by Caroline | Oct 31, 2013 | bottom line value of gender diversity, comfort principal, Engagement, gender diversity bottom line, gender diversity in leadership, invisible mind-sets, obstacles for women in business, obstacles to gender diversity, unconscious mind sets, women access to networks, women in business, women in leadership |
One of several unconscious mind-sets that create obstacles to gender diversity is the “comfort principle.” People naturally are more comfortable with people like themselves. Access to networks and mentorship are keys to reaching the leadership ranks. If the comfort principle affects who gets great assignments and mentors, this can perpetuate the demographics of leadership. Conscious awareness of this obstacle is its cure. We can stop and be sure the comfort principle is not blocking people from access.
by Caroline | Oct 1, 2013 | double bind, double bind, gender communication, invisible mind-sets, masculine workplace, obstacles for women in business, obstacles to gender diversity, progress of women, unconscious mind sets, women in business, women masculine style |
One obstacle for women in business reaching the top is the double bind. If men become more aware of this problem, they can lower an obstacle to gender diversity. Business workplaces tend to be more masculine than feminine in nature. To succeed, women learn to adopt a masculine style. But if she is “too” masculine “too often,” she may be penalized. If she operat
by Caroline | Sep 4, 2013 | business case for gender diversity, causes of disengagement, comfort principal, double bind, Gender diversity, invisible mind-sets, Masculine Feminine Difference, obstacles to gender diversity, progress of women, Sheryl Sandberg Lean In, unconscious images |
I am seeing more and more focus on the issue of why there are not more women at the leadership level of U.S. business. Yet there is so little progress. I agree with other experts that the causes exist at the unconscious level. Our goal is to create awareness of the invisible obstacles to gender diversity at the top — the double bind, the comfort principle and unconscious images. Lowering these obstacles starts with awareness. Like the blind spot in our car, once we know about it, we can manage it. We can change mind-sets once they are conscious.
