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 | 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 |
The business case for gender diversity in leadership is compelling. I’ve updated it to include (more) recent studies linking diversity and financial performance.
by Caroline | Nov 15, 2016 | benefits of diversity, business value diversity, diversity and inclusion, generations at work, Inclusion, Inclusivity, racial bias, unconscious bias, unconscious bias, unconscious racial bias |
Tolerance beats intolerance, but it is merely “putting up with.” We must move to valuing and appreciating difference – not tolerating it.
by Caroline | Nov 2, 2016 | diversity and inclusion, gender bias, gender bias, racial bias, unconscious bias |
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?
by Caroline | May 3, 2016 | benefits of diversity, bottom line value of gender diversity, Business Results, diversity and inclusion, double bind, gender bias, gender bias, gender diversity in leadership, gender stereotypes, images of leadership, images of women, obstacles to gender diversity, unconscious bias, unconscious images, upside of gender diversity, women in business |
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.
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?
