by Caroline | Mar 10, 2015 | Business Case, business case for gender diversity, Gender diversity, gender diversity in leadership |
In one news program this week, there was more news about women at work than about anything else. Germany is requiring companies to have women represent 30% of board members. Japan’s Prime Minister announced a goal of having women fill 30% of leadership positions. And Sheryl Sandberg is urging men to “Lean In.” With so much news coverage, could we being reaching a tipping point in people’s awareness of the business value of gender diversity?
by Caroline | Feb 4, 2015 | benefits of diversity, bottom line value of gender diversity, business case for gender diversity, gender bias, gender diversity in leadership, gender stereotypes, Women in management |
Sheryl Sandberg and Adam Grant make some pretty obvious points in the first of their four-part New York Times series on women at work. Their punchline is that raising awareness of gender stereotypes and bias is not enough. Only by expressing disapproval of the biases and resulting barriers facing women can we change the facts on gender diversity in leadership. I express disapproval. Now let’s change those facts!
by Caroline | Jan 7, 2015 | appreciating difference, benefits of diversity, bottom line value of gender diversity, business value of gender diversity, gender communication, gender diversity in leadership, invisible mind-sets, Lean In, Masculine Feminine Difference, roots of masculine feminine differences in nature, women self promotion, women tooting own horn |
Joanne Lipman’s recent article in the WSJ provides a “guide” for men to women at work. She says that women get enough advice and provides some to men. Men should understand that women have a different way of speaking; they should not wait for women to raise their hands; they should not fear that a woman will cry and should give direct feedback. And they should recognize that women work hard for the credibility that comes automatically to them. Good advice!
