Perhaps file this first piece under “Unhelpful Advice,” along with the tidbits from your great aunt who tells you that you’re much prettier when you don’t speak. Because that surely does not help women leaders.
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However you measure leadership and in what field or discipline, a distinct women leadership gap exists in this country and around the world.
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Even President Barack Obama called the U.S. Women’s Soccer team “badass.” So it makes no sense they are paid 40 percent of what players on the U.S. men’s soccer team earn. The women’s soccer team took their complaints to the Equal Employment Opportunity Commission, just in time for Equity pay Day April 12.
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I’m getting tired of the modern work-life conversation—including the “can women have it all?” question—because so much of it is self-defeating. That’s because it often starts from the premise that we either need to choose between being good parents and being good workers or else have to make strategic sacrifices in order to keep both sides of that equation properly “integrated” or in “balance.”
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Philanthropy is what makes the greatest missions in the world possible. But what makes for a great nonprofit? And how do female leaders in nonprofits change the world?
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It’s not half yet, but it’s pretty darn close.
In its annual list of the World’s Greatest Leaders, Fortune magazine applauds the accomplishments of 23 women leaders in the coveted list of 50. That’s 46 percent women on this list of top leaders in government, business, activism and cultural influence. It’s the most women lauded this way ever (a 53 percent jump from last year’s list) when only 15 women made the notable group.
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Butcher, baker, candlestick maker.
The 18th century English nursery rhyme about three men in a tub and their occupations has little to do with what contemporary women in the workplace claim as careers both in the U.S. and abroad. But maybe women planning their career paths should be thinking outside of the box– or bathtub.
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During Women’s History month, Take The Lead hosted the most recent Virtual Happy Hourwith Dr. Suzanne Steinbaum, attending cardiologist and director of Women’s Heart Health at the Heart and Vascular Institute, Lenox Hill Hospital in New York. She stressed that women’s heart health matters and to be an effective leader, a woman needs to respect her health.
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Calling a leader a “strong woman” can have negative connotations. Many women leaders are referred to this way.
And I don’t mean to bite the hand that gives me this platform, but the phrase “strong woman” sets my teeth on edge.
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The mythology of motherhood in the workplace is that working mothers are distracted, less committed. That motherhood is where ambition goes to die. It’s an old argument and one that divides parents, networks and pits women with and without kids against each other.
But the myths are not true.
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Corporate leaders often misjudge the motivations of female employees, with the majority expecting that women in their 30s would leave a company to start a family, or because of their need for more flexibility. But new research shows that both men and women will leave a company because they want to be paid more.
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