by Caroline | Aug 12, 2015 | benefits of diversity, better decisions, bottom line value of gender diversity, Business Case, business value of gender diversity, Engagement, gender diversity bottom line, Talent pipeline, upside of gender diversity |
I periodically update the research that forms the business case for gender balance at the leadership level. Here is my latest update. I review studies showing the business benefit of diversity and inclusion generally. Gender diversity brings all these benefits and more.
by Caroline | May 14, 2013 | Business Case, Business Results, Gender Balance, Gender diversity, progress of women, Talent pipeline, Women in management |
Warren Buffet has joined the conversation about the importance of having women, as well as men, in leadership positions in business. He stresses men’s self-interest in leveraging the talents of women. Business has done great using only 50% of the talent pool, with women essentially “on the shelf.” It will do better with the talents of 100% of the workforce.
by Caroline | Dec 14, 2011 | Business Case, Business Results, Gender diversity, Inclusivity, Masculine Feminine Difference, Men and women at work, Retention, Retention of women, Talent pipeline |
Business has a “pyramid problem.” Women aren’t proportionally represented in upper levels. This isn’t just a problem for women. It imposes unnecessary costs on business and deprives them of significant upsides. The business case for gender diversity provides compelling reasons to fix this problem. What causes women to leave (or just stop climbing)? The causes are unconscious and invisible. Solution comes from recognizing that barriers for women arise from the “comfort principle” and from failure of leaders to appreciate masculine-feminine differences.
by Caroline | Aug 8, 2011 | Balance of masculine feminine, Business Case, Business Results, Difference, Diversity, Engagement, Gender diversity, Inclusivity, Retention, Retention of women, Talent pipeline |
Send to KindleThere has been a (too) long hiatus in my blog posts. Though I’ve taken a break from my blog, I have not taken a break from focusing on the importance of creating work cultures that are inclusive of both masculine and feminine approaches. For the last...
by Caroline | May 27, 2011 | Engagement, Inclusivity, Retention, Retention of women, Talent pipeline |
Send to Kindle The last building block of the case for engaging and retaining women is one I’ve talked about before. It is that there is a huge bang for your buck in taking steps to engage women. First, women...
by Caroline | May 10, 2011 | Business Case, Business Results, Engagement, Retention, Retention of women, Talent pipeline |
Send to KindleThis is my third post on element of the business case for engaging and retaining women. It focuses on the most obvious element—the cost of losing good employees. As we’ve already covered, women constitute nearly half of the “talent pool”—and more of the...
