With a greater awareness of what’s holding women back, talent professionals can create more learning and development opportunities for themselves and for other women in their organization.
Most of us have at least a passing familiarity with yin and yang. This philosophy recognizes two opposing forces, contradictory yet inseparable, which continuously vie with one another while perpetually seeking harmonious balance.
Your organization has most likely implemented policies and training to promote diversity and inclusion, but even they may seem like they’re getting lost in the larger tension between the genders.
Research has found that women face disadvantages in the leadership development opportunities offered to them, when compared men. It's important to ensure that women at all levels can access professional development that builds critical leadership skills.
Work to empower other women. We may not realize the impact we’re having until afterward. Many women in leadership want to change the world. By empowering other women, you are making that change you want to see.
Deloitte and The Female Quotient (The FQ), a company dedicated to advancing equality, today announced a strategic alliance dedicated to advancing inclusion in the workplace.
Twomentor, a training and development company, today announced it is partnering with WITI (Women in Technology International) to offer innovative and sustainable programs to WITI’s corporate members.
Women can only do so much to promote themselves; organizations need to step up to the plate to begin eliminating deeply ingrained biases and stereotypes about ambitious women. Here are a few metaphorical tools your organization can use to lead a change.
In technology fields, finding enough qualified women to hire and promote is a challenge that the best companies are committed to resolving. Overcoming this challenge starts long before girls choose their college major.