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To explain the US Securities and Exchange Commission’s (SEC’s) June 29, 2017 announcement (as updated August 17, 2017) that the staff of its Division of Corporation Finance will accept draft registration statement submissions from all companies for nonpublic review, thereby expanding a popular benefit previously available only to emerging growth companies (ECGs) under the JOBS Act and, in limited circumstances, to certain foreign private issuers under historical Staff practices.

Explains the rationale and limitations of the new policy, the existing confidential submission process, the expanded class of issuers and transactions that now qualifies for the nonpublic review process, and content and staff processing details.

Recognizing that the confidential submission process for EGCs proved highly popular and quickly became standard practice for eligible companies seeking to conduct an IPO, the SEC has made the nonpublic review process available to an expanded class of issuers and transactions. The expanded confidential submission process for IPOs addresses some of the typical concerns associated with engaging in the IPO process by giving a company more time and flexibility to determine whether it actually will be able to achieve the benefits of going public before it incurs the burdens and expenses of doing so.

Practical guidance from experienced securities and corporate finance lawyers.

This paper examines coverage of America’s death penalty in “mainstream” and “radical” newspapers in the 1970s. That decade was a crucial period for capital punishment, and newspapers during that time helped set the trajectory of the public’s awareness and understanding for the remainder of the twentieth century. While scholars have recognized the role played by newspaper framing of capital punishment, most have limited their consideration to the mainstream press. We broaden the consideration to the radical press and note similarities in the treatment of the moral status of the death penalty across newspapers of different types. We find that the radical press was more likely to portray it as an instrument of racial and class oppression. In addition, long before mainstream papers attended to questions about the reliability of the death penalty system, radical papers were calling attention to the number of innocent people who were erroneously sentenced to death. Like dissenting opinions in judicial decisions, the radical press highlighted issues not emphasized in mainstream papers and foresaw concerns that would become important in the death penalty debate a decade or two later.

There has been a continuous growth in the number of women leaders in higher education globally. Since 2005, there has been close to 50% growth in women with doctoral degrees. However, this has not resulted in similar growth of women is leadership positions in higher education. Women in turn have struggled a lot due to assumptions about the male and female characteristics such as gender stereotypes. This chapter explores the various stereotypical barriers experienced by women in leadership positions in higher education. The aim of the chapter is to highlight these barriers and how it has impacted women in her growth. An attempt has been made to explore these stereotypical barriers experienced by women leaders in higher education such as occupational sexism, exclusion of informal networks, tokenism, lack of mentoring, abuse at the workplace, and wage inequality. Despite these stereotypical barriers some countries primarily in the European Union have been leading with some positive examples such as Sweden with 43% of women as Vice Chancellors of universities. Another positive example is that the first authorship of women authors in medical journals has increase from 27% to 37% in two decades precisely from 1994 to 2014.

This chapter examines the role of political skill in relation to employee psychological and physiological health and well-being. First, we begin by providing a review of the current research on the relationship of political skill to stress and strain; additionally, areas in this literature that are in need of greater theoretical specification are identified. A multi-mediation organizing framework is proposed, which suggests that political skill impacts intrapsychic (i.e., constructs residing within an individual such as control, self-esteem) and interpersonal processes (i.e., authenticity, trustworthiness, affability, and humility), which subsequently influence the development and maintenance of work relationships, networks, and coalitions, and ultimately affects individual psychological and physiological health and well-being. The implications of this framework, and directions for future research, are discussed.

One of the keys to success in the digital economy is the appropriate management of human capital. Because of sweeping technological changes, old behaviors of human capital management may not be suitable in the digital domain. Traditional businesses will need to evolve and radically transition themselves into an electronic business mode. This study implements a rigorous qualitative case study methodology to examine an electronic business corporate entrepreneurship team within a large, traditional business. Faced with the need to work at “Web speed”, this group had to adapt quickly, both to complete its task on time and to master a steep learning curve. This process is examined systematically, in order to examine the major research question: “What are the changes necessary to support the transition of a new venture creation team as it moves from the traditional domain into the digital economy domain?” Through in‐depth interviews, this study examines the transition process, drawing conclusions that may have far‐reaching ramifications for both practice and theory in human capital management.

The purpose of this paper is to conceptually and empirically explore issues that explain why women entrepreneurs access only a small percentage of venture capital (VC) investment in the USA.

The focus is on the situations women entrepreneurs face, and the strategies they adopt, to successfully fund their high‐growth businesses with venture funding. Rather than looking for answers at the individual level (men v women), the authors focus on the construct of gender and the way that the socially constructed business practices and processes of access to capital may appear neutral and natural but, in fact, may deliver differential consequences to women and men. When entrepreneurs and capital providers are interacting around the terms and particulars of a business venture, they are also participating in a less obvious conversation – an interaction that is call the Shadow Negotiation. Through interviews with women who have been successful or are in the process of accessing VC for their businesses, patterns of women's awareness and strategic responses that illustrate this phenomenon are identified and their implications discussed.

Women are actors with agency, taking control over situations that may be stacked against them. The analysis suggests that women entrepreneurs vary in the degree to which they identify the gendered landscape they are navigating, and the level of attention and care that management of this landscape demands.

This study complements existing research, both theoretically and prescriptively.

Research indicates that although women have achieved virtual parity with men when entering organizations, within five to six years their careers begin to lag behind those of their male counterparts. This lag is often attributed to the glass ceiling and mentoring has been suggested as one tool to assist women in breaking through. We still have very little empirical research that informs our understanding of the effectiveness of formal mentoring in comparison to informal mentoring relationships. The purpose of this article is to take a hard look at formal mentoring programs and the implications for women participating in them. It compares formal mentoring to informal mentoring. It focuses on the practice of formal mentoring relationships and the unique challenges that women may face as they negotiate these planned relationships as well as some suggested strategies to deal with these challenges. It concludes by discussing the implications of this work as well as alternative sources of support for women.