You HAVE to read this book. Sandberg set off a movement with her TED talk and this book expands on her views of why women unintentionally hold themselves back in their careers. Here she supports her arguments with anecdotes, facts and research that are compelling. This is less a guidebook to success in a man’s world than an opportunity for reflection and asking yourself some of the hard questions as you read Sandberg’s journey. Have a look – click on the image to read more about it.
“Maria Teresa Cabrera, the first female president of the Dominican Teacher’s Union is an example of how the Latin America Project on Equality with a Gender Perspective strengthens unions and builds capacity in achieving quality education for all.”
This is a powerful video worth watching. To take on an authority role and then fight for rights is exemplary, especially in a country like The Dominican Republic. Kudos to Maria!
“Women are under-represented in New Zealand’s biggest companies, with women representing only 12 per cent of NZX’s listed companies’ directors.
The NZX’s first Gender Diversity Annual Statistics released last month revealed that among 109 companies, male directors totalled 88 per cent, and company officers were 81 per cent male and 19 per cent female”.
Self regulation is one method to redress gender imbalance across organisations. Enforcing quotas is another.
Self regulation is slow change and it is likely that talented women miss out on opportunities while waiting for traditional values and subtle sexism to adapt to a more modern world.
Conversely, quotas may mean that some women are given opportunities they’ve not yet earned nor are ready for in the quest to advance the position of women.
In a country with a small demographic like New Zealand, the need for change can seem more acute because of the size of the workforce.
The question still remains, if we seek relative representation on gender grounds then the size of the talent pool is not the issue: the selection methods and identifying inherent bias, is.
News Source: http://www.stuff.co.nz/business/better-business/9945822/Call-for-NZX-to-act-on-gender-quotasImage Credit: http://fav.me/d4ywdmo
…organisations cannot afford to leave promoting women to chance, he says. “Survival of the fittest doesn’t lead to diversity. Therefore, you need to support and develop female talent.”
The value of this piece is questionable – I am confident no #it executive would publicly state that they do not want women in management circles. I’d rather look at the companies stats on #gender diversity along with an observation of their practices.
In my experience across a diverse range of industries, most women in IT are generally accepted because of their competence and skills. The more they acted dispassionately the better.
IT values intellect, reasoning and technical knowledge – qualities which are not gender-specific.
Is there room for a feminine management style in IT? Absolutely.
By the way I love this comment from a male IT employee:
“the IT sector is generally ready to let women who display the required skills rise into senior positions”.
If one ever needed proof that there is a men’s club in management then this guy is trying hard to support it. Who “let” men in? And what of the male managers who fail to display the required skills? I definitely know a few of those in the IT space! But that’s ok because they’re blokes.Source: http://www.brisbanetimes.com.au/it-pro/expertise/what-men-think-of-women-it-leaders-20140414-zqt76.html
Sarah is head of Diversity & Inclusion and Employee Wellbeing at PwC UK. She is frequently quoted in the press and has appeared on the BBC.
“As a concept it’s [diversity] pretty simple and straightforward. But making it part of an organisational culture is very complex. There is often a resistance to it because we as human beings like similarity and familiarity.”
“For me, diversity starts with helping smart people better understand themselves and why they view the world in the way they do.”
Well said Sarah!