"My mantra is 'it's not personal'"
Rebecca Salt



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How to deliver positive gender ratio changes in a year

McKinsey’s analysis of the organisations pursuing gender diversity strategies shows that most are failing to achieve the progress they wantedAnchor. This means that they are either doing the wrong things or that they are being poorly implemented. We now have over 10 years of widespread experience of businesses trying to deliver gender balance and learning the lessons about what does and does not work. So if you haven’t embarked on your gender diversity journey, the good news is that your opportunity is to get it right first time.

This article will introduce you to the critical components which enable organisations who strategically and financially commit to accessing the benefits of delivering gender balance to start reaping the rewards within a year

Why should I consider company ‘politics’?

Last night I was reading John Le Carré’s novel ‘The Perfect Spy’, and came across these few lines:

"In every operation there is a ‘above the line’ and a ‘below the line’. Above the line is what you do by the book. Below the line is how you do the job."

I am a woman and I AM an expert

Next week’s Northern Powerhouse Conference has only 13 women amongst the 98 speakers and there’s been uproar. The conference organisers are saying ‘don’t look at us, look at the organisations who we asked to put forward their experts’. Commentators are concluding that it’s either that these organisations don’t have female experts to contribute to this agenda or they’re not choosing women as their best option to speak. However, there is a third option, which is that women aren’t putting themselves forward as the expert. The reality is likely to be a combination of all three factors.

Time to Focus on Solutions or the most important Women’s Survey of 2017

Evidence is now overwhelming that the financial performance of companies with a ‘critical mass’ of women at the top is significantly better compared to those without, and yet research shows that companies implementing gender diversity strategies aren’t making significant progress. Even the best UK companies – the FTSE 350 - still have fewer than 10% of the executive director roles filled by women. Against this background, we are launching The Women’s Sat Nav to Success Survey 2017 which will provide a detailed analysis of where women are against the most potent and strategic enablers of success, measuring how this affects levels of engagement with their employer and attitudes to career progression.

R.E.S.P.E.C.T. spells performance

One of the most consistent themes in coaching sessions with ambitious women is an enormous frustration about feeling that their views, achievements and capabilities are not respected. These driven individuals think that they are giving their all and doing great work that should demand the attention and respect but feel that they are performing to an empty house. Does it matter to anyone but those individuals? Are they asking too much?

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