Last week we highlighted the 4th mindset shift men make when they move FROM perceiving that changes in behavior are sufficient for realizing gender parity TO realizing that changes in systems and structures are necessary as well.
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Last week we highlighted the 5th mindset shift as men move FROM thinking of diversity as an activity TO realizing diversity is an ongoing practice for individuals, and companies.
It’s Election Day 2020! Four years ago we – like so many – were electrified by the prospect of electing the U.S.’s first woman president! We are similarly thrilled about Kamala Harris becoming the first female, and women of color, Vice President in U.S. history. Like Secretary Clinton, Senator Harris comes armed with leadership chops, incredible experience and many firsts under her belt.
November 7, 2020 will forever more be a historic day in the United States of America with Senator Kamala Harris being elected as the first bi-racial woman (the first woman period) Vice President. GenderWorks could not be more elated about this equality milestone! Kamala’s story represents the American dream at its best, making possible, what to that point felt unreachable. A bi-racial woman, with immigrant parents and raised primarily by a single mother, ascends to among the most powerful leadership positions across the world. This historic milestone is also Biden’s story.
Our country is bitterly divided in ways that many of us never thought possible. Gender is a topic, like politics, that has enormous power to divide. Our work has long been deepening our understanding of gender and working toward building connection. We wanted to share two blogs that speak to the gender divide and to what helps in moving beyond it.
We’re delighted to share a guest blog post in this week’s newsletter. Shu Matsuo Post, a young Japanese man and a new father, reached out to us to share his very personal story of mindset shifts on his journey to embracing gender equality. Enjoy!
While there are pockets of progress with regard to diversity, equity and inclusion – and forward movement should be celebrated – the embedded power structure of white men being over-indexed in leadership roles, their concentration increasing at every step up the career ladder, remains in the vast majority of companies.
Last week we launched the first in a new video series on the Root Causes that negatively impact efforts to strengthen diversity, equity and inclusion in organizations. We highlighted the insufficiency of the DEI business case as a motivator for change. It explored the limitations of the business case as well as what is needed to expedite progress. We’ve created a resource, “Why Diversity, Equity and Inclusion Matter for Progress and a Healthy Global Economy” which is a compendium of business case research.