Getting to Gender Balance: Let’s Drop the Resentment and Fear

by | 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 | 0 comments

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...

A Woman Presidential Candidate: A Score for Gender Equity?

by | Jun 14, 2016 | Gender Balance, gender equality, gendered definitions of leadership, images of leadership, progress of women, women aggressive communication, Women in management, Women on boards | 0 comments

I got weepy when Hillary Clinton locked up the nomination for president, not for political reasons but because it is historical. I celebrate what it says about the progress of women and what it does to our images of leadership.

Deaf, Blind, Biased – or Stumped? Why Leaders Don’t Respond to the Business Case for Gender Diversity

by | 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 | 0 comments

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.

Gender Parity: A Realistic Goal?

by | Feb 3, 2016 | comfort principal, double bind, gender balance, gender bias, gender equality, gender parity, images of leadership, obstacles for women in business, obstacles to gender diversity, unconscious bias, unconscious mind sets, work and family | 0 comments

McKinsey has concluded that it will take 25 years to reach “gender parity” at the senior VP level and more than 100 years to reach parity in the C-suite. Is “parity” realistic and attainable even in a century? I don’t think so. Even if we could magically eliminate all unconscious gender bias, other factors would make parity unlikely. There are key reasons other than bias – like free choice. I will continue to help eliminate bias so choice is truly free.

The Slow Pace of Gender Equality: What Is the Root Cause?

by | Jan 26, 2016 | benefits of diversity, bottom line value of gender diversity, gender balance, gender inclusive, gendered definitions of leadership, images of leadership, invisible mind-sets, invisible mind-sets, Masculine Feminine Difference, obstacles for women in business, Organizational culture, progress of women, unconscious bias, unconscious images, unconscous mind-sets, understanding difference, value of difference | 0 comments

Yes, there is progress in seeing more women at leadership levels in business; but the pace remains glacial. We need to understand the reasons at the deepest level – so we can pick up the pace and capture the known benefits. I was invited to post a blog on the London School of Economics Business Review. I used the opportunity to express my thoughts on the root cause. I hope you’ll read it!