INSTEAD OF MAKING PROGRESS,
COMPANIES OFTEN SPEND
TOO MUCH TIME
ON EFFORTS THAT PRODUCE
LITTLE MORE THAN FATIGUE.
WE HELP COMPANIES
[REALLY]
DO INCLUSION.
- AMERICAN ASSOCIATION OF
CORPORATE GENDER STRATEGISTS
(AACGS)
INCLUSION EFFORTS FAIL
WHEN THEY ARE DONE
IN FITS AND STARTS
AND OFTEN
WITHOUT METRICS.
(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.)
WHAT
WORKS:
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.
join
the
women's ERG movement
Join your peer women's ERG and affinity group leaders from tech, law, finance, business, and other male-majority industries, teams and companies.
"Can I still say "hey guys!"?
Review the evolving list of words
that have fallen out of favor,
are harmful, or are just plain "cringy"
in the professional context.
FOR CONSULTANTS
Learn to affect real change by focusing on research & what's proven to work.
FOR WORKING WOMXN
Build confidence,
drive your career, outsmart biases, and
rise with mentoring.
FOR WOMEN'S AFFINITY GROUPS
Get your Employee Resource Group (ERG) moving forward - with more than inspiring lunches.
FOR COMPANIES
& LARGE TEAMS
Understand how your organization could attract and retain more top talent women.