Second-generation bias are behaviours demonstrated in society and organisations, which flow from basic assumptions about working life or about the qualities required to succeed in leadership, which reflect masculine values and men’s life situations.
Here are a collection of our articles referencing second generation bias. Let’s be aware and change the world.
Watching an episode of ‘Working Moms’ with my daughter recently, reminded me just how difficult it can be for working women, particularly with a new baby, to go back into work and thrive. Yes, we giggled together at the automated breast pumps and the comedy in the script. However, through the humour it brought back memories of being admonished for having baby sick on my suit jacket and being interrogated about my commitment to my career at every juncture.
Sadly in some organisations, I don’t believe much has improved in the last twenty years. So in my last blog for #iwd2019, I want to explore some very simple steps that most organisations can implement straightaway to move gender equality and equity forward. Continue reading →
This week for #iwd2019 I have been extolling the benefits of how useful mentoring and sponsorship are for women’s careers. But actually is it always helpful? Mentors and sponsors can sometimes cause harm in supporting women and also negatively impact gender equity and equality. So what can go wrong? Continue reading →
The economic gap between men and women is forecast to disappear by 2186. So financial gender inequality will be with us for an awfully long time yet! As part of our blog series for #iwd2019, Lis Merrick considers the current gender pay gap situation and gives two top tips for using sponsorship mentoring to remedy this situation.
She will recommend some fundamental changes that need to be made in the workplace and society to expedite more equality. But also offer a couple of suggestions that any organisation, which is serious about tackling gender inequality and the gender pay gap, can implement straight away. Continue reading →
In the last two decades, many employers have shown enthusiastic commitment to gender diversity. Women have made enormous strides in being able to compete on the same playing field as men at work. This is where initiatives such as mentoring and sponsor programmes have been really successful in helping erode this gender imbalance and create more gender equity. Gender equity means fairness of treatment for women and men, according to their respective needs. All the research strongly confirms this as being an important factor in developing more women leaders. So let us consider:
What are the outcomes from introducing mentoring for women into your organisation?
The outcomes of mentoring which support gender equity for women.
And what is different about female talent mentoring today?