5 Steps for Empowering Female Leadership
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Take action and empower female leadership in your organization to increase retention and profit in your organization. Original July 2017
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5 Steps for Empowering Female Leadership
- 3. Tech industry struggles to create & retain diversity of women of color say an unfair environment was an influencing reason for leaving their job 36% women experience unwanted sexual attention at work is the cost of technology industry investment to attract and retain diverse talent of women experience other’s taking credit for their work $16B 27%1 in 10
- 4. What can we do about this?
- 5. Speak Up
- 8. Your brand will be built with or without you.
- 10. When divided, we are already conquered.
- 11. Stand Together
- 12. Find the bright spots and make them brighter.
- 14. Yes, it is about the money.
- 15. Speak up
- 16. Diverse organizations are more profitable more likely to have returns above industry norm 35% For every 10% increase in racial & ethnic diversity on SLT, EBIT rises .08% in the US, 3.5% in UK Is the percent of a diverse workforce where increases in employee satisfaction can be measured represents the percentage of purchasing decisions women are involved in. 15% 80%+10%
- 17. online @WomeninTech @Karuana LinkedIn Coffee in the Cloud
- 20. Passion Confidence Community Determination Mentors Authenticity Your Leadership Story What makes leadership meaningful to you? Build over time. Small acts equal large gains. Where is your community? Who sees you as a leader already? How do you recover from perceived setbacks? Who do you go to for guidance? Do you have formal mentors? Be yourself! Finding your voice is essential to your journey!
Notas del editor
- Citations: 2017 Tech Leavers Study http://www.kaporcenter.org/tech-leavers/ Kapor Center for Social Impact and Harris Poll by Allison Scott (study author and Chief Research Officer at Kapor Center
- These words have been a part of my identity for as long as I can remember. Who would I be if I had never heard any of them? Who would any of us be? We can stop allowing these words to be used to describe us and our female colleagues but it won’t help unless we stop using them to describe ourselves. Our own internal biases must be identified and removed for us to truly rise up to the leadership challenge.
- Male dominated environments have a way of reducing every initiative to a unfamiliar analogies or impersonal metrics. People need meaning in their work.
- Your unique story is what makes you a powerful leader. Define your own word cloud. Ask other trusted advisors for input on what word’s they’d include. Then use your personal and professional story to inspire others. Own your brand and decide what you’d like to be remembered for. You can craft this vision by investing time in those activities and sharing them with others.
- Many of the women who want to leave tech are middle managers like me. They are exhausted with trying to be heard and all that goes with working in a male dominated environment. We must reach out to each other to provide a support network that can inspire these women to stay, lead and share their innumerable talents with the rest of us!
- Reject the judgement that what you are doing is “not enough”. Pick one monthly or quarterly activity to consistently give your time to. Select people around you who are your peers or leaders to support. They are the ones most at risk to leave our industry. Yes, we should also mentor the next generation of leaders, but if we aren’t here what will that say about their chances?
- Many of the women who want to leave tech are middle managers like me. They are exhausted with trying to be heard and all that goes with working in a male dominated environment
- Most people are trying to do something about this situation every day in their own ways. Often they do not know they are engaging in positive behavior. When you see something, say something! Those who are our allies in creating a diverse workplace often are not rewarded. Call out this positive behavior to change the narrative and allow that to be an attracting force to your organization. Engage men in the dialog as allies. Many men are interested in the topic but don’t know who to engage and are fearful of offending anyone with their questions. Open the dialog and your events (at least part of the time) to this co-ed dialog. We will not solve this issue alone.
- Many of the women who want to leave tech are middle managers like me. They are exhausted with trying to be heard and all that goes with working in a male dominated environment
- How is it we earn less than our male counterparts? Because we still don’t talk about money with each other. Silence with each other kills our ability to negotiate appropriately for our role. Do not tolerate ambiguous answers about your career future. Most men do not do this.
- Citations: Why Diversity Matters http://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters McKinsey & Company, Vivian Hung, Dennis Layton & Sara Prince, January 2015 Full Report Download: http://www.mckinsey.com/~/media/mckinsey/business%20functions/organization/our%20insights/why%20diversity%20matters/diversity%20matters.ashx “Analysis of the data from the group of 366 companies revealed a statistically significant connection between diversity and financial performance. The companies in the top quartile for gender diversity were 15 percent more likely to have financial returns that were above their national industry median, and the companies in the top quartile for racial/ethnic diversity were 35 percent more likely to have financial returns above their national industry median.”