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10 Metrics Every Company Should Be Tracking. Gender Equity: The Business Case for Women
Want to Know Your Company’s Business Case for Women? Do Your Own Research. The recent Women in the Workplace 2018 – Lean In and McKinsey & Company report found that 78 percent of companies are able to articulate the Business Case for Gender Equity. The problem is that only 16 percent of companies hold their people to any…
Read MoreThe Meritocracy Myth. The Unwritten Rules of Promotions and the Workplace.
Men, Women and the Meritocracy Myth. During a keynote event at a conference, I referenced research from The Sponsor Effect, which recommends that women change their viewpoint on meritocracies. The research concludes that men and women think differently about who gets promotions. When you ask women, 77 percent say they believe promotions are driven by a…
Read MoreUnderstanding Gender Diversity: Intersectionality, Gender Expression and Identity.
Why inclusive work cultures are the best possible way to attract and retain top talent. In my work advocating for the advancement of women, I often highlight the intersectionality of other dimensions of diversity. For example, you can’t talk about women without also discussing other dimensions of diversity such as race, age, sexual orientation, gender expression and gender identity. Why is…
Read MoreMen as Gender Allies: A Podcast with Anne Doyle
I meet Anne Doyle several years ago on a Power – Opening Doors for Women panel in Chicago. It was shortly after the release of my book, WHY WOMEN – The Leadership Imperative to Advance Women and Engage Men and we’ve stayed in touch. Anne recently started the Powering Up podcast and invited me to have…
Read More8 Tips To Disrupt Gender Blind Spots With Male Advocacy.
Leveraging male allies and advocacy to advance women. About 30 to 35 percent of men in organizations are “ready-now,” meaning they already sense that men and women are having different experiences at work and, if asked, will be supportive of women. In my work, I help companies formalize processes to engage these ready-now men as…
Read MoreCan Your Women’s Leadership Initiative Solve Two of Your Biggest Business Challenges?
For 2019, top CEO concerns include attracting and retaining talent and developing the next generation of leaders. Globally, CEOs rank attracting and retaining top talent as their #1 internal concern, according to the findings of The Conference Board survey, C-Suite Challenge 2019. Developing the next generation of leaders was the #3 internal concern (#2 was creating new business…
Read MoreYWomen Among Top Influencers on Gender Equality and Diversity in the Workplace.
Jeffery Tobias Halter / YWomen – Top Influencer on Gender Equality & Diversity. The folks at Onalytica map the network of online influencers. During International Women’s Day 2019, Jeffery Tobias Halter | YWomen was noted as a global influencer on gender equality and diversity in the workplace along with notables such as Jennifer Brown,…
Read MoreThe Four Barriers to Male Engagement. And How to Overcome Them.
Tips to overcoming the lack of male engagement in D&I programs. We are in a critical moment when it comes to advancing women in the workplace. Leaders in most companies agree that women’s leadership is worth pursuing. To that end, they have given the green light to various women’s initiatives and programs. Yet the number…
Read MoreWomen Beyond The Tipping Point
Disrupting the status quo to drive gender parity and rid the workplace of gender inequities The tipping point is that magic moment when an idea, trend, or social behavior crosses a threshold, tips and spreads like wildfire. – Malcolm Gladwell In February 2016, I chronicled that we were reaching a tipping point for women’s issues in the…
Read MoreWhy Aren’t We Making Greater Strides to Advance Women in the Workplace?
Is Your Women’s Leadership Strategy Sitting on a One-Legged Stool? If you ask senior leaders today, “Is the retention and advancement of women an important initiative for our company?” most will answer yes. Most senior executives believe that their leadership team understands the compelling business case—and knows what to do about it. If you believe…
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