by Caroline | Aug 3, 2016 | Balance of masculine feminine, benefits of diversity, better decisions, business value of gender diversity, organizational diversity |
A study two years ago suggested that having women on a team stimulates better results. A more recent study says, “Not so fast.” It suggests a deeper factor — the balance of yin (feminine) and yang (masculine) strengths.
by Caroline | Apr 11, 2016 | Diversity | Send to KindleAgain and again, we see evidence that gender diversity makes huge business sense. Just recently, McKinsey said, “If every state and city made progress toward gender parity, they could add at least 5% to their own economies. Half of U.S. states can add...
by Caroline | Jul 7, 2015 | benefits of diversity, bottom line value of gender diversity, Business Results, business value of gender diversity, gender diversity bottom line, gender diversity in leadership, Women on boards |
One pillar of the business case for gender diversity in business leadership is its correlation with better financial results. Studies by Catalyst and McKinsey show strong correlations between gender diversity in senior leadership and on boards — and improved financial metrics. There are contrary studies related to board composition – showing no correlation or negative correlation. I hope researchers will help us sort through the differences. Meanwhile, I’ll say, ““Solid research by highly respected organizations, disputed by some, shows a correlation between gender diversity and results.”
by Caroline | May 26, 2015 | bottom line value of gender diversity, business case for gender diversity, feminine strengths, Inclusive culture, Inclusive leadership, masculine strengths, Men and women at work, shifting masculine feminine continuum, shifting with authenticity, understanding difference, value of difference |
The topic of gender diversity has lots of facets – many sub-topics and applications. I am willing to put in the work to design many different workshops and speeches. All forward my mission – to help create a world where both masculine and feminine strengths are valued and leveraged – and my vision – a world where gender diversity is the norm and organizations thrive as men and women succeed and lead together.
by Caroline | Nov 20, 2013 | appreciating difference, balance of masculine and feminine, business case for gender diversity, Difference, Diversity, Gender difference, Gender diversity, gender diversity in leadership, Inclusion, Masculine Feminine Difference |
Why do I focus on a specific form of diversity (gender or generational differences at work) rather than more broadly on diversity and inclusion? I take an inductive approach, believing that awareness of the value of one form of difference can be applied to other forms of difference. Why not start with the largest group under-represented at leadership levels (women)? As a white woman, I have more credibility on the issue of women in business than on race or sexual orientation. We have lots of opportunity to practice on gender differences. I want both masculine and feminine strengths applied to solving the big issues facing the world; having a balance of men and women makes that more likely. That’s why.