The report compiled by LeanIn.Org and McKinsey & Company is the result of a study involving 118 companies and nearly 30,000 employees. It looks at the corporate ‘pipeline’ and employee attitudes to identify the obstacles that prevent women from reaching the top.
More importantly, the report sets out a roadmap for companies who truly want to create a business which embraces equality. This includes establishing and tracking metrics, identifying and interrupting gender bias, and creating a level playing field for all employees regardless of gender. It’s a thought-provoking must read!
This is the last in our list of essential reads ahead of the Women in Leadership Forum at the CPhI Congress in Barcelona on 5 October. Borderless Consultants Rosalie Harrison, June Nilsson and Niels-Peter van Doorn will present sessions during the Forum covering diversity and gender equality. You can share your thoughts with them via Twitter @borderlessexec #WomeninLeadership
We look forward to seeing you in Barcelona!
In the wake of George Floyd’s murder, corporate interest in DEI is higher than ever. But has this increased attention racial justice and inequity led to real, meaningful change? The authors conducted interviews with more than 40 CDOs before and after summer 2020 and identified four major shifts in how these leaders perceived their companies’ engagement with DEI.
Mid-career women are often surprised by the levels of bias and discrimination they encounter in the workplace, especially if they’ve successfully avoided it earlier in their careers. After speaking to 100 senior women executives, the authors identified three distinct kinds of bias and discrimination faced by mid-career women. They describe each bias and conclude with recommendations for overcoming them.
Bain research shows that men and women have consistent motivations when it comes to work, across factors like financial orientation and camaraderie. They also have similar attitudes on inclusion, with fewer than 30% feeling included in the workplace. Despite a lack of intrinsic differences, women and men continue to have different outcomes and experiences at work, due to meaningful imbalances in occupation choice, prioritization of flexibility, and the perpetuation of biases.