Women and Leadership: What is Your Culture Mirroring?
We need more women in leadership. The business case has been broadcast. Is your organization building a culture that embraces and elevates women in leadership roles?
- What do our own employees and other global leaders see as obstacles to closing the gender gap? What’s needed to overcome them? How do we move from talk to action?
- Can we count on Millennials to be the answer? Is this the generation that really will make the difference?
- Change yourself first – Believe it or don’t bother. Change must be authentic. If not, people see it as a fad that’s here today, gone tomorrow.
- Leadership has to own it – The CEO needs to own the issue. Gender parity cannot be delegated to HR. For commitment to be authentic and aligned with business strategy, change must flow from the top.
- Ask “why not?” – Succession planning must be bolder. Instead of saying, “she doesn’t have the experience,” ask, “what do we need to make it work?”
- Hire people who value people – They will figure out how to optimize all human potential, including women. They will be open to strategies that further work-home balance and measure success on performance and quality of output, not presenteeism.
- Promote a culture of Conscious Inclusion -- Programs don’t change behaviors and don’t improve the numbers. They can even breed complacency, rewarding activity not the results. Accountability lies with senior leadership to promote a culture of Conscious Inclusion.
- Be explicit – Looking at macro numbers tends to produce “pink ghettos” – women over-represented in HR, communications and support roles instead of P&L and staff roles. Women and men must be represented at all levels and in every business unit.
- Be accountable – Business is about outcomes and what you want to achieve. Articulate a talent legacy that spells out how things will change and what it will look like by when. Plan as if it were a strategic business priority or investment—because it is.
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