Have you ever wondered if your organisation's leadership gender gap might indicate your people management systems have a built-in gender bias?
Research conducted by our partners Leading Women indicates that there are numerous subtle gender-related biases in many talent and performance systems.
To avoid gender-related constrictions in the talent pipeline, Inclusion Partners work with you to analyse a variety of systems for gender-bias and develop long-term strategies for expanding your talent pipeline. They include:
Leadership development models and programmes
Performance management and competency models
Criteria for high potential designation and succession planning
Mentoring/sponsorship programmes
Working directly with leaders whose actions and talent decisions impact the career development of women is a powerful way to make change and close the gender gap at the top.
We offer a number of solutions that effectively engage decision makers and people leaders in actions to close the leadership gender gap. Here are five ways that we do that.
1. Gender Dynamics Programmes
“Of all the forces that hold women back, none are as powerful as entrenched beliefs. While companies have worked hard to eliminate overt discrimination, women still face the pernicious force of mindsets that limit opportunity…” McKinsey & Company
Helping leaders (both women and men) take action to minimise gender barriers is the new frontier in women's advancement -- and one that we are uniquely positioned to help you address.
For years our partner Leading Women have tracked research on the ways over 15 mindsets impact talent decisions; we call these Gender Dynamics. Our global research into 11 of them tells us that those that create the greatest barriers to gender neutral advancement vary by country and corporate culture. We can help you identify the barriers most common in your business locations and prepare managers to make more equitable, and effective talent decisions.
Our unique approach to educating people managers about these dynamics focuses on actions to minimise their adverse impact.
2. Gender Dynamics Executive Briefings
Executive engagement is a critical success factor for initiatives to close the leadership gender gap. Through our gender dynamics briefings, executive teams align around the key drivers for their organisation's gender initiatives, discuss goals and develop action commitments for ongoing support.
3. Gender Dynamics Focus Groups
When ascertaining which gender dynamics create the greatest barriers to women's advancement for your company and/or in a specific country, our focus groups increase awareness of the various mindsets held by managers that create roadblocks - and does so in a nonthreatening way.
4. Develop PIE Mentoring™ Skills
Mentoring interventions have consistently been proven to make a significant positive difference in the career trajectory of women. By exposing people managers and executives to Leading Women's concept of PIE Mentoring, the mentoring experience itself is transformed and the opportunity for women to earn sponsorship is increased.
Managers can join the women's leadership program for the PIE Mentoring module or receive separate exposure. Delivery in live or virtual formats.
5. Supporting Women's Leadership Development
Our leadership development programmes for women : at every level offer many opportunities to engage and educate people managers about ways to strengthen their leadership skills for identifying and developing women in the talent pipeline.