It is way more than he said vs. she said miscommunication. It is not just sexism in workplace discomfort, it is a serious obstruction to fairness in the workplace. It is a colossal impediment to women leaders everywhere. And it is illegal.
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Everyone in the workforce, irrespective of stature or level, must be mindful of one critical truth: your brand goes wherever you go because your brand is you. Those seeking to move forward in their career would do well to embrace the “You, Inc.” concept—the philosophy that you are the CEO, the administrative and financial manager, research and development manager, marketing manager and sales manager of your own career—whether you are entry-level or a seasoned executive.
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Diversity in the Fortune 500 took a loss recently as Xerox lost the only female African American CEO in the list.
Marge Magner, a member of Accenture’s board of directors, said, “Performance improves with diversity.” She speaks from her experiences of women leaders having the responsibility to make the way, to clear the path, to create opportunity.
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Yes, there is the Pink Power Ranger and also the Yellow Power Ranger. They are the fearless female fighters for good of that iconoclastic fantasy group, The Power Rangers. They are all globally beloved, stemming from the massively popular 1990s TV show still playing in reruns.
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We’d like to think that everyone is on board for gender parity in the workplace and across all industries, sectors and cultures. We assume the holdouts and stalls are because some administrators and leaders may not have known just how to solve the gender gap.
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I once supervised a new employee who insisted that she spend her workday lying on her stomach on the floor in the center of the open office as she typed on her laptop, feet kicking. She also insisted she needed to be barefoot in order to concentrate.
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Are you a woman working in Arizona’s nonprofit sector who wants to advance faster in leadership?
Are you passionate about the nonprofit sector and advancing your career in the field?
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That diversity and inclusion are key components of success in business is no surprise. That diversity in workplace efforts across all sectors are critical for women to get in the door is also no surprise.
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Now that summer has officially started, even if we love what we do, many of us are fantasizing perhaps about time off from work.
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To count or not to count, that is the question.
Quotas have a checkered history, whether measuring diversity on a number of factors, or concentrating on gender alone and counting the number of working women in an organization or company, compared to the number of working men. There is pushback and there are failures to meet intended goals.
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We all know perhaps firsthand about the side effects of working with someone who is a Debbie Downer, but how about the after-effects of working with a person in the office who is always looking for help?
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It is in any company’s best interest to make sure there are women on its team. Studies show that companies perform more poorly when there are fewer women in executive positions than when there are a greater number of women in leadership.
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