This Sunday, March 8 is International Women’s Day! Evolving from a revolutionary and interesting history dating back to the early 1900s, International Women’s Day was first designated as an official United Nations observance in 1975, which was International Women’s Year, and is celebrated around the world.
This is a great opportunity to revisit some of our past blogs highlighting the state of women in leadership.
Does gender play a part when it comes to individual leadership effectiveness? And if so, is one gender considered a better leader than another? Amie Lawrence, PhD, discusses the results of several studies that insights into these questions.
Whether to help the bottom line, provide fair and equal opportunity, or maintain a balanced and effective strategy, companies will benefit from a diverse leadership team. In this blog, Amie Lawrence shows how business sense and academic research work together to identify why women leaders are a positive for your organization.
Women in leadership positions is a hot topic. Although it may appear women are becoming more active and present in leadership roles, we still have a long way to go – women hold only 6.6% of CEO positions in the Fortune 500 even though they represent almost 50% of the total labor force. Why aren't more women in corporate leadership roles? And what can be done to improve these statistics? Jessica Petor, Research Consultant, brings evidence that that women have leadership potential and that diversity and inclusion are still a top priority for organizations now and into the future.
If a woman “acts like a leader,” she will be disliked. If she “acts like a woman,” she won’t be seen as a leader. Gender bias makes it easy to see how a double bind is created, and mistreatment can directly affect the upward trajectory of a female employee. So, if women are beneficial to an organization and equally as effective in leadership roles, why aren’t there more women leaders?
Jessica Petor, MS, discusses the significance of the impact of women supporting other women in the workplace. Here, she outlines five strategies to create a network that bridges the gap and how employing these strategies can help women move their careers in the right direction and create a culture of empowerment.