Many organizations are now offering events that are geared toward or even exclusive to women.
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According to Lean In’s Women in the Workplace 2017 study, companies whose top management teams include women post 35% higher returns on equity and 34% higher total returns to shareholders.
L&D professionals can be part of the solution by implementing programs that develop a more inclusive organizational culture that supports technical women in their career development.
L&D professionals are in a great position to improve representation and support technical women’s development through strategic training and leadership development programs.
Where does the gender gap come from, and can L&D professionals do anything about it?
New research reveals the true reasons the glass ceiling exists. Surprisingly, they’re not what most people think.
Women are held to higher standards than men, and many businesses are not ready to hire women for top executive positions. How can women break through that double standard and climb to the top?
Meetings provide women with real opportunities to demonstrate their competence and leadership abilities, but many women find meetings highly problematic.
Barriers to achieving gender-balanced leadership are deeply rooted and persistent. Outdated thinking patterns and corporate narratives are partially to blame.
Shifting the Needle: The Most Important Conversation Your Leaders Can Have to Progress Gender Parity
Women need to develop their learnability, and employers need to nurture women’s learnability to ensure they have the skills for the future.