreserved feminism were refreshing, and we quickly became friends. Just before the June 1983 launch, she confessed, candidly, that yes, she did feel under pressure:  “not to mess up.”

Sally never elaborated — she rarely did — but I knew what she meant.  She didn’t want to mess up for space exploration, because she cared about its goals; she didn’t want to mess up for NASA, because she deeply respected its mission; she didn’t want to mess up for her crew, because she was a team player; but mostly, she didn’t want to mess up for other women, because she knew she was their representative on that first, critical flight.

She understood that you can’t be one if you can’t see one.

Sally proved that you don’t need the right plumbing to have the right stuff. Throughout her life — another shuttle mission, several years managing and investigating NASA,  teaching physics, creating a company to entice youngsters to the sciences that so entranced her — she learned how to succeed in a world often set against her. With wry wit.

Continue onto USA Today to read the complete article.

Debra Perelman Named Revlon’s First Female CEO in Its 86-Year History

LinkedIn

It took 86 years, but Revlon has finally appointed a female CEO for the first time in its history. Just four months after being named Revlon’s COO, Debra Perelman will take over from interim CEO Paul Meister as the company’s new CEO, WWD reports.

Perelman, who is the daughter of billionaire financier and Revlon board chairman Ronald Perelman (who bought the company in 1985) has worked in the family business for 20 years. Her initiatives at Revlon, according to WWD, include shepherding the brand into the Internet age with a focus on e-commerce and now, instilling a “culture of innovation” at the company.

“We have some iconic brands in our portfolio and the categories they’re in today are categories that are growing — growing in the U.S. and growing in many markets around the world,” Debra Perelman told WWD. “It’s a good position for us to be in to really drive the business to capture leadership positions where we should be winning.”

As anyone who saw the Broadway musical War Paint knows, Revlon was founded in 1932 by brothers Charles and Joseph Revson and chemist Charles Lachman. Since then, it has acquired brands such as Elizabeth Arden and Almay and introduced fragrances like Charlie and Jean Naté. The company has recently been through a revolving door of CEOs of late, and as WWD notes, the hope is for Perelman to bring stability and innovation to the position.

Continue onto Allure to read the complete article.