News & Insights about Closing the Leadership Gender Gap

Posts about Managers Mindsets

We All Fall Down Once In A While

When I originally thought about why I wanted to write this post, my intent was to share stories from Leading Women’s “diverse” team about a micro-aggression they experienced in their career that they, as women of color, found impactful. Here I was thinking that my team would jump at the chance to “talk” about how their experiences and situations could have been handled differently. Instead, I received a well-deserved come-uppance of my own. 
3 min read
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Diversity & Inclusion Managers Mindsets Women of Color

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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Gender Dynamics Diversity & Inclusion Managers Mindsets lbgtq+

Actions for Allies: Addressing Fears of #MeToo Overreach

"If I'm in my office alone with a woman, she might file charges against me." "I don't dare take a protege out for lunch, she might accuse me." "Now I can't compliment a woman or shake her hand without being taken to court!" These are comments we hear when working with managers on closing the leadership gender gap. The comments are especially prevalent when we talk about the importance of mentoring women. And we aren't alone. Articles from the worlds of law, finance and beyond, publicize men's fears and the #MeToo backlash.
2 min read
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Mentoring Managers Mindsets Allies

Happy Labor Day and Start of Fall

Happy Labor Day to all of our friends in the United States! And happy start of Fall to the rest of friends around the world. Yes, yes, I know that Fall actually begins on 23 September, but we all know in reality by tomorrow you will be back into the normal swing of things and that Summer is over. Now that you are back at your desks and starting to plan for next year, we at Leading Women would love to be there to help support your organization close the leadership gender gap.   Leading Women's proprietary research creates innovative solutions that deliver unique insights, actionable tools and a business focus. Consultation, live programs, online content and virtual interventions will move your organization forward in 3 major areas:
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Closing the Gender Gap Managers Mindsets IWiN Leading Women

Here is a Key to Closing the Gender Gap at the Top... Gender Dynamics

  Here's a fact about closing the leadership gender gap that might surprise you.
2 min read
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Closing the Gender Gap Gender Dynamics Diversity & Inclusion Managers Mindsets

Managers' Mindsets: Women as Handmaidens

Women haven't wanted to talk about it... men rarely own up to it. The far too silent barrier to women's advancement is the dynamic of Non-Parental Gender-Based Role Expectations. Read about why in our second of three blogs discussing the role of managers' mindsets: 
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Managers Mindsets

Managers' Mindsets: Women as Sex Objects

Women haven't wanted to talk about it... men rarely own up to it. The far too silent barrier to women's advancement is the dynamic of Non-Parental Gender-Based Role Expectations. Here's why. About 10 years ago when we systematically started tracking gender dynamics, we didn't specifically ask about outright harassment because most companies' anti-harassment policies and practices seemed to be working fairly well. Instead we asked about overall "gender-based role expectations (non-parental)" and the dynamics of women being seen and treated as: sex objects (through the lens of potential romantic relationships), daughters/sisters needing protection or mothers to be rebelled against (through the lens of familial relationships) or handmaidens (through the lens of roles traditionally held by women).
6 min read
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Managers Mindsets

Managers' Mindsets and Hostile Work Environments

Women don't want to talk about it... men don't want to own up to it. The far too silent barrier to women's advancement is the dynamic of Non-Parental Gender-Based Role Expectations. Here's why.
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Managers Mindsets

Mindsets not Mothers

Mother's Day was this past weekend in the United States (and in many other countries as well) and my husband took our kids to the playground in the afternoon so I had few minutes by myself to read the paper - a luxury most parents will understand - when I stumbled upon an opinion piece in the New York Times entitled "The Gender Pay Gap Is Largely Because of Motherhood." This piece, while attempting to highlight the gender pay gap, completely missed the mark. It isn't necessarily a problem with women prioritizing family, but rather with managers' expectations that they will and companies allowing managers to create unequal pay situations. Manager's mindsets strike again!
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Managers Mindsets Motherhood Penalty

When you're accustomed to privilege equality feels like oppression.

At the tail end of 2016, the CEOs of 27 large companies made an unprecedented announcement: they pledged to have 50% of their top leadership roles filled by women by the year 2030. To achieve the goal, they identified key actions for senior managers including:  "...address unconscious bias;  base advancement on performance rather than time in the office; promote women into operating roles with responsibility for profit and loss; set targets and communicate them; and actively sponsor promising female leaders." Executives in the EU  and Australia have similar coalitions in place. Time to break out the champagne, right? Not so fast. Surprisingly—or perhaps unsurprisingly, depending on how cynical you are—not everyone agrees that we need more gender equality initiatives. In fact, there are many men and some women who think actions like calls to promote women into operating roles, setting targets and sponsoring promising women are frankly unnecessary and unfair.
4 min read
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Gender Dynamics Managers Mindsets Unconscious Bias