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 few lunch talks by a woman leaders.
An ad-hoc push by a driven employee.
A mentorship program via HR.)
IN ORGANIZATIONS THAT ATTRACT AND RETAIN TALENTED 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 other womxn, and lead with confidence - while outsmarting biases.