The Atlantic: Who Should Be Responsible For Pushing Gender Diversity at Work?

The World Economic Forum (WEF) in Davos, Switzerland, where only 20 percent of attendees were women. The World Economic Forum (WEF) in Davos, Switzerland, where only 20 percent of attendees were women

Maybe men.

Even though research has shown that there are concrete benefits to hiring and promoting more women into leadership positions, progress remains stilted in corporate America—especially at the top. Only 14 percent of executives at Fortune 500 companies are women. While the number of female board members has been increasing, the number of female executives . . .

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Posted in Diversity Strategy, In The News, Male ChampionsTagged , ,

The 4 Things Your Company Needs to do to Advance Women (Part 4 of 4) – Have the Will!

Have the Will to Change.

The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rather a lack of will. – Vince Lombardi*

In the past several months I have attended over 15 women’s leadership events and witnessed over 5,000 leaders (women and a number of amazing men) talking collectively about how to advance women. . . .

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Posted in Diversity Strategy, Gender Strategy, Management, Women's LeadershipTagged , , , ,

Are You Really Listening to Your Biggest Customer – Women?!

Are Your Male Store Managers Gender Aware?

I have been consulting with a very progressive international grocery chain to develop and implement a fully integrated women’s leadership strategy. Currently our work is focused on the front lines of their business – the retail store manager. As part of the strategy, we created engagement groups for male middle and regional managers to become more . . .

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Posted in Gender Strategy, Marketing to WomenTagged , , , ,

Your Women’s Leadership Strategy – Bringing It All Together

Real Diversity Isn’t a Journey It’s an Integrated Strategy to Change Your Culture (Part 4 of 4)

For the first three posts on creating an integrated women’s leadership strategy I have focused on hard business dialogue, measures, metrics and accountability. My last segment will focus on an equally critical element that many organizations cannot even measure today but is evolving into . . .

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Posted in Gender Strategy, Why Women, WHY WOMEN - The BookTagged , , , , , , ,

Hard Work Alone Is Not Enough. You Need To Share Your Accomplishments.

Women need to take a tip from their male counterparts

At a recent event I was keynoting my book WHY WOMEN, The Leadership Imperative and I referenced research from ‘The Sponsor Effect’, that said women need to change their viewpoint on meritocracies.

When you ask women, 77% of them will tell you they believe promotions are driven by . . .

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Posted in Women's LeadershipTagged ,