The business case for gender diversity in leadership is compelling. I’ve updated it to include (more) recent studies linking diversity and financial performance.
Tolerance beats intolerance, but it is merely “putting up with.” We must move to valuing and appreciating difference – not tolerating it.
The Millennial generation is more diverse and more comfortable with racial and cultural diversity than prior generations. Is this reason to hope that racial bias will disappear? Most people think so. But is it true?
Deaf, Blind, Biased – or Stumped? Why Leaders Don’t Respond to the Business Case for Gender Diversity
Why might the message about the value of diversity not be heard? Why might leaders hear it but not buy it? Why do men who do buy it not take effective action? These are not rhetorical questions. I have some ideas but I want your thoughts.
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?