News & Insights about Closing the Leadership Gender Gap

On a timely basis we curate fabulous articles about closing the leadership gender gap on our Facebook page, LinkedIn Leading Women group and company page, and also Tweet them out. 

We then share the the best of the best here on our blog! 

Gender + Diversity Playbook:

Setting and Achieving Your Goals for 2021 and Beyond

Leading Women

In our new multipart series, Leading Women will address how #WeCanHelp your organization set and achieve your gender + diversity goals for the next year and beyond. 

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Part 1: 2020’s Miss is Now a “New” 2030 Promise – But Will Orgs Break This Promise Too?

Part 2: From One CEO to Another—It’s Time to Get Focused

Part 3: Coming Soon

Time for a reality check about “Closing the Leadership Gender Gap”—something every CEO should strive for in their organization, but few actually get right (or get it done!). And while you’ve probably been talking about becoming a more inclusive and diverse company for a while now, have you ever really asked yourself why you’re no closer to closing that gap than you were ten years ago? 

This season of Covid has certainly shed a new light on the inequities in the workforce and communities. From the new pressures on working women with children at home full-time, to the data that’s emerging on how Covid is impacting the underserved, to horrific demonstrations of racism. Many have said that Covid has become the tinder for the flames that are needed to burn down the vast array of inequities that exist.   

From a gender perspective we have seen lots of “new” goals and promises make headlines, with more and more organizations willing to state their commitment to a 50/50 gender balanced workforce by 2030. Yes, in response to the coronavirus, but also in response to data like this from McKinsey’s latest “Diversity Wins” which states: “companies in the top quartile for gender diversity in their executive teams were 25 percent more likely to experience above-peer average profitability.” 

On a timely basis we curate fabulous articles about closing the leadership gender gap on our Facebook page, LinkedIn Leading Women group and company page, and also Tweet them out. 

We then share the the best of the best here on our blog! 

7 ways to start to uproot systemic racism in the workplace

World Economic Forum

This week we invited Tim Kemp, our Senior Consultant based in the United Kingdom, to author our most recent blog post.

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35 years ago I wrote a chapter in a book called Gender and Work.  My chapter was entitled ‘Who dares loses’ and was a modest attempt to encourage men to appreciate that greater gender equality meant accepting that there would be more capable women in positions that men had traditionally seen as their own preserve.  In other words, if men were successful in playing a part in ensuring that power was more fairly redistributed, then it would also mean that we (men) would have to embrace the fact that many of us would lose some of that power. The more women took their places on boards and in the C-suite, the more they would replace men who had found a comfortable home there.  

A classic zero-sum-game.

And while there is still a logic to the maths, this narrow assessment misses out on some fabulously important elements. Elements that have become my most valuable learning around the dynamics of inclusion in organisations over the past three decades.

In celebration of Pride Month, we invited Michelle Redfern, our Senior Consultant based in Melbourne, Australia, to author this blog post.

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I have been in a deeply committed and loving relationship with my (now) wife for nearly 20 years. Our relationship is public knowledge. However, in the early years of our relationship I wasn’t ‘out’ about my same sex relationship, particularly in my workplace. I made this choice because amongst other things, I was fearful of being judged and having my career aspirations affected because of my sexual identity. I worried about the negative consequences of being openly gay at work. 

LGBTIQ+ people are often not able to bring their full self to work, feel like they have to hide elements of their life and have their psychological well-being compromised by feelings of ‘otherness’. This is a significant issue that  68% of LGBTIQ+ people in America are still grappling with. 

BOSTON, June 9, 2020 /PRNewswire/ -- 

Leading Women, a distinguished global consulting firm noted for championing workplace culture transformation and promoting Gender Balance in corporate leadership, announces it has entered into in a strategic partnership with the Northeast Human Resources Association (NEHRA). Leading Women will leverage the opportunity to provide thought leadership to NEHRA, the largest HR organization in the Northeast. The partnership will enhance NEHRA's commitment to providing its more than 2,600 members with relevant and timely educational programs for HR professionals by offering innovative research-based solutions as a resource to help accelerate women's career growth.

Wondering how you can navigate to the “new normal” when you’re not even sure what the new normal is? Although you may not realize it, change is constant, and acknowledging this means you have actually taken the first step to the path forward. Leading Women, named a 2020 Top 10 Leadership Development Training/Coaching Company by HR Tech Outlook, put together the following list to help you navigate and emerge successfully as your organization transitions out of quarantine.

On a timely basis we curate fabulous articles about closing the leadership gender gap on our Facebook page, LinkedIn Leading Women group and company page, and also Tweet them out. 

We then share the the best of the best here on our blog! 

Leading Women Named to HR Tech Outlook's List of Top 10 Leadership Development / Training Coaching Companies

Leading Women