Leading Women, a consulting firm promoting gender balance in corporate leadership, has partnered with Northeast Human Resources Association (NEHRA).
For every hundred men who are promoted to a first-time manager position, researchers found, only 72 women are. The numbers are even worse for women of color, with 68 Latina women and 58 black women being promoted for every 100 men.
The glass cliff is a form of discrimination in which women are more likely to be promoted or hired into leadership roles during times of crisis — when the odds of failure are higher.
Global Woman Club is helping to keep businesswomen across the world connected through the launch of its new online platform, Global Woman Lobby. Since its launch earlier this month, over 3,000 women from 38 countries have signed up.
Despite many well-intentioned diversity efforts, however, we still find mostly white men at the top of organizations. What’s getting in the way?
Where — and why — do women get stuck in most organizations? For most, it’s the first rung of the corporate ladder as they try to take the step up to manager.
Gender balance programs deal effectively with a certain amount of inequality. However, they often do not manage to transform mindsets or culture. Leadership power dynamics and gender biases affect how we evaluate leadership and gender.
Diversity and inclusion is a hot topic on corporate agendas, but despite the best efforts of employers, a large group of women are feeling left out. When it comes to leadership training, employers are still pressuring women to conform to one profile.