INSTEAD OF MAKING PROGRESS,
COMPANIES OFTEN SPEND
TOO MUCH TIME
ON EFFORTS THAT PRODUCE
LITTLE MORE THAN FATIGUE.
INCLUSION EFFORTS FAIL
WHEN THEY ARE DONE
IN FITS AND STARTS
(i.e. One bias workshop.
A statement on the website.
A lunch talk by a trailblazing woman leader.
An ad-hoc push by a driven employee.
A mentorship program via HR.)
IN COMPANIES THAT ATTRACT AND RETAIN WOMEN:
THE COMPANY (leadership, HR, Legal) sets and communicates clear targets, tracks progress, and shifts policies, as needed.
MANAGERS visibly advance a fair and welcoming team culture for all, while actively mentoring junior women.
WOMEN pro-actively drive their careers, support womxn of all kinds, and lead with confidence - while outsmarting biases.
EMPLOYEE RESOURCE GROUPS: advocate for company progress; provide a brave/safe space for women + nonbinary folks to connect across race, orientation, and other identities.