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Posts about Gender Dynamics (2)

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.
6 min read | Tim Kemp
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Gender Dynamics Diversity & Inclusion

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. 
4 min read | Michelle Redfern
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Gender Dynamics Diversity & Inclusion Managers Mindsets lbgtq+

Male Allies in STEM: How to Recognize Them & How to Become One

This blog is a departure in this way. Because it is a capstone for one of our Reverse Mentoring programs, it is a compilation of articles written by women and men on what it takes to be a great male ally for women in STEM. And rather than focus on who male allies are, the positions they hold or an academic definition of the term "male ally," here we focus on what male allies (and others) do to support the creation of level playing fields for women (especially those in STEM).
4 min read | Susan Colantuono
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Closing the Gender Gap Gender Dynamics Mentoring STEM

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 | Susan Colantuono
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Closing the Gender Gap Gender Dynamics Diversity & Inclusion Managers Mindsets

How Will You Observe Equal Pay Day? 

Equal Pay Day in the United States is 10 April this year, but what does this actual mean? On the surface it means that the average woman in the United States needs to work 15 months to earn the same amount that their male peers earn in 12. But this does not paint the full picture. 
3 min read | Samantha Furbush Taraskiewicz
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Closing the Gender Gap Gender Dynamics Women of Color

International Women's Day 2018 - #PressforProgress

2018's International Women's Day campaign theme is #PressforProgress. "Individually, we're one drop but together we're an ocean. Commit to a "gender parity mindset" via progressive action. Let's all collaborate to accelerate gender parity, so our collective action powers equality worldwide."
1 min read | Samantha Furbush Taraskiewicz
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Closing the Gender Gap Gender Dynamics Women's Leadership Development

Empowering Women in the Workplace

Just in time for International Women's Day, Worldwide Business with kathy ireland® announced an exclusive story featuring our CEO and Founder, Susan Colantuono. Susan will be discussing the importance of closing the gender gap that exists within various industries, sectors and companies on Sunday, March 4, 2018 (check your local listings for times).  photo credit: Leading Women Appearing on the set of Worldwide Business with kathy ireland®
2 min read | Samantha Furbush Taraskiewicz
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Closing the Gender Gap Gender Dynamics Gender Diversity Women's Leadership Development CEO Advice

Let’s Stop Talking About “Female” Leadership Traits

Recently, a podcast host asked me if I’d be interested in doing an interview on gender differences in leadership styles. More specifically, the host wanted me to chat about how women are much more inclusive leaders than men. On the surface, this seems like a positive development for women, and something that’s worth crowing about. It’s also got a lot of traction: viewing women as more inclusive leaders seems like something that will finally get them into the C-suite en masse, no? I declined. No matter how positive it might seem on the surface to point out the “innate” characteristics of female leaders, it never leads to the kind of change we want. Read on to learn about the sinister side of gender essentialism, and how defining women leaders differently doesn’t serve them.
4 min read | Susan Colantuono
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Closing the Gender Gap Gender Dynamics Leadership

Want to Be Paid Fairly? Join a Tech Company with More Women Executives

Today's blog post comes from our friend Bridget Frey CTO at Redfin. Redfin and PayScale analyzed the executive teams at 31 of the largest U.S. tech companies and 6,562 salary profiles of people who reported working for these companies. What did they discover? The gender pay gap is half the size at tech companies with more women executives.  Read ON!
4 min read | Guest Blogger
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Closing the Gender Gap Gender Dynamics

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 | Susan Colantuono
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Gender Dynamics Managers Mindsets Unconscious Bias