The link between inclusion and better business results is about engagement. Higher engagement is linked in research to higher productivity and profitability. Engaging the bulk of workers is complicatedi n today’s diverse workforce. Engagement, which involves a sense of belonging, must be wide and deep. Employees who spend energy on “fitting in” are spending energy that leaders need to be focused on doing great work. Leadership skills of inclusion are about getting the best work out of more of the diverse workforce.
We are continuing to explore how differences in masculine and feminine approaches to work are rooted in nature (physiology). In addition to differences in brain structure and hormones, Max and Fran (our prototypes for masculine and feminine ways of working) have differences in eye sight, tear production and smiling. We’ll see how these differences influence workplace behavior.
In a series of blogs exploring the roots of differences in men and women–so we understand differences at work–this blog focuses on hormonal differences. Hormones are behind differences in brain structure between Max and Fran (our prototypes for masculine and feminine). And the hormones testosterone and estrogen influence how we value relationships, manage conflict and even talk. Understanding these roots helps us understand and leverage difference.