This document discusses creating and sustaining systemic transformation to attract, retain, and advance women in organizations. It outlines challenges such as the loss of female talent, organizations being out of touch with markets, and tensions in the workplace. These issues can lead to lower business optimization. The document presents a four stage paradigm of gender challenges in organizations and typical perspectives that minimize gender issues. It advocates for a systematic approach to address challenges across the entire career cycle from attracting to advancing women. Key elements include assessing the situation, developing customized programs, and ongoing follow up.
4. Agenda
1. The Business of Gender
2. Systematic Solution Drives Results
3. The Gurian Institute – Process & Paradigm
4. Building Your Customized Program
5. Working Together
5. Gender Issues Impact Your Bottom Line
Gender
Challenges
Organizational
Issues
Reduced
Profitability
7. Gender
Challenges
Challenges for An Organization
Loss of talented women at all levels
●
Organization out of touch with market segments
●
Tension, conflict and misunderstandings in day-to-day
●
operations
Concerns in C-Suite and at Board level
●
Governance challenges
●
Confused, incomplete past gender diversity
●
experiences
Lower business optimization in short and long term
8. Organizational
Issues
Organizational Issues
Occur at Every Stage
The Four Stage GenderChallenge Paradigm:
Stage 1 Stage 2 Stage 3 Stage 4
Attracting Retaining Retaining Advancing
and women females female
Recruiting early in when they talent to
female their choose to the C-Suite
talent from careers have
the outset children
9. Organizational
Issues
Typical Prespectives Across
Organizations
quot;We’re Doing Fine”
quot;That Soft Stuff Is Not for Us”
quot;Women Don' t Care, So Why Should We?”
“So, I'm Supposed to Think Women Are
Superior?”
“That Stuff's Just for Women”
Good Old Boy Networks
“We Don’t Have a Problem”
10. Organizational
Issues
Challenges In Leading Change
Systemic, significant change brings out
EMOTIONAL
emotions which must be responded to
sensitively
ILL- Responsibility falls most heavily on line and
PREPARED middle managers, who are, for the most
part, ill-prepared
Often, then, resistance often grows
RESISTANT
unchecked, and cynicism can spread
11. A Situational Exercise (part 1)
Imagine how it feels to be a woman in this
workplace.
Write down three (3) challenges a woman
faces in this workplace.
Write down three (3) challenges you have
faced or continue to face in this workplace.
(Note the details: when these occurred, how
they affected you or continue to affect you, if
you tried to address.)
12. The Solution: A Systematic
Approach to Address the Entire
Cycle
Attracting Early
& Hiring Retention
Mid-Career &
Advancemen
Motherhood
t to C-Suite
Retention
13. Thank You
www.genderleadership.com
Contact:
Elmer Rich III
elmer.rich@genderleadership.com
312-841-1149
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