News & Insights about Closing the Leadership Gender Gap

Gender Dynamics: Another CEO Who "Gets It"

Marc-Benioff-SalesforceOver the last few years or so we have noticed a number of CEOs who are being praised in the news for understanding that gender dynamics are real and when they level the playing field for all of their employees they help their company as a whole. 

In one of Leading Women's blog posts from May 2015, we wrote about Michael Simonds, CEO of UNUM who wrote with deep underrstanding about women's advancement and closing the leadership gender gap.

Our latest nominee for a CEO Who "Gets It" - CEO Marc Benioff - was in the news in March 2016 for ensuring pay equity by conducting wage equity audits and making the requisite adjustments, and for naming their first Chief Equality Officer in September 2016. 

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Topics: Talent Development, Closing the Gender Gap, Gender Dynamics, Managers Mindsets

What's Wrong with What Women are Taught About Executive Presence?

Not long ago Leading Women CEO, Susan Colantuono, was working with top executive women and men on a discussion of executive presence. She asked everyone to write down the first quality that comes to mind when they think of "executive presence." Then they took their words and stood next to flipcharts labeled Personal Greatness, Engaging Others and Achieving Outcomes.

To their surprise, over 50% of the room had words that fell under Personal Greatness, about 30% engaging others and under 20% on achieving outcomes.

BUT this wasn't to our surprise. To find out why...

Request the Infographic Here!

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Topics: Talent Development, Closing the Gender Gap, The Missing 33%, Career, Women's Leadership Development

Why Unconscious Bias Training Doesn't Close the Gender Gap: The Case for Gender Dynamics

TrainingsGeneric unconscious bias training and its umbrella intervention, diversity training, have been around for decades, but they have still failed to close the leadership gender gap. In their article Why Diversity Programs Fail, Frank Dobbin and Alexandra Kalev argue that this is because too much diversity training is mandatory, prompting resentment and defensiveness from managers. “Trainers tell us that people often respond to compulsory courses with anger and resistance—and many participants actually report more animosity toward other groups afterward,” they write.

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Topics: Talent Development, Gender Dynamics, Managers Mindsets, Unconscious Bias, Gender Bias, Women's Leadership Development

Making Gender Diversity a Business Imperative?

Leading Women  Appearing on the set of Worldwide Business with kathy ireland®

In an interview on Worldwide Business with kathy ireland® that will be airing this coming weekend, Leading Women’s CEO Susan Colantuono was asked the question: “If you had one piece of advice to give to a CEO, what would it be?

She answered, “As a CEO, or as an executive or director for that matter, if women aren’t proportionately represented throughout your organization, you aren’t facing a women’s issue — you’re facing a talent development issue with business implications. And so it’s important to bring your personal commitment and the same level of organizational accountability to that challenge as you would to any business issue.

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Topics: Talent Development, Gender Dynamics, Leadership, Gender Diversity, Women's Leadership Development, Making the Business Case, CEO Advice

On the Minds of Millennials: Leading Women's Survey on Gender and Careers


*From Leading Women's "On the Minds of Millennials: Leading Women's Survey on Gender and Careers"

In a 2016 Linkedin post titled, Dear Men: Wake Up and Smell the Inequality, Adam Grant cited several studies as he wrote,

"In corporate America, 88% of men think women have at least as many opportunities to advance as men. This is the finding of a major new study—almost 30,000 employees across 118 companies—by and McKinsey & Company. Just 12% of men felt that women had fewer opportunities to advance in their organizations. Yet when you look at the actual data, women’s odds of advancement are 15% lower than men’s. It’s not because women are less capable: the evidence is strong that although men tend to be more confident leaders, on average women are more competent leaders."

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Topics: Talent Development, Career, Millennials

Gender Dynamics: Shrink the Power of the Motherhood Penalty

photo credit: Baltic Development Forum via photopin cc
Sitting in a talent discussion a manager says,
"She wouldn't want that assignment, she has young kids." 
Sound far fetched in the 21st century?
It isn't!
Our research finds that barriers created by mindsets like this are reported by women's focus groups in countries including the US, Canada, Brazil and India and focus groups of male managers in countries such as Belgium, China, Italy and Mexico.
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Topics: Talent Development, Closing the Gender Gap, Gender Dynamics, Managers Mindsets, Motherhood Penalty

What is Your Company Planning to do for Millennials?

The 2016 Deloitte Millennial Study is out - and Leading Women's research is in and neither is great news for companies without a leadership development program for their Millennial women:

Deloitte research says: 

“This year’s survey shows that women are equally likely as men to rate 'opportunities for career progression and leadership roles' as a major factor for staying at or leaving a job.”

“Millennials want to work for organizations that have a purpose beyond profit, and they want those organizations to provide opportunities to develop leadership skills. These may be the two most important factors in creating job satisfaction and long-term loyalty, especially among Millennial women.”

“This year’s survey shows women (67 percent) are slightly more likely than men (64 percent) to leave their employers within the next five years. One reason could be that 48 percent of female respondents say they are 'being overlooked for potential leadership positions.'”

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Topics: Talent Development, Gender Dynamics, Career, Millennials

Require Diverse Slates of Candidates to Minimize Gender Dynamics

MinimizeImpactGenderDynamics_EXCERPTWhen it comes to overcoming mindsets that cause the leadership gender gap, one of the practices that we recommend is to require recruiters (internal and external) to deliver diverse slates of candidates for key positions. While companies often focus on senior positions, we recommend this practice be implemented for positions above the diverging point (the point at which the % of women begins to decline and that of men increases).

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Topics: Talent Development, Closing the Gender Gap, Gender Dynamics, Managers Mindsets, Tools/Resources

Gender Dynamics: The Culture of Mentorship

PIE MentoringWe work hard with clients to engage managers and executives in actions to close the leadership gender gap. During one of our multi-month leadership programs, the managers (most often men) who have nominated the women participants join us for 3 major topics: What is Leadership?, The Missing 33%™ and Make the Most of Mentoring™. It's an effective way to address several gender dynamics - including the powerful one we call "Men's Culture of Mentorship/Sponsorship."

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Topics: Talent Development, Gender Dynamics, Leadership, Mentoring, Managers Mindsets

Power Up! Your Leadership Programs for Women

Taking Women to the Top

Chances are your corporate initiatives to advance women have been successful in moving women into middle management. However moving women into senior and executive positions often presents a greater challenge.

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Topics: Talent Development, Closing the Gender Gap, Breakthrough Leadership

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