Orange and Pink Collage of a Ladder

7 Leadership Lessons Men Can Learn from Women

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Research shows that the prevalence of male senior leaders is not a product of superior leadership talent in men. Rather, large quantitative studies, including meta-analyses, indicate that gender differences in leadership talent are either nonexistent, or they actually favor women.

With this in mind, it would be more logical to flip the suggested remedy: instead of encouraging women to act like male leaders (many of whom are incompetent), we should be asking men in power to adopt some of the more effective leadership behaviors more commonly found in women. This would create a pool of better role models who could pave the way for both competent men and women to advance.

Essential Worker Swabbing a Man for a COVID-10 Test

The impact of Covid-19 on gender equality

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The economic downturn caused by the current Covid-19 outbreak has substantial implications for gender equality, both during the downturn and the subsequent recovery. Compared to ‘regular’ recessions, which affect men’s employment more severely than women’s employment, the employment drop related to social distancing measures has a large impact on sectors with high
female employment shares. In addition, closures of schools and daycare centers have massively increased child care needs, which has a particularly large impact on working mothers. The effects of the crisis on working mothers are likely to be persistent, due to high returns to experience in the labour market. Beyond the immediate crisis, there are opposing forces which may ultimately promote gender equality in the labour market.

Women's Day Off in Reykjavik, 1975

Ninety percent of Iceland’s women walked off the job in 1975, and the country came to a halt

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When 90 percent of Icelandic women refused to work, and the country fell into chaos, they had succeeded.
On Friday, October 24, 1975, telephone lines went down; families scrounged for food; theaters cancelled performances; even the following day’s newspaper was half its average length. On an island with just 220,000 inhabitants, the country simply could not go on without the help of women.

One year after the strike, Iceland formed the Gender Equality Council and passed the Gender Equality Act against discrimination in the workplace. Four years after that, Finnbogadottir was elected president. She called Women’s Day Off a watershed moment for women’s emancipation, and she stood as one of its major symbols of progress. “The finger was pointed at me and I accepted the challenge,” she recalled.

Silhouette of People In Front of a Fountain

4 Important Ways Men Benefit From The Gender Equality Conversation

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We hear a lot in the media about the changes we need to make as a society to create a level playing field for women.

Men are now discovering there is something in this for them as well. Addressing gender equity in leadership not only removes disadvantages for women, but for men as well.

Women Shadowing a Man

My life got easier after top surgery. Is this what male privilege looks like?

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One other thing is clear. The inequality that women experience at work and in day to day interactions isn’t just in their heads. We need to recognize women’s work and women’s ideas. We need to be willing to envision a woman as president. I will keep fighting for women, no matter what body I inhabit.

Mentors Vs. Sponsors Comparison

The Key Role of Sponsorship

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According to research from the Center for Talent Innovation (CTI), the vast majority of women (85%) and
multicultural professionals (81%) need navigational support to advance in their careers but receive it less
often than Caucasian men. However, a 2010 Catalyst study revealed that more women than men have been
assigned mentors yet 15% more men won promotions. Why? The findings indicate that having more
mentorship did not lead to advancement but having a senior mentor in a position to provide sponsorship did.
What is the difference between having a mentor or having a sponsor?
In short, mentors advise you and sponsors advocate for you.

"When Women Don't Speak", with Don't Crossed Out

When Women Don’t Speak

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Here’s the short of it: even though both men and women reported loving their groups, because of the study’s findings, the program will not put a woman alone on a team of men again.

What happens when women are outnumbered? After years spent analyzing lab and real-life settings to determine what it takes for a woman to really be heard—to truly be perceived as competent and influential—these professors have found the same truth: for women, having a seat at the table does not mean having a voice.

McKinsey & Company

Women leaders, a competitive edge in and after the crisis

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This report provides a perspective on several levers that could raise the priority of gender diversity and increase the efforts to achieve it within organizations. The first one is to convince the skeptics of the benefits of having more women in top management: after all, there’s still a long way to go to persuade most executive boards and male business leaders of this. The second is to make gender diversity development a priority within organizations. The third lever is the most important for long-term effectiveness: implement appropriate programs. Based on our survey and our experience of companies that are highly committed to this issue, the success of gender diversity initiatives depends above all on deploying comprehensive programs that comprise a broad range of measures. It is not enough simply to provide more flexible working conditions or career management. Reaching a critical mass of women in the top management of organizations requires a critical mass of measures, if we want to create deep-seated and sustainable change.