by Caroline | Jun 3, 2015 | bottom line value of gender diversity, gender inclusive, Inclusive culture, Inclusive leadership, Leadership, Masculine Feminine Difference, unconcscious bias, unconscious mind sets, value of difference |
A colleague suggested that we might attract more people, particularly men, to our cause if we emphasize, not gender diversity, but the business benefits of gender inclusion. Another author and facilitator reminded me that we get better results by focusing on what we want rather than on the “problem” we are trying to solve. Help me apply these two insights. If we invite people to a workshop about organizational culture and results, do we indicate up front, or once they are in the room, that the drivers we focus on are inclusive leadership and gender diversity? I want to focus on the desired outcome (businesses that thrive because of gender diversity) and not the “problem” (unconscious gender bias). How do we effectively address unconscious bias?
by Caroline | May 7, 2014 | Diversity |
In a recent luncheon conversation, I had the impact we aim for in our diversity training. I was speaking with an attorney about the disappointing pace of achieving gender diversity in the legal profession. He asked me why I think law firms have not been more successful in promoting and retaining women at the partnership and leadership levels. I noted that McKinsey & Co. says the reason is unacknowledged “mindsets.” Asked for an example, I talked about what I call the “comfort principle.” He left our lunch aware of how important comfort is in getting opportunities at work. Awareness of this and other “mindsets” enables us to do something about them, lowering obstacles to diversity in the workplace.
by Caroline | Dec 17, 2013 | business case for gender diversity, Business Results, business value of gender diversity, comfort principal, double bind, double bind, Gender diversity, gender diversity in leadership, Inclusion, Inclusive culture, invisible mind-sets, Masculine Feminine Difference, Men and women at work, obstacles for women in business, obstacles to gender diversity, unconscious mind sets |
Unconscious and invisible “mind-sets” explain the obstacles for women aspiring to business leadership. They explain why we still do not have gender diversity at the top. Unconscious mental images of how leaders look and act can create barriers for those who do not “look the part.” Leaders who are aware of this natural tendency can stop automatic thinking and look at a person’s results rather than whether they fit the image. Those affected by unconscious images can avoid violating norms of appearance at work; be sure the boss knows their skills and results; and collaborate with others to talk about successes.
by Caroline | Dec 10, 2013 | bottom line value of gender diversity, business case for gender diversity, comfort principal, gender diversity bottom line, gender diversity in leadership, gender inclusive, Inclusion, Inclusive leadership, invisible mind-sets, obstacles to gender diversity, unconscious images, unconscious mind sets |
Send to Kindle What stands in the way of women reaching the top? What prevents businesses from getting the promise of gender diversity? Lots of leaders appreciate the value of developing and promoting women. Lots of businesses take effective actions. Yet women are...
by Caroline | Sep 10, 2013 | causes of disengagement, flexible work schedules, flexible work shedules, Inclusion, Inclusive culture, obstacles to gender diversity, Organizational culture, progress of women, Sheryl Sandberg, unconscious images, Women in management, work and family, work life balance |
Send to KindleWomen are doing great in business – in its lower ranks. Women earn more than half of all undergraduate and graduate degrees. According to Catalyst, in the Fortune 500 they make up nearly half of the workforce and slightly more than half of middle...
