Results at the top using gender intelligence to create breakthrough growth
Praise for RESULTS AT THE TOP " Results at the Top is full of stories and examples of male leaders accepting accountability for greater gender diversity in their companies. What's different? They're not doing it out of compliance, but out of a personal commitment to advancing women in...
| Otros Autores: | |
|---|---|
| Formato: | Libro electrónico |
| Idioma: | Inglés |
| Publicado: |
Hoboken, N.J.:
Wiley
c2017.
Hoboken, New Jersey : 2017. |
| Edición: | 1st edition |
| Materias: | |
| Ver en Biblioteca Universitat Ramon Llull: | https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009630155306719 |
Tabla de Contenidos:
- Cover
- Title Page
- Copyright
- Contents
- Acknowledgments
- Introduction
- Chapter 1: Your Wake-Up Call
- Diversity at the Top: Correlates with Better Performance
- How We Came Together
- Barbara's Wake-Up Call
- When I Became a Real Manager of People
- The Diversity Money Pit
- Women's Networks
- Training for Women
- Focus on the Numbers
- Work-Life Flexibility Policies
- Women's Mentors
- Diversity Workshops
- What Makes the Difference
- Brushing Your Horse
- Lack of "Gender Success" Is Costly
- This Is Your Toolkit
- Endnotes
- Chapter 2: The Business Case for the Advancement of Women
- Let's Do It!
- Defining Superior Performance
- Adding Women to Boards
- The Reason for the Improvement in Financial Performance
- 1. Inclusive Cultures
- The Future of Leadership
- Values Don't Matter If We're Not Making the Numbers
- 2. Improved Innovativeness and Decision Making
- 3. Responsiveness to Customers and Clients
- Minimized Risks and Costs
- This Is So Preventable
- Endnotes
- Chapter 3: Ascent of Neuroscience
- Equal Does Not Mean the Same!
- The Ascent of Neuroscience
- The Domino Effect
- Bell Curve of Gender Tendencies
- The Ability to Peer More Deeply
- Sex Differences in Brain Structure and Function
- Prefrontal Cortex
- Corpus Callosum
- Anterior Cortex
- Insula
- Hippocampus
- Amygdala
- Cerebellum
- Sex Differences in Hormonal Composition
- Testosterone
- Oxytocin
- Cortisol
- The Breakthrough That Knowledge Brings
- Endnotes
- Chapter 4: Ascent of Women
- The First Long Step
- Women Joining Business Clubs
- Cultures Clinging to Tradition
- The Ascent of Women
- Education Across the Globe
- Under My Very Nose!
- Positive Global Signals
- An Economic Necessity Versus a Choice
- Areas Where Glass Ceilings Still Exist
- Women in Medicine
- Women in Law.
- Women in Engineering
- Women in Computer Science
- Women in Finance
- Endnotes
- Chapter 5: Ascent of Men
- Men Accelerating Change
- Those Who Get It and Are Acting on It
- Those Who Believe in It but Don't Know What to Do
- Those Who Don't Get It or Don't Care to
- The Evolution of an Attitude
- What About Me?
- Some Men Are Out of Line!
- Evolution in Our Thinking
- Are We Stalled or Advancing?
- The "Aha" Moment
- Breaking the Mold
- Endnotes
- Chapter 6: Millennials: Facts and Fictions
- It's Not a Generational Issue
- Raging Hormones
- The Most Educated
- Accustomed to Diversity
- Raised to Be Confident
- Independently Minded
- How Much the Same We Really Are
- Why Women Are Needed in the Tech Industry
- It's Not a Generational Issue
- Endnotes
- Chapter 7: What Works and What Doesn't
- We're over the Tipping Point
- Caring and Hoping Isn't Going to Cut It
- How to Create Sustainable Change
- What Works and Why
- Leadership Accountability
- Gender Coaching and Training
- Male Sponsorship
- Succession Planning
- What Doesn't Work and Why
- Diversity and Compliance Training
- Training for Women
- Women's Networks
- Work-Life Flexibility Programs
- Other Best Practices
- Role Models for Women and Men
- Gender Intelligent Sourcing and Recruitment
- Critical Mass and Critical Mindset
- Endnotes
- Chapter 8: The Role of the Board
- Lack of Mentoring
- Stereotypes in Business
- Richard's Story: Boards in the 2008 Financial Crisis and Their Gender Composition
- What Were the Seven Men and Four Women on the Merrill Lynch Board of Directors Doing?
- The Quota Experience in Norway
- Picking the Best Candidate Remains Vital to Success
- It May All Start with the Board of Directors
- Let's Walk through How They Do That
- Humans Follow Role Models
- Role Models Are Leaders.
- Here Is What We Heard in Our Chat
- Correlations That Count
- Case Study: Canada's S&
- P/TSX 60 Companies
- A Strong Correlation Exists!
- Women's Participation in Management and on Boards
- Men's Beliefs and Behaviors Are Changing. . .Slowly
- Endnotes
- Chapter 9: Measuring Commitment
- A General Model for Gender Diversity in Management Information Systems (MIS)
- Defining a Model for Gender Diversity
- Gender Diversity Model for Management Information System (MIS)
- Is the Chair a Man or a Woman?
- Is the CEO a Man or a Woman?
- What Percentage of the Board Are Women?
- What Percentage of the TMT Are Women?
- What Percentage of Women Are in Power Roles on the TMT?
- Gender Progress Disclosure
- Gender Diversity Targets
- Gender Diversity Statement
- Board Selection Process
- Secret Campaigns to Increase Gender Diversity Will Not Be Successful
- Constructing a New Gender Propensity Index©
- What Happens Next?
- Endnotes
- Chapter 10: How to Rid the Plumbing of Bias
- Gender Parity in New Graduates
- Sourcing, Job Descriptions, and Interviewing
- Sourcing
- Job Posting
- Interviewing
- Nine Levers for Creating Gender-Intelligent Organizations
- 1. Make Gender Intelligence a Strategic Imperative of the Organization
- 2. Show Conduct and Character Exemplary of a Gender-Intelligent Leader
- 3. Embed Gender Intelligence in Hiring Processes
- 4. Embed Gender Intelligence in Talent Management
- 5. Declare Your Intention to Be a Leading Gender-Intelligent Organization
- 6. Generate a Strong Female Leadership Pipeline
- 7. Provide Support, Guidance, and Leadership Training for Women
- 8. Infuse Gender-Intelligent Understanding and Behaviors Internally
- 9. Embed Gender Intelligence in All Client/Customer-Facing Efforts
- Areas Where Systemic Biases May Form
- Just Go in There.
- Having a Hard Time Getting Women to Join
- You're Creating a Lose-Lose Scenario
- Fixing the Plumbing
- Endnotes
- Chapter 11: What the Future Holds
- How Engaging Are Your Engagement Surveys?
- Brushing the Engagement Survey Horse
- Are We Being Gender Intelligent about This?
- Challenging Tradition
- Feminine Values in Financial Services
- Why Does Gender Success Elude So Many Businesses?
- What If We Do Not Act?
- Steps to Gender Success
- 1. Public Support of Diversity
- 2. Fix the "Plumbing
- 3. Board of Directors to Achieve Gender Balance
- 4. Appoint a Gender Diversity Officer with Real Power
- 5. Measure Company Performance and Take Action Where Needed
- 6. Publicly Report Progress at All Levels
- The Long Ascent
- Endnotes
- Index
- EULA.
