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Feminomics - gender balanced leadership
New perspectives on leadership from a gender perspective - and its relevance to business, politics, economics, the environment and home.
Curated by Erika Watson
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Co-operative Group to increase number of women on its boards

Co-operative Group to increase number of women on its boards | Feminomics - gender balanced leadership | Scoop.it
Company publishes an ethical plan with a commitment to ensure 40% of board members are female by 2018
Erika Watson's insight:

The Co-op is serious about making its businesses more representative of the communities it serves

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You Won't Believe Which Retailers Have NO Women On Their Boards...

You Won't Believe Which Retailers Have NO Women On Their Boards... | Feminomics - gender balanced leadership | Scoop.it
Research by the Huffington Post has found 11 of the UK's top 50 retailers have no women on their boards at all, and less than 15% have achieved the target of having women make up 30% of their board.
Erika Watson's insight:

Astonishing number of UK's top female targeted retailers, have no women on their boards...

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Work-Family Guilt Is Wasted Energy

Work-Family Guilt Is Wasted Energy | Feminomics - gender balanced leadership | Scoop.it
Instead of feeling bad about it, fight for policies that will make the guilt go away.
Erika Watson's insight:

Covers how female leadership works and interacts at the country, company and couples levels. Useful analysis as ever - but I think AWC misses the couples point and the need for balance at home to counteract and/or support imbalances elsewhere.  

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Annabel Kaye's curator insight, March 7, 2013 7:17 AM
Guilt is a problem of the mind and emotions - good policies are a good idea but they won't solve the problem of guilt - that is in ourselves and for us to address?
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France’s gender evolution - FT.com

France’s gender evolution - FT.com | Feminomics - gender balanced leadership | Scoop.it
For the first time, a French national government comprising equal numbers of men and women – 17 of each – was formed last year.

Via Marion Chapsal
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Marion Chapsal's curator insight, February 20, 2013 5:57 AM

 Inspiring article showing the "French exception": no women currently head of any of the CAC 40, the country's 40 biggest companies in spite of many laws in favor of women on board (20% of board seats with women by 2014 for big companies, and 40% by 2017.)

 

Four executive women are interviewed on quotas, on evolution versus revolution, on men champions and mentors and on the obstacles women face.

 -Dominique Senequier, Chief Executive of Axa Private Equity

 -Sophie Stabile, finance director of ACCOR

 -Delphine Ernotte-Cunci Chief Executive of ORANGE France

 -Brigitte Liberman, president of the Active Cosmetics Division at L'Oréal.

Read each of their answers carefully, it reflects a lot of our own ambiguity regarding gender balance.

We want it, but not too quickly...

We want it, but without frightening and threatening men.

We want it, but we are afraid of the backlash

We want it, but we need someone to tell us that we can do it.

We want a soft evolution" rather than a revolution, which, reminds us Dominique Senequier, led Olympe de Gouges to be beheaded and retrograde steps for women's rights.

 

 A big work on the beliefs and values, that goes very deep under the surface of laws and quotas, has to be launched.

As Delphine Ernotte-Cunci says:

"While Orange is committed to recruiting the same proportion of female executives as it has female staff – 36 per cent of the workforce – there is broader resistance in France to top-level diversity."

She believes that an executive committee that features women alongside men, as well as people from other countries or different educational backgrounds, is more effective, but notes: “I don’t think in France that we really believe in that yet.”

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Sheryl Sandberg Presents: Deeply Troubling Stats About Women

Sheryl Sandberg Presents: Deeply Troubling Stats About Women | Feminomics - gender balanced leadership | Scoop.it
Why do women ;limit their ambitions and sabotage their own careers?
Erika Watson's insight:

Includes excellent concise presentation summing up key underlying issues of parenting, education and aspiration which can hold back women's confidence and ambition.

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How Female Leaders Should Handle Double-Standards

How Female Leaders Should Handle Double-Standards | Feminomics - gender balanced leadership | Scoop.it
Understand how you're perceived, but focus on results.
Erika Watson's insight:

Summary - 

Understand how you are perceived and what role gender stereotypes play in those perceptions. Get informed about the research; don't be naive.Have clarity of purpose. Know why you are doing what you are doing, and how it will advance the collective good.Be yourself. "Dare the difference," as Lagarde advises. But do so skillfully. Don't just let it all hang out; and never confuse "being authentic" with "fatal flaws" such as treating people poorly.
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New Study Says That Men and Women Are Basically the Same

New Study Says That Men and Women Are Basically the Same | Feminomics - gender balanced leadership | Scoop.it
Anna North at BuzzFeed reported Tuesday on a study by psychological researchers Bobbi Carothers and Harry Reis, which demonstrates that, on a series of personality traits that are typically understood as gender-specific, men and women overlap far...
Erika Watson's insight:

Differences aren't that great at an individual level.  Culture and stereotypes  make them so...

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Annabel Kaye's curator insight, February 9, 2013 6:44 AM

Doesn't surprise me - I have long thought that there is no such thing as a feminine brain or a masculine one that correlates to physical gender.  Usually people assert the contrary..

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No limits for top female entrepreneurs | Women in Business | Prowess 2.0

No limits for top female entrepreneurs | Women in Business | Prowess 2.0 | Feminomics - gender balanced leadership | Scoop.it
Top female entrepreneurs have smashed the limits holding women in business back, says new research from Barclays. How can more women break through?
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Women Don't Need to "Lean In" More; Powerful Men Need to Reach Out

Women Don't Need to "Lean In" More; Powerful Men Need to Reach Out | Feminomics - gender balanced leadership | Scoop.it
Sheryl Sandberg has it backwards.
Erika Watson's insight:

I don't think it's either / or - we need both.  Good comments below the article. 

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Lenka Lutonska's curator insight, February 1, 2013 12:51 AM

This is so true Erica, it would be great if women, men, boards of directors etc. take 100 % responsibility for making this happen. Everyone nees to "lean in". 

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Academic view: A new philosophy of leadership

Academic view: A new philosophy of leadership | Feminomics - gender balanced leadership | Scoop.it
Authoritative weekly newspaper focusing on international politics and business news and opinion.

Via Marion Chapsal
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Marion Chapsal's curator insight, January 5, 2013 1:15 AM

 Business schools could become more like the agora of ancient Athens, a place where commerce had its place alongside the academy, where philosophers discussed the meaning of the good life and how best to achieve it; a place of dialogue where citizens collectively addressed the limits of their knowledge. For this, business schools might recruit graduates from other disciplines, such the arts, humanities and the sciences, and create innovative courses to help future leaders imagine products and services which fulfil a more social need. 

This will not be easy. It requires a difficult balancing act between the intellectual, emotional and spiritual. But if we are to create a new business model out of the chaos of a crisis to which business schools contributed, we will need to take a long hard look at how leadership is taught in our schools. Business as usual is no longer an option.  

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Having children benefits working fathers | Women's Views on News

Having children benefits working fathers | Women's Views on News | Feminomics - gender balanced leadership | Scoop.it
Having children boosts men's quality of life, and their bank balance

 

the ‘fatherhood bonus’ means fathers can expect to earn 19 per cent more than their childless colleagues by the time they hit 40.

Working mothers, however, will earn 11 per cent less than women who don’t have children when they reach the same age, and 26 per cent less than fathers of the same age.

Erika Watson's insight:

Looks like parenting widens the gender gap - the way it combines with stereotypes out there and internal...

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Women inch towards equality in the boardroom

Women inch towards equality in the boardroom | Feminomics - gender balanced leadership | Scoop.it
Since the Davies report set its 25% target, there has been some painful, but measurable, progress
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Annabel Kaye's comment, January 10, 2013 9:01 AM
Nice to be moving in the right direction
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Institutional Transformation | Gendered Innovations

Universities, public agencies, and private companies all play a role in science and technology development, from basic research to product design. This section summarizes the best literature on transforming institutions to enhance gender equality.

Literature is presented in three sections:

1. Disparities between Women and Men from salary gaps to vertical and horizontal segregation to rates of publishing, patenting, and other measures of productivity.

2. Gender Bias that arises through stereotyping, stereotype threat, unequal burdens of housework, and other means.

3. Solutions and Best Practices that have been implemented to transform institutions and create gender equality.

Definition:“Gendered Innovations” employs gender as a resource to create new knowledge and stimulate novel design. The Gendered Innovations project develops methods of sex and gender analysis for basic and applied research.
Erika Watson's insight:

Very useful summary of practical steps to transform institutions to enhance gender equality - underpinned by peer reviewed research.

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What if women ruled the world?

What if women ruled the world? | Feminomics - gender balanced leadership | Scoop.it
Political analyst Dee Dee Myers and some of the world's most powerful women on why more women need to follow in their footsteps
Erika Watson's insight:

Great article - mostly dum comments - over 1000 -  as ever with this debate.  The headline doesn't help and it always amazes me that responders never seem to read beyond a provocative headline - it's all they see.  

 

In fact the article isn't about female domination, but female inclusion in leadership - and a more even spread of leadership.  It sums up: "empowering women isn't about political correctness, it's about improving outcomes. It's about investing in stronger economies and healthier communities - it's about ending conflicts, and sustaining peace. It's about improving the quality of life for people all over the world."

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Women’s labour market progress stalls - FT.com

Women’s labour market progress stalls - FT.com | Feminomics - gender balanced leadership | Scoop.it
Women’s progress in the labour market has stalled since the recession and left Britain lagging behind international competitors in efforts to narrow workplace inequality.
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Do Women Take as Many Risks as Men?

Do Women Take as Many Risks as Men? | Feminomics - gender balanced leadership | Scoop.it
Research suggests that when women take risks, society may register it as something different.
Erika Watson's insight:

Women take as many risks - just different types. Stress impacts risk taking behaviour of men and women differently - increases risk taking for men, dampens it for women. Conclusion is that gender balanced business leads to better risk management. 

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Why Gender Equality Stalled

Why Gender Equality Stalled | Feminomics - gender balanced leadership | Scoop.it
Betty Friedan prompted a revolution in attitudes. But our system still favors old stereotypes.

Via Marion Chapsal, Annabel Kaye
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Marion Chapsal's curator insight, February 19, 2013 9:47 AM

Love this conclusion:

"Our goal should be to develop work-life policies that enable people to put their gender values into practice. So let’s stop arguing about the hard choices women make and help more women and men avoid such hard choices. To do that, we must stop seeing work-family policy as a women’s issue and start seeing it as a human rights issue that affects parents, children, partners, singles and elders. Feminists should certainly support this campaign. But they don’t need to own it."

Annabel Kaye's curator insight, February 19, 2013 2:08 PM

In the UK we are about to share flexible maternity leave, flexible working requests and more.  Are we getting to the point when we can change the stereotypes?

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Women and Their Relationship to Power

Women and Their Relationship to Power | Feminomics - gender balanced leadership | Scoop.it
Viviane de Beaufort of ESSEC explores the complicated relationship between women and power as it pertains to women in corporate boardrooms.
Erika Watson's insight:

Excerpt: "Anger is perceived differently depending on who is expressing it: for a woman it is ‘hysteria’ and for a man a ‘sign of authority’. These cultural norms lead to a quest for power for power’s sake: the power to “be”, as opposed to the “feminine” model of power meaning ‘to do’ and ‘be able to do’.

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Annabel Kaye's curator insight, February 19, 2013 2:02 PM

Well we might prefer power to responsibility - it's been done before..

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Where Both Parents Can "Have It All"

Where Both Parents Can "Have It All" | Feminomics - gender balanced leadership | Scoop.it
Nordic countries have paid parental leave, small deficits, and growing economies.
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Women Need to Realize Work Isn't School

Women Need to Realize Work Isn't School | Feminomics - gender balanced leadership | Scoop.it
Being disruptive was punished in the classroom. But in business, it's how you get ahead.
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Annabel Kaye's comment, February 6, 2013 1:45 AM
There will be tears before bedtime..
Annabel Kaye's curator insight, February 6, 2013 1:47 AM

There will be tears before bedtime..

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Why Investing In Women Works

Why Investing In Women Works | Feminomics - gender balanced leadership | Scoop.it
When companies support women, write Melanne Verveer and Kim Azzarelli, their businesses and communities win.

Via Lenka Lutonska
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Feminomics: calculating the value of 'women's work'

Feminomics: calculating the value of 'women's work' | Feminomics - gender balanced leadership | Scoop.it
New Zealand political economist Marilyn Waring points out “the market wouldn’t survive if it wasn’t able to survive on the backbone of unpaid work.’’
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Davos 2013: why are only 17% of delegates women?

Davos 2013: why are only 17% of delegates women? | Feminomics - gender balanced leadership | Scoop.it
The annual schmoozefest for the world's movers and shakers will again be male-dominated. What is its excuse?

 

Do numbers matter?..."Of course they do" says ex NZ Premier, Helen Clark "How else can we hope to deal with the whole world's problems and not just those of a handful of white men at the top".

Erika Watson's insight:

Overview of the numbers and % of women at the top.  Numbers do matter, without critical mass there's no culture change. Given group think's role in the economic crisis - I think culture change is critical. 

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David Hain's curator insight, January 24, 2013 7:29 AM

Because it's still a man's world?  But how relevant is Davos these days anyway?

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Men are crying out for equality too, especially in parenting - Sydney Morning Herald

Men are crying out for equality too, especially in parenting - Sydney Morning Herald | Feminomics - gender balanced leadership | Scoop.it
Sydney Morning Herald Men are crying out for equality too, especially in parenting Sydney Morning Herald [or] change diapers or babysit while Mom goes out to see a movie or have dinner with her girlfriends" were a sign of just how far things have...

Via Annabel Kaye
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Marion Chapsal's curator insight, February 12, 2013 11:11 PM

We need to be fair and take into account the other invisible glass ceiling. "The glass ceiling men hit when they aspire to be competent, engaged parents, by equally sharing the load, or going it alone in raising a child." Change has to happen on both spheres. The private and the public spheres. Men "want to have it all" too!


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Early lessons from Walmart’s sourcing from women entrepreneurs

Early lessons from Walmart’s sourcing from women entrepreneurs | Feminomics - gender balanced leadership | Scoop.it

Walmart is creating a global lab for how a company can work to empower women through the supply chain,” said Jennifer Schmidt, a senior development officer at Mercy Corps. “The program is exciting because of the size of the commitment and the diversity of the implementation.”

 

The initiative is a series of commitments, first announced by Chief Executive Officer Mike Duke in September 2011, that also aims to provide retail training to 200,000 women internationally, disburse $100 million in grants for women entrepreneurs, launch a new e-commerce outlet on walmart.com featuring products created by female entrepreneurs, and push its own suppliers to include more women in their supply chain, among other goals.

 

But it is not only the women-owned businesses who must change–it is also Walmart itself, starting with the system that governs company buyers, who are responsible for sourcing products.

 

Terry O’Neill, president of the National Organization of Women, called Walmart’s women’s economic empowerment initiative “a head fake.” “God bless the women who can take advantage of it, but [the initiative] is a public-relations attempt to divert attention from their bad business practices...Walmart keeps their employees vulnerable, dependent and poor. The best organizations are run for the benefit of all stakeholders, and Walmart is not like that.”

Erika Watson's insight:

Excellent overview - well worth reading the whole article. 

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