WHY So Few Women Reach the Top: It’s NOT All about Family

by | 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 | 0 comments

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...

“Leaning In” to Be Quarterbacks!

by | Mar 26, 2013 | Gender diversity, Lean In, Men and women at work, Sheryl Sandberg, Sheryl Sandberg Lean In, understanding difference, women and ambition, Women in management | 0 comments

I respond to a football analogy about Sheryl Sandberg’s book, Lean In. My brother suggested most women don’t want to be at the top in the business world. Like a “tight end” on a football field, they should be happy with their role and not worry that they are not the quarterback. The point of Sandberg’s book is that IF a woman wants to reach the top, she should lean in. My point is that the playing field is not level. Lots of women who are qualified to be quarterback are held back and hold themselves back.

Reaching Gender Diversity: One Step at a Time

by | Jan 2, 2013 | Business Case, causes of disengagement, gender inclusive, Inclusion, Inclusive culture, Men and women at work, obstacles to gender diversity, Organizational culture, Women in management | 0 comments

Big resolutions or goals can be overwhelming. When I climbed Kilimanjaro, I learned that I could achieve a big goal (the summit) by “chunking it down” into small goals or steps. My big goal is gender diversity in the leadership levels of U.S. business. There is much progress on this climb, but we are far from the summit. Achieving it requires (a) that more women make it to the top and (b) that more businesses create inclusive cultures. Each needs to be broken down into small steps. I suggest “mini” goals for each of these outcomes.

A Business Approach to Diversity

by | Dec 19, 2012 | better decisions, Business Case, causes of disengagement, Diversity, Engagement, Gender diversity, Retention of women | 0 comments

While diversity is “the right thing to do,” it will get more support if it is also good for business. A business approach to diversity includes: (1) it is based on facts; (2) there is a strong business case; (3) it is expressed in non-judgmental terms. For example, an initiative to improve gender diversity will be based on where women are represented, turnover rates and levels of measurable engagement. The business case for gender diversity must be spelled out. And root causes for not having gender diversity must be expressed so men aren’t put on the defensive.

Why Some Men Are Champions for Gender Diversity at the Top

by | Nov 14, 2012 | Business Case, Business Results, causes of disengagement, Inclusive leadership, invisible mind-sets, male allies, progress of women | 0 comments

Gender diversity at the top will happen only if men becomes allies for the cause. Allies are most likely to be found among three types of men: (1) men who get that their businesses — and they personally — will make more money with gender diversity in leadership; (2) men who have experienced being an outsider or are close to someone who has experienced discrimination; (3) men with daughters who have a personal interest in seeing barriers removed.