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:
First, it’s important to understand what Gender Dynamics are. For decades, Leading Women has tracked research on over 15 mindsets about women and men, careers and leadership, and we’ve examined the concrete ways they impact talent decisions and talent development behaviors. We call the impact of manager’s mindsets on decisions and behaviors: Gender Dynamics.
Simply put, these dynamics create an uneven playing field and put barriers in front of women. In order to eliminate Gender Dynamics as a factor in preventing the advancement of women, instead, organizations should be educating people managers (both women and men) on the gender-related talent decisions that are hurting—not helping—top talent advance to senior positions. Not only do Gender Dynamics constrict your talent pipeline, they also impact company culture.
It starts at the top. The CEO is responsible for changing the culture of the organization.
Bottom line: it’s important to understand the Gender Dynamics at play in YOUR organization. If you want to engage male allies and build an inclusive culture #WeCanHelp.
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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: How to Engage & Retain More Women - Top 5 Things You Can Do!
Part 4: How To Change Your Company’s Culture To Be More Inclusive
Part 5: Make Your Company Policies Inclusive by Looking at these 3 HR Tools
Part 6: These 5 Tips Will Help You Recruit More Women/Diverse Candidates
Part 7: 10 Strategies for 2021 to Help Engage & Retain Women