Many organizations want to be better workplaces for women and to have more women at all levels. But implementation proves to be difficult and slow. Four factors distinguish companies that succeed in making a breakthrough.
Tag: feminism
If glass ceilings keep women from moving up, glass walls can keep them from moving to the side. This metaphor describes the harsh realities of coaching college and university sports teams in the United States. A little over 40% of women’s athletics teams are coached by women, while fewer than 1% of men’s teams are coached by women. Read more to learn how to improve these stats…
Affirmative action is often criticized as giving unfair advantages. Different people are evaluated by different criteria, which inevitably lowers the quality of the selected group, is the claim.
The logic behind these claims is not hard to understand, but it may be wrong. For more of the truth about affirmative action…
We know that women in leadership makes organizations perform better. And we know that employees are more satisfied in companies with women in leadership teams. So what about implement a zero-tolerance policy for no gender diversity in the workplace. Read more…
Young women scientists leave academia in far greater numbers than men for three reasons. Sacrifice, little appeal and disproportionate impediments are conclusions made by PhD candidates, thus steering them away. What can we do about it? Read more to find out…
Groups that include both men and women are more intelligent, they achieve greater profitability and they make working environments better. Norway’s segregated workplaces are not optimal.
This is why we need to work to recruit more women to professions in which they are underrepresented — and more men where they are underrepresented. Workplaces that could be better for men and women are one of the topics we discuss today, on International Women’s Day. Read more why you need a woman…
Everything we know about improving gender diversity points to one uniquely important success factor. The pursuit of enhanced gender equality flourishes or flounders with the interest and investment of an organization’s top leadership.
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.
Women matter. Women in leadership matter. Women in leadership make companies better. And it isn’t that hard to get more women into leadership positions.
These statements convey the core message of four reports, all called Women matter, that were produced by McKinsey & co. between 2007 and 2010. These reports have become extremely influential, providing basic research for pushing the discussion about gender balance forward. The research results in Woman matter help us argue that creating the circumstances for women to advance is not just right, it’s also smart.
Facebook’s Chief Operating Officer, Sheryl Sandberg, has become one of the clearest and most articulate voices on corporate gender diversity.Yet her facts, arguments, and eloquence, haven’t reached Sandberg’s closest colleague. It seems that even a woman at the top can’t convince the man she works side-by-side with.
How many women has Mark Zuckerberg put on Facebook’s board?
There are none. Facebook is run by white men. This shows both a lack of confidence in Sandberg and an apparent disinterest in the relevant research. Sheryl Sandberg now has the opportunity to call him on it.
The fourth and final Women Matter report from McKinsey, Women at the top of corporations: making it happen (WM4), gives us good research and a strengthened foundation on which to expand policies and practices.
How will you get the attention of your top leadership? How will you implement development programs and institutionalize the work of gender diversity? Find your answers to these questions. Your organization’s success depends on it!
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