Everything we know about improving gender diversity points to one uniquely important success factor. Great programs notwithstanding, brilliant arguments in abundance, the pursuit of enhanced gender equality flourishes or flounders with the interest and investment of an organization’s top leadership.
It could be the CEO of your company, the president of your university, or the director of your institute. Whoever is at the top has to care and has to support action. If we can’t get our top leadership engaged, we probably won’t succeed.
But people who have made it to the top are creative. They might have different ideas about achieving diversity — ideas that sound good, but that probably won’t work. How would that happen? What could we do in that situation?
To get CEOs on board, they need to believe in the cause themselves; they need to believe that gender diversity matters. We must provide the best arguments we can so the people at the top will care.
I encourage you to republish this article online and in print, under the following conditions.
- You have to credit the author.
- If you’re republishing online, you must use our page view counter and link to its appearance here (included in the bottom of the HTML code), and include links from the story. In short, this means you should grab the html code below the post and use all of it.
- Unless otherwise noted, all my pieces here have a Creative Commons Attribution licence -- CC BY 4.0 -- and you must follow the (extremely minimal) conditions of that license.
- Keeping all this in mind, please take this work and spread it wherever it suits you to do so!