News & Insights about Closing the Leadership Gender Gap

Posts about Gender Dynamics

10 Strategies for 2021 to Help Engage & Retain Women

As we wrap up our 7-part series: “Gender + Diversity Playbook: Setting and Achieving Your Goals for 2021 and Beyond” - let’s review why we felt it important to put together a playbook in the first place. It started with 2020’s Miss is Now a “New” 2030 Promise–But Will Orgs Break This Promise Too?, where we talked about tackling some of the specific barriers that are causing the leadership gender gap (hint: it’s not just about committing to a 50/50 gender balanced workforce by 2030, you must take targeted actions). 
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These 5 Tips Will Help You Recruit More Women/Diverse Candidates

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Closing the Gender Gap Gender Dynamics Leading Women

Make Your Company Policies Inclusive by Looking at these 3 HR Tools

Part 5 of our “Gender + Diversity Playbook: Setting and Achieving Your Goals for 2021 and Beyond” focuses on the importance of removing gender-biased language from HR tools. If you’re following along, this is #4 on the Top 5 list from our CEO’s blog post 'From One CEO to Another--It’s Time to Get Focused':  Remove gender-biased language from HR tools
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How To Change Your Company’s Culture To Be More Inclusive

In Part 4 of our “Gender + Diversity Playbook: Setting and Achieving Your Goals for 2021 and Beyond”, we are focusing on the impact of Gender Dynamics and how to change your company’s culture to be more inclusive by removing the barriers to women’s advancement. This week we'll tackle #3 on our top five list of things you need to do to get results and close the leadership gender gap:  Educate your leadership to reduce the negative impact of Gender Dynamics on talent decisions.
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Closing the Gender Gap Gender Dynamics Leading Women

The 19th Amendment: 100 Years and Counting

100 years ago today, August 18th, Tennessee became the final state needed to ratify the 19th Amendment, and a week from now, August 26th, it was officially signed into law. August 26th is now known as Women’s Equality Day here in the United States.  While we are celebrating this watershed moment in US history, we should ask ourselves how far the 19th Amendment went towards granting women’s equality? 
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Kelly Lockwood Primus Featured on The Leadership Hacker Podcast

I recently had the pleasure of joining Steve Rush on his podcast "The Leadership Hacker." I'm a big fan, and was excited to be invited to speak with him. Before the official interview, he and I discussed our perspectives on women in leadership - and I was thrilled to hear that during his career he frequently hired more women leaders than men! And, I'm pleased to say that Steve is absolutely committed to gender balance in his podcast, and will be working diligently to interview an equal number of men & women leaders. 
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From One CEO to Another—It’s Time to Get Focused

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? 
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Closing the Gender Gap Gender Dynamics Women of Color Business Imperative Making the Business Case CEO Advice

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

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.” 
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Closing the Gender Gap Gender Dynamics Business Imperative Making the Business Case

Who Dares Learns

This week we invited Tim Kemp, our Senior Consultant based in the United Kingdom, to author our most recent blog post. Read ON!  --- 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.
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What Is The Significance of Being an Other?

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