I smiled big when I learned that a workshop I gave over a decade ago made a difference!
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?
One major obstacle for women in the workplace goes by many names – the double bind, a tightrope, the Goldilocks thing. Call it what you will, it is a lose-lose proposition for women. They are criticized for being too feminine and too masculine. How do we bring down the “Goldilocks thing”?
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.
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!
The numbers and graphs in the report by Lean In and McKinsey & Company, Women in the Workplace 2015, support some beliefs, and challenge some myths, about why women remain underrepresented at the executive level of American business. What about gender bias? The report concludes that women are more likely than men to perceive gender bias. Of course they do! One of the recommendations of the study is training to “interrupt gender bias,” including to assure men can see and understand the challenges women encounter.