Women's Health

Are Investors Still Squeamish About Putting Money Into Women's Health?

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fastcompany.com - Karen Long is no stranger to entrepreneurship, having worked at fast-growing startups in everything from biotech to wine. But with her newest company, Nuelle, she faced some hurdles that she's never encountered before.

Nuelle is a device that is designed to encourage arousal for women who experience problems with their sex drive at various stages in their lives. Long says she started the company after conducting extensive user research, in which many women shared that they lacked alternatives to hormone therapies.

"This was where we saw one of the greatest unmet needs in health care," says Long, who saw an opportunity to create a device-based alternative. After assembling an all-female executive team that included obstetrician Leah Millheiser and former Art.com senior vice president of marketing Lesa Musatto, she set forth for Sand Hill Road to secure the company's first big check.

Long expected that it would take some time to find the right set of backers, but she didn't anticipate her all-female team being referred to by a male partner as "the Charlie's Angels." Nor did she expect that she'd face the kind of blatant dismissals that she did: She was regularly laughed at in pitch meetings, and was told by several venture capitalists that she must be exaggerating the data, as "it doesn't happen to my wife."

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Don't Just Get Mad at the Pay Gap—Get Ahead of It

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Mind the (wage) gap: Progress toward wage equality between men and women has been slow-going in recent years, but there have been recent gains, both within companies willing to provide greater transparency and tackle inequality, and in the form of several laws recently passed and soon to be passed. But what can you do; personally; to educate yourself, know your rights, negotiate and advocate for your own fair share? Women's Health Mag has you covered. womenshealthmag.com - We’ve all heard the awful numbers: Pew research pegs the pay gap at 84 cents to a man’s dollar; a White House report has it even wider, with women at 78 cents. And apparently, it will be 118 years—nope, not an exaggeration—before men and women earn equivalent salaries for the same work, the World Economic Forum estimates. We say: not acceptable.

A growing number of companies agree and are already implementing change. Gap made its figures public in 2014; shareholders of Wal-Mart pushed for greater salary transparency last year. And global consulting firm Accenture now identifies pay discrepancies, guides women through all stages of their careers, and has pledged to grow the percentage of females it hires to at least 40 percent by 2017.

Legal reform is on the rise too: California’s Fair Pay Act, which went into effect in January, puts the burden on public and private companies to prove they haven't discriminated against women. If two people do comparable work, companies will be expected to pay them the same. “The law makes it clear that you have to look at the substance of what people do, not just their titles of positions,” says Jennifer Reisch, legal director ofEqual Rights Advocates. (The new law has employee’s backs in another way: by ensuring that they can openly discuss salaries with coworkers without fearing for their jobs.) Following California’s lead, New York enacted the Achieve Pay Equality bill last year, says Reisch, and Washington, Colorado, Pennsylvania, and Rhode Island to do the same soon.

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