The Business Case for Gender Diversity: Update 2017

by | May 3, 2017 | benefits of diversity, better decisions, bottom line value of gender diversity, Business Case, business case for gender diversity, business value diversity, business value of gender diversity, Diversity and engagement, diversity and inclusion, Gender Balance, gender diversity bottom line, gender diversity in leadership, gender inclusive | 0 comments

The business case for gender diversity in leadership is compelling. I’ve updated it to include (more) recent studies linking diversity and financial performance.

A Push to Get Women on Boards

by | Apr 25, 2017 | benefits of diversity, bottom line value of gender diversity, business case for gender diversity, business value of gender diversity, critical mass of women on boards, Gender diversity, gender diversity in leadership, Women on boards | 0 comments

The bronze statue of a young girl facing the Wall Street Bull will continue to provoke big firms to include more women on boards. It isn’t just the right thing to do; it’s the smart thing to do.

One Message; Many Facets

by | May 26, 2015 | bottom line value of gender diversity, business case for gender diversity, feminine strengths, Inclusive culture, Inclusive leadership, masculine strengths, Men and women at work, shifting masculine feminine continuum, shifting with authenticity, understanding difference, value of difference | 0 comments

The topic of gender diversity has lots of facets – many sub-topics and applications. I am willing to put in the work to design many different workshops and speeches. All forward my mission – to help create a world where both masculine and feminine strengths are valued and leveraged – and my vision – a world where gender diversity is the norm and organizations thrive as men and women succeed and lead together.

“Woman”: Not a Box to be Checked Off

by | May 1, 2015 | benefits of diversity, better decisions, bottom line value of gender diversity, business case for gender diversity, Business Results, critical mass of women on boards, implicit gender quota, Women in management, Women on boards | 0 comments

Everyone knows that having women on a company’s board of directors is good for the company’s bottom line. Research shows that a critical mass of THREE women results in better corporate governance. Less likely to feel like an outsider, a woman is more likely to speak up and be heard when she is one of three. Good decisions and good results follow from a balance of feminine and masculine strengths. Knowing this, leaders should not be satisfied with one (token) woman. Yet a new study shows that, at the executive level, most companies have just one woman. They have “checked the box.” With only one woman, they may miss out on the value of true gender diversity.

“Equality Is Good for Men, Too,” Says Sandberg; Is This News?

by | Apr 1, 2015 | benefits of diversity, bottom line value of gender diversity, Business Case, business case for gender diversity, Gender Balance, gender bias, Gender diversity, Sheryl Sandberg Lean In | 2 comments

The fourth article by Sheryl Sandberg and Adam Grant is titled “How Men Can Succeed in the Boardroom and the Bedroom.” About a third of the article is about how gender diversity at work is good for men (as well as women). They call it a “surprising truth” that “equality is good for men, too.” Research over at least a decade has confirmed the business value of gender diversity. So, to me, it is hardly “surprising.” The business case for gender diversity, however, can’t penetrate unconscious mind-sets. I want more spotlight on why women are not better represented at the top. I want the spotlight to be wider than on alleviating work-life pressures. We need to shine the light on, and uproot, the unconscious mind-sets that create obstacles for women in business.