by Caroline | Dec 14, 2018 | Balance of masculine feminine, benefits of diversity, bias, comfort principal, diversity and inclusion, fear of difference, gender bias, gender bias, gender diversity in leadership, gender parity, images of leadership, implicit bias, Men and women at work, progress of women, unconscious bias, unconscious bias, unconscous mind-sets | Send to KindleThis is the season of love, joy and peace. I’m looking at how we achieve real diversity and inclusion in the workplace in that spirit – of peace on earth and good will to men and women. As we celebrate progress in the area of gender balance in the...
by Caroline | Apr 4, 2018 | Balance of masculine feminine, Business Results, Conforming to masculine, double bind, Engagement, gender inclusive, gendered definitions of leadership, wholistic leadership |
Do you think that leadership that incorporates masculine and feminine strengths can benefit men as well as women?
by Caroline | Apr 5, 2017 | Balance of masculine feminine, benefits of diversity, bias, Conforming to masculine, gender bias |
My hypothesis is that men as well as women in the workplace are caught up in the gravitational pull of the masculine style. The workplace becomes more masculine, not more balanced.
by Caroline | Sep 20, 2016 | balance of masculine and feminine, Balance of masculine feminine, collaborative leadership style, conforming and authenticity, Conforming to masculine, gender bias, Gender difference, gendered definitions of leadership, Masculine Feminine Difference, Strengths of women's leadership |
When we talk about “gender bias,” we generally assume we’re talking about a bias against women. Not so fast. The issue is less about men and women and more about a preference for the masculine style. This affects men as well.
by Caroline | Aug 3, 2016 | Balance of masculine feminine, benefits of diversity, better decisions, business value of gender diversity, organizational diversity |
A study two years ago suggested that having women on a team stimulates better results. A more recent study says, “Not so fast.” It suggests a deeper factor — the balance of yin (feminine) and yang (masculine) strengths.
by Caroline | Mar 9, 2016 | Balance of masculine feminine, Conforming to masculine, diversity and inclusion, gender bias, gender inclusive, gender parity, gender stereotypes, gender stereotypes, obstacles for women in business |
Manpower Group commissioned research on “accelerating more women into leadership.” The report suggests that reaching “gender parity” will take time — and cultural change. It will take changing “entrenched male culture” to “gender neutral culture.” How can we do that?