ProfNet Wire: Business & Technology: the Mommy Wars

LEADS

1. Airlines: Will Delta's Woes Continue?
2. Finance: Debit-Card Fraud Outbreak Raises Questions About Data Breach
3. Finance: Basel II Needs Public Measures to Be Workable
4. Marketing: Financial Institutions Need to Target African-Americans
5. Personal Finance: Boomers Can Convert Real Estate to Other Investments
6. Technology: Busy Americans are Looking for Media 'Snacks'
7. Technology: Congestion Pricing Can Help Ease Traffic Problems in Cities
8. Tech: Guaranteed Wireless Signals No Longer an Issue in Large Buildings
9. Tech: Security Woes Drive Growing Interest in Storage Encryption Products
10. Workplace: Resume Fraud is Becoming All Too Common
11. Workplace: Green Cleaning in the Workplace
12. Workplace: Employee Training Can Turn Manufacturing Shortage Around

ROUND-UP: THE MOMMY WARS

The number of mothers with infants working full-time, part-time or seeking employment has declined steadily since 1998, with even women with graduate or professional degrees turning away from the workforce. Following are experts who can discuss the causes of this trend and its implications for business:

**1. LIZ FOLGER, founder of BIZYMOMS.COM and author of "The Stay-at-Home Mom's Guide To Making Money From Home," can discuss why many women are coming back home, and it isn't to be the next June Cleaver: "Moms are coming home to make money. It's stated that women own 66 percent of all home-based businesses. Mothers who own a home-based business are able to have it all. They can be home with their kids, and yet still create for themselves their own identity by having a home-based career." Folger: lizf@bizymoms.com Phone: +1-877-bizymoms (3/20/06)

**2. DIANE K. DANIELSON, CEO of DOWNTOWNWOMENSCLUB.COM, a social and professional network for businesswomen: "I see the flow of women in and out of the workforce while they have young children. The prime causes are companies demanding more hours and travel than ever before, combined with high costs of daycare, so that, in the short-term, working seems to make no economic or childcare sense. However, with divorce rates rising, 'opting out' is a poor long-term strategy for women, and companies are losing a talented pool of employees just when boomers are retiring. Gen Y is taking up the work/life fight that was started by Gen X, but they have the technology and the numbers to do something about it." Danielson: dkdanielson2@yahoo.com (3/20/06)

**3. JIM STROUP, D.B.A., senior consultant at BOSPORUS BUSINESS CONSULTING and author of "Managing Leadership," has worked internationally with firms ranging from one-person shops to international organizations employing tens of thousands of people, and his specialty is organizational leadership: "Many women leave traditional jobs to form their own businesses. Whether raising children or caring for aged parents, they may be forced out because of inflexible employment policies. Others leave because they hit barriers to women in the workplace. Either way, still wanting to give productive expression to their abilities, they start their own businesses. Women are often able to address challenges with a flexibility, innovation and focus that men can lack. Men sometimes become sidetracked by their strengths with abstract issues regarding procedure and structure. When these distract an organization from the goals they are intended to serve, women are more willing to disregard them. The increasing influence of such purpose-oriented thinking will be good for American management." Stroup: jhs@bosporusconsulting.com Phone: +1-760-742-5161 (3/20/06)

**4. LAUREN STILLER RIKLEEN, senior partner at the Massachusetts- based law firm BOWDITCH & DEWEY LLP: "Firms have to change their mentality from the top down, and managers should be held accountable for retaining and promoting women in their practice group. Failure in that capacity should be reflected in reduced compensation. Given the copycat nature of the profession, relatively quick changes are not implausible. It would take one or two major law firms to say, 'OK, we are going to be a leader.' It could change the profession overnight." News Contact: Tim Inthirakoth, tinthirakoth.dwpg1@thecastlegrp.com Phone: +1-617-227-0012, ext. 229 (3/20/06)

**5. DEBORAH MERRILL-SANDS, dean of the SIMMONS COLLEGE School of Management in Boston, which offers the only MBA program in the country designed for women, said much of the recently publicized data on women opting out of the workforce for motherhood is unreliable: "Studies by Simmons researchers show the vast majority of women plan to work again after leaving temporarily for childrearing. In 2002, a national survey of more than 4,000 teenage girls by Simmons faculty and the women's leadership group The Committee of 200 found that 97 percent expected to support themselves or their families. Eighty percent expected to work full time as adults. The danger of 'Mommy War'-type stories is that they give the mistaken impression that women don't aspire to top leadership positions in business and society. The stories might also reinforce discriminatory practices among employers." News Contact: Stacy Wong, stacy.wong@simmons.edu Phone: +1-617 521-2393 (3/20/06)

**6. DR. MARYANNE M. HYLAND, associate professor of management at ADELPHI UNIVERSITY: "The notion of work/family balance may sound ideal for working mothers; however, 'balance' will likely come with costs, such as less than the desired amount of time with their children and/or less than the ideal amount of time at work. Some working moms don't see the trade-offs as being worth it. Employers can play a large role in retaining working mothers by establishing formal and informal supports. Basic workplace supports, such as flexible work arrangements, may minimize the trade-offs so moms decide to keep working." Hyland is a former benefits analyst for Fortune 500 companies and an expert on accommodating women in the workforce. News Contact: Kali Chan, chan@adelphi.edu Phone: +1-516-877-4040 (3/20/06)

**7. PAUL LAWRENCE VANN, workplace diversity expert and author of "Living on Higher Ground": "Unfortunately, pregnancy discrimination is one of the fastest growing types of employment discrimination. To stem the tide, employers must create an inclusive and tolerant workplace, because more women will be entering the workforce over the next decade. Even though working conditions are different than they were 40 years ago, stereotypes and faulty beliefs about pregnant women negatively impacting productivity still exists." Vann: paul@paullawrencevann.com Phone: +1-800-476-8976 Web site: http://www.livingonhigherground.com (3/20/06)

**8. DANIEL S. CHEEVER, JR., president of SIMMONS COLLEGE in Boston, says too many men don't equally share the household and childcare work with their spouses, even when the women work full time -- and that is one key reason many women don't fulfill their true potential. In a recent opinion piece in The Chronicle of Higher Education, Cheever said: "As president of a small university that includes an undergraduate women's college, I can say without equivocation that women are ready, willing and able to compete and lead in science, the law and every other field. Many already do. But they will not do so in appropriate numbers until men start sharing more of the workload at home. Yes, real men do housework." News Contact: Stacy Wong, stacy.wong@simmons.edu Phone: +1-617-521-2393 (3/20/06)

**9. ALLYSON LEWIS, renowned motivational speaker, strategic consultant and author of upcoming book "The Seven Minute Difference: Small Steps to Big Changes": "For a quality, hardworking employee, a business will do a lot to make them happy. When a woman has a baby, her priorities shift and it is more important to have flextime to accommodate the new addition." Lewis can discuss how to make the most of this huge life change without sacrificing a job to do it. She has spent the last 23 years developing and teaching concrete yet actionable life-changing concepts. News Contact: Pam Lontos, prpr@prpr.net Phone: +1-407-299-6128 (3/20/06)

**10. MARCIA MERRILL, career/life transitions coach: "Many female students plan ahead to be moms and work in a home-based business. This contributes to the dearth of female graduates wanting to work outside the home. It also contributes to the 'Talent Wars' many employers are facing and confiding to me about. Employers who offer on-site childcare, flexible hours and telecommuting options fare much better. Also, employers must consider more mature workers bringing a wealth of experience, expertise, and stability as their children have grown and maybe moved away." News Contact: Merrill: m.merrill9@verizon.net Phone: +1-410-467-0811 Web site: http://www.eCareerCorner.com (3/20/06)

**11. KARLIN SLOAN, founder and president of KARLIN SLOAN & CO. and author of "Smarter, Faster, Better: Strategies for Effective, Enduring and Fulfilled Leadership": "Many women won't sacrifice dreams of personal fulfillment -- having children, friends and relationships -- for their career. Corporations still are not enabling men or women to succeed at senior levels and maintain a focus on their family lives. When support systems for working moms -- flextime, virtual offices, childcare programs, etc. -- become the norm, you'll see less attrition on the part of female executives." News Contact: Starr McCaffery, starr@soundsolutionsinc.net Phone: +1-630-896-2638 (3/20/06)

**12. DR. JOYCE MORLEY-BALL, an Atlanta-based relationship counselor/therapist: "Mothers are frequently turning away from work because of economic issues, trust issues and issues relating to parenting. Too often, mothers are fearful for the physical, emotional and psychological safety of their children. Also, the cost of childcare has taken an unbelievable turn upward. Many families find it less beneficial to work and pay for a sitter or a school when their income is far less than what they expend for childcare. Many mothers have waited to have children. Often, the childcare worker is less experienced than the mother. Parenting classes can help with this, and mothers can learn proper care for their children. Flexible schedules are necessary to lure these mothers out of their homes and into the workforce." News Contact: Thomas Smith, thomas@newaboa.com Phone: +1-404-659-0919 Web site: http://www.doctorjoyce.com (3/20/06)

**13. RACHEL WEINGARTEN, author and president of [GTK] MARKETING GROUP, is an expert in marketing, cosmetics, entrepreneurship, pop culture and trends: "I find sensationalist headlines chronicling the decline of working mothers to be troubling. Many quoted studies neglect the evolving workplace, telecommuting and part-time/flextime career options. American workplaces tend to neglect new mothers/fathers and pressure them to immediately return to work. In the mid-last century, returning G.I.s forced Rosie the Riveter out of the workplace and back into more traditionally acceptable roles -- in our own time, there are many more choices. The bottom line isn't about having it all, but figuring out how to prioritize and balance your experiences as a woman throughout the different phases of your life." Weingarten: rachel@gtkgroup.com Phone: +1-718-787-1687 (3/20/06)

**14. MICHELLE NEUJAHR, author of "Hey Girlfriend! Live Passionately Real" and the owner of NEUJAHR DEVELOPMENT COMPANY: "Women are leaving the workforce due to stress. The idea that women can do it all is a lie. Women can't do it all, and they're deciding to give up their jobs in order to balance their lives. The guilt of being away from their kids, daycare expenses, lack of personal time and the demands of working full-time are too much. Employers need to be flexible with working moms. Women need to take care of their family first and have a career second. Working moms won't perform in a job if they are stressed about family life. Employers can use flex time, job sharing and time off to keep working moms employed." Neujahr: michelle@michelleneujahr.com Phone: +1-207-846-0878 (3/20/06)

**15. DEBBIE MANDEL, stress management specialist, radio show host and author of "Changing Habits and Turn On Your Inner Light": "The Mommy Wars means the tension of opposites -- yin and yang. Two parts to the female persona: the desire to be a good mother vs. creative fulfillment and financial independence. Educated women stay home to raise their children -- it's less stressful. Mothers put their talents into their children and homes. They're helicopter moms -- CEOs of a well-run home and forever hovering at school and socially. More part-time or child-friendly work hours with better child care are necessary incentives." Mandel: debbie@busybeegroup.com Web site: http://www.turnonyourinnerlight.com (3/20/06)

**16. JEN SINGER, creator of MOMMASAID.NET, a Forbes "Best of the Web" community for stay-at-home mothers: "Can't we all just get along? Yes, we can. And much of the time, we do. The so-called Mommy Wars have died down into small personal battles. There's no 'us' versus 'them.' It's just a question of 'What am I going to do?' More than half of working mothers work part-time, leaving them with feet in both camps. And many at-home moms return to work when their kids go to school full-time. There's no battle except the one in our own hearts and minds." Singer: jensinger@mommasaid.net (3/20/06)

**17. AMY TIEMANN, Ph.D., author of "Mojo Mom: Nurturing Your Self While Raising a Family" and creator of MOJOMOM.COM, has studied the Mommy Wars extensively and is most interested in discussions of how to move beyond the Mommy Wars. Her work examines women's lifelong career paths, and she encourages employers to tap into the talent pool of women who are returning to work after raising kids: "These women have tremendous skills to offer." Tiemann also wrote an article entitled "The Heart of the Mommy Wars." Tiemann: atiemann@nc.rr.com Web site: http://www.mojomom.com (3/20/06)

**18. LOLITA CARRICO is the founder of MODERN MOM, whose flagship effort is ModernMom.com, an online publication and destination site for hip, busy moms featuring advice, tips, must-haves and instruction on how to have it all without losing it all. She is a highly regarded expert in the areas of balancing work, life, children, relationships and just about any other issue any modern mom may have. Prior to launching Modern Mom, Carrico spent a majority of her career in both marketing and public relations. News Contact: Jelena Spajic, jspajic@5wpr.com Phone: +1-310-550-7031 (3/20/06)

_____ LEADS

**1. AIRLINES: WILL DELTA'S WOES CONTINUE? JEFFREY MILLE, travel industry attorney with the MILLER TRAVEL GROUP, can discuss what's ahead for Delta and its impact on travelers: "The most popular frequent-flyer benefit is an upgrade to first-class. As bankrupt Delta Airlines uses more regional jets without first-class service, does this valuable perk go away? Delta also appears to be emphasizing international service, particularly in expansion to JFK, in order to exit bankruptcy and survive in the future. However, other carriers are also expanding their international service to minimize competition, where possible, with low-cost carriers. Will Delta's strategy work?" Miller: JMiller486@aol.com Phone: +1-410-997-5900 (3/20/06)

**2. FINANCE: DEBIT-CARD FRAUD OUTBREAK RAISES QUESTIONS ABOUT DATA BREACH. GORDON RAPKIN, president and chief executive officer of PROTEGRITY, a provider of data security management: "The continued refusal by major credit- card associations and financial institutions to identify the source of a data compromise that has resulted in a wave of debit-card fraud worldwide is fueling concerns about the scope of the problem. The immediate furor was ignited earlier this week by Citibank, which acknowledged that it had put transaction holds on an unspecified number of Citi-branded MasterCard debit cards after detecting fraudulent cash withdrawals in Canada, Russia and the U.K." Rapkin: gordon.rapkin@protegrity.com News Contact: Steven Blinn, steven@blinnpr.com Phone: +1-212-675-4777 (3/20/06)

**3. FINANCE: BASEL II NEEDS PUBLIC MEASURES TO BE WORKABLE. DENNIS SANTIAGO, CEO, co-founder of INSTITUTIONAL RISK ANALYTICS: "One major obstacle to adoption of the new Basel II bank capital regime is the lack of a set of clear, publicly available measures by which policymakers, regulators, investors, risk managers, and members of the public can measure and compare different institutions under the new bank capital adequacy regime. In contrast to the fourth Quantitative Impact Study sponsored by U.S. regulators, the fully stressed economic capital measures we have published in our report, 'Basel II by the Numbers 2005,' suggest that the largest U.S. banks should be required to hold more capital under Basel II, not less as the QIS 4 survey suggests." Santiago: dsantiago@institutionalriskanalytics.com Phone: +1-310-676-3300 News Contact: Christopher Whalen, cwhalen@institutionalriskanalytics.com Phone: +1-914-827-9272 (3/20/06)

**4. MARKETING: FINANCIAL INSTITUTIONS NEED TO TARGET AFRICAN-AMERICANS. JOSEPH ANTHONY, CEO of VITAL MARKETING, a multicultural and youth marketing firm: "The African-American demographic accounts for an estimated $750 million in spending power in the U.S. and, traditionally, major brands have spent less than 10 percent of their total ad dollars targeting them. The slowest to target the multicultural consumer has been the financial sector. One of the largest challenges facing banks and other key consumer sectors as they begin to target the African-American demographic is how to gain their trust. The way that banks will achieve success in the African-American neighborhoods is to build relationships with these customers and focus on the black demographic's social habits and needs. If banks are able to identify with their needs in a way that resonates with them, the relationship will be mutually beneficial." News Contact: Ronn Torossian, ronn@5wpr.com Phone: +1- 212-999-5585 (3/20/06)

**5. PERSONAL FINANCE: HOW BOOMERS CAN CONVERT REAL ESTATE TO OTHER INVESTMENTS. JANE WALLACE, CEO of SAND HILL ADVISORS INC.: "For boomers, it's an increasingly common challenge as they plan for distribution of their assets to the next generation. With major assets in investment real estate, how do boomers split up real estate investments among three or more children or grandchildren? Converting real estate to other, more liquid investments requires careful planning. How old are the children and grandchildren? Would they be using the money for education? for raising their own kids? How much liquidity would they need? How much cash will the parents need to support their current lifestyle? Every decision is highly individual, but a common factor is that an expert knowledge of investment options and tax ramifications is critical. Most families will benefit from professional guidance in navigating this process. Choose wisely, and your kids and grandkids will thank you for it." News Contact: Risa B. Hoag, risah@theprcollective.com Phone: +1-845-627-3000 (3/20/06)

**6. TECHNOLOGY: BUSY AMERICANS ARE LOOKING FOR MEDIA 'SNACKS.' ARIK CZERNIAK, CEO of METACAFE, one of the leading online entertainment content sites: "In today's world of Blackberrys, TiVo and DVRs, the half-hour sitcom seems as antiquated in 2006 as dial-up Internet and home phone lines. We find people today fascinated with media 'snacks' -- two- or three-minute clips that millions of busy Americans can watch at work and at home to get quick entertainment fixes on the go. In today's fast-paced world, young people at work or at home are constantly online -- and between juggling flashing instant messenger windows and third-generation cell phones, they need an entertainment outlet that keeps pace with their lifestyles." News Contact: Ronn Torossian, ronn@5wpr.com Phone: +1-212-999-5585 (3/20/06)

**7. TECHNOLOGY: CONGESTION PRICING CAN HELP EASE TRAFFIC PROBLEMS IN CITIES. SUDHAKAR RAM, CEO of MAJESCOMASTEK, a global IT solution provider that developed the software for London's successful congestion pricing project: "Congestion pricing is not only a function of charging consumers, but also providing alternative modes of transportation, rationalization on tolls and a technology solution that is seamless and does not lead to traffic chaos -- a holistic solution." News Contact: Sandy Frinton, sandy@mallen.com Phone: +1- 845-454-3895 (3/20/06)

**8. TECHNOLOGY: GUARANTEED WIRELESS SIGNALS NO LONGER AN ISSUE IN LARGE BUILDINGS. ALASTAIR WESTGARTH, senior vice president of product line management for INNERWIRELESS, which works to develop solutions for complex wireless environments in health care and government facilities, hotels, sports arenas and other large buildings: "In today's fast-paced world, cell phones, PDAs and wireless computers are everywhere. Wireless signals are often lost inside large buildings, which not only disrupts the work environment and causes inefficiencies, but is unsafe during emergencies." Westgarth and InnerWireless install a unified broadband wireless distribution platform that supports a full range of wireless services and applications. Westgarth can discuss recent innovations and breakthroughs in wireless applications, wireless solutions currently available to large buildings, and the ongoing evolution of wireless applications. News Contact: Christina Teagarden, teagarden@jetstreampr.com Phone: +1-972-788-9456 (3/20/06)

**9. TECHNOLOGY: SECURITY WORRIES DRIVE GROWING INTEREST IN STORAGE ENCRYPTION PRODUCTS. JEANNINE BARTLETT, vice president of product management and strategy at PROTEGRITY: "The move to storage networking has increased the vulnerability of all corporate data to intrusion and attack, leading enterprise IT managers to take a more serious look at storage encryption for added protection of data assets. While most attention in data security to date has centered on protecting data as it is transported across network connections, increased use of storage networking and distributed databases has made stored data (aka 'data at rest') more susceptible to security breaches." News Contact: Steven Blinn, steven@blinnpr.com Phone: +1-212-675- 4777 (3/20/06)

**10. WORKPLACE: RESUME FRAUD IS BECOMING ALL TOO COMMON. CHRISTOPHER T. MARQUET, CEO of MARQUET INTERNATIONAL, is available to discuss the topic of resume fraud: "The recent embarrassment to Radio Shack over its CEO's inflated educational background is just the latest in a continuous string of fraudulent or misleading resumes circulating corporate America's executive suite." Marquet: cmarquet@comcast.net Phone: +1-617-733-3304 News Contact: Karen Marquet marquets@comcast.net Phone: +1-781-424-2676 (3/20/06)

**11. WORKPLACE: GREEN CLEANING IN THE WORKPLACE. STEPHEN LEWIS, technical director of MILLICARE, can discuss topics on green cleaning in the workplace, including some ways offices are trying to incorporate green cleaning methods into everyday routine, some of the benefits of "green cleaning" and why it should matter: "Dry powder carpet cleaning methods are one way to clean green; the carpet is ready for use immediately after cleaning and the moisture does not contribute to mold growth." News Contact: Liza Jones, liza.jones@erwinpenland.com Phone: +1-864-672-5572 (3/20/06)

**12. WORKPLACE: EMPLOYEE TRAINING CAN TURN MANUFACTURING WORKER SHORTAGE AROUND. DREW J. STEVENS, Ph.D., president of GETTING TO THE FINISH LINE, a leadership and sales training firm, and author of numerous books and articles, including "Worker Productivity and Job Satisfaction": "According to a 2005 study by the National Association of Manufacturers and Deloitte Consulting, most manufacturers face a shortage of qualified employees, and those they do employ lack important skills. The result is decreased productivity and profitability. In researching this phenomenon, I found a positive correlation between employee training and increased corporate profits. Thus, manufacturers must consider investing in solid training programs in order to improve employee skills and retain good workers." Stevens: drew@gettingtothefinishline.com Phone: +1-636-938-4486 News Contact: Connie Mitchell, thewriteimage@charter.net Phone: +1-314-306-1757 (3/20/06)