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.
Both men and women are capable of effective leadership, and leadership itself is bigger than just being a man or a woman. It’s more about being both firm and delicate, confident and flexible, giving and taking, and so on.
In the 1940s, World War II pulled 6 million women into the U.S. labor force. In 2019, women are once again diving into male-dominated blue-collar jobs like construction, transportation, warehouse work and protective services.
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.