Weekly Newsletters

HBA and GenderWorks Release Male Ally Series Plus: Time for Reflection and Pause

We're excited to share our recently released series of articles based on GenderWorks’ research partnership with the Healthcare Businesswomen’s Association (HBA). Lisa interviewed the HBA’s Honorable Mentor award winners - aka male ally executives - from the past 20 years to explore how men can be effective allies for women in the workplace.

Tackling the Root Causes to DEI Progress: Paradigm-Busting Approaches That Transform

In this newsletter, we share paradigm-busting approaches that expedite progress and help take DEI efforts to a whole new level. One of the paradoxical realities with regard to strengthening gender diversity in companies is the abundant female talent hiding in plain sight. Inhospitable work cultures drive women to leave companies, industries, and the workplace altogether or to downshift their career aspirations, feeling discouraged and frustrated but remaining because they need the income to support their families.

Tackling the Root Causes to DEI Progress: Practical Approaches That Work

In this newsletter, we share concrete practices that expedite progress and help take DEI efforts to a whole new level. Next week, we’ll focus on paradigm-busting approaches that strike at the core barriers to progress.

Root Cause Problem: We Underestimate What Is Required For Change. We Forget That Bias Is Biology

The fifth and last in our Root Cause video series highlights the most formidable challenge of all – biology! Creating equity in the workplace requires fully embracing the challenge. The truth is, bias is biology. It’s literally physiologically wired into our brains. If our goal is to create a new reality of how the workplace operates, if our goal is to create workplaces where diversity is embraced rather than tolerated, if we seek to fully embrace diversity of demography and of worldview, then we must understand that humility is the starting point.

Root Cause Problem: The Focus Is On Expediency Rather Than Impact

We highlight the fourth Root Cause which we articulate as a focus on expedience rather than impact. What do we mean by that? Much of the activity that falls under the DEI umbrella in organizations can be described as expedient, that is convenient and easier to accomplish. The reference to low-hanging fruit comes to mind. Yet altering workplaces to distribute opportunity far more equally and creating work cultures where employees can be most effective - rather than depleting their energy trying to ‘fit in’ - is complex work.

Root Cause Problem: Mentoring Is More About Assimilation Than Expansion

A primary reason for the lack of women in the leadership ranks is the tendency to mentor women (truth be told all diverse employees) to mimic the existing success model defined by men, primarily white heterosexual, cis-gender men in traditional family situations. Despite change, this model continues to characterize the great majority of those who ascend to leadership roles.

Root Cause Problem: Those Most Needed to Be Involved in DEI Are Not

A foundational reason why organizations struggle to expand the diversity of leadership and improve equity across diverse employee groups is that those who most need to be involved in influencing and supporting change are not. Men comprise 79% of C-suite leaders with white men accounting for 2/3rd’s of the group. Men represent over 60% of managers even at the most junior management ranks.

The Root Causes Preventing DEI Progress

Organizational efforts focused on enabling greater diversity, strengthening the sense of inclusion employees feel and ensuring greater equity too often target symptoms of these challenges without addressing the root causes or underlying issues at play. GenderWorks has identified key issues that stymie DEI progress despite organizational efforts to create change. We believe focusing attention on these five root causes holds great promise in moving from incremental to transformational progress.

Holiday Greetings from GenderWorks

We wanted to wish you time for centering, time for what brings you joy and time to regenerate as we all move toward the close of this very difficult year. We hope our newsletter over this past year has touched each of your lives in a positive way. Look for our next newsletter during the first week of January, 2021 when we'll continue our Root Cause series.

The Strengths and Limitations of the Diversity Business Case

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.

New Video Series on Root Causes Preventing Accelerated DEI Progress

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.

How Seeing the World through Women’s Eyes Has Set Me Free by Shu Matsuo Post

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!

Longform Newsletters (Ended April 2020)

Newsletter – April 2020

Newsletter – April 2020

Greetings: Along with the full force of the pandemic, it’s been amazing to see our collective creativity and adaptability, be it with distance learning, religious services and gym workouts via zoom, or sharing birthdays, game nights and holidays with friends and family electronically. There’s something about extraordinary times that celebrates and...

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Newsletter – March 2020

Newsletter – March 2020

Greetings: The world as we know it feels turned upside down as the Covid-19 pandemic is sweeping the globe. We first want to wish you good health, comfort, and resilience to ride the wave of uncertainty that is affecting us all. In our March newsletter, check out our Tips for Surviving Sheltering-In-Place, Building Closeness and Strengthening Equality to...

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Newsletter – February 2020

Newsletter – February 2020

Greetings: Welcome to GenderWorks’ February newsletter. It’s a leap year this February and leap years are often associated with luck. We feel lucky that our innovative approach - coaching and mentoring men to facilitate women’s career growth - is driving diversity progress. We’re delighted to share our feature article, Judgment Isn't Working: Helping Men...

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Newsletter – January 2020

Newsletter – January 2020

Happy New Year! And what an important New Year it is! 2020 is the centennial of women in the U.S being able to vote. Could 2020 possibly be the year that the Equal Rights Amendment (ERA) guaranteeing equal rights under the law regardless of gender could be passed? Now that would be something to celebrate! GenderWorks wanted to take the fresh start of this...

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Newsletter – December 2019

Newsletter – December 2019

Welcome to GenderWorks’ December 2019 newsletter. Our article How Change Really Happens continues our Neuroscience Nuggets series that illuminates how understanding neuroscience can help organizations to strengthen their diversity and inclusion efforts. Male Allies Recognizing Your Unique Contribution and Refueling Your Passion for Work tells the story of...

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Newsletter – November 2019

Newsletter – November 2019

Welcome to GenderWorks’ November 2019 newsletter. We’re excited to share our video The Hopeless Generation???, an exploration of the ups and downs that women experience in their struggle for gender equality. Don’t miss the surprise in the video’s second half and look for our companion video highlighting men’s experience of gender inequalities in our...

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Newsletter – October 2019

Newsletter – October 2019

Welcome to GenderWorks’ October 2019 newsletter. We were excited to attend PWN Global’s Gender Balanced Leadership Awards in Ireland last week and we share a favorite story of Change Happening. We’re thrilled that GenderWorks’ Advisor Bryan Levey was awarded 2019 Manbassador of the Year!!! He shares his experience in Manbassador at Home in our GenderWorks...

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Newsletter – September 2019

Newsletter – September 2019

Welcome to GenderWorks’ September 2019 newsletter. If you’re reading the newsletter for the first time, our June, July and August editions outlined GenderWorks’ Seven Core Elements of Diversity & Inclusion 2.0, an approach that broadens involvement, builds partnerships and closely links to real-time business issues. We’re excited to launch our...

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