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Empowering The Third Billion : Women and The World of Work

Empowering The Third Billion : Women and The World of Work | Gender-Balanced Leadership | Scoop.it
View the results of Booz & Company's Third Billion Index, which ranks over 128 countries on their preparedness in empowering women as economic agents.

As growing numbers of women enter the economic mainstream, they will have a profound effect on global business.

A huge and fast-growing group of people are poised to take their place in the economic mainstream over the next decade, as employees, employers, producers, and entrepreneurs. This group’s impact on the global economy will be at least as significant as that of the billion-plus populations in both China and India. But its members have not yet attracted the attention they deserve. China and India each represent 1 billion emerging participants in the global marketplace, and this group of the same size, this “third billion,” is made up of women, in both developing and industrialized nations.

Download the superb infographics  buff.ly/RBqOkG

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Gender-Balanced Leadership
Cultivating both feminine and masculine archetypes in individuals, teams and organizations
Curated by Marion Chapsal
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David Cameron's appointments to the women and equalities roles are embarrassing and awkward

David Cameron's appointments to the women and equalities roles are embarrassing and awkward | Gender-Balanced Leadership | Scoop.it
A woman's minister who reports into a man. An equalities minister who seems to believe there are so few women at the top of business simply because they're not good enough. The whole thing is a shambles, says Kate McCann
Marion Chapsal's insight:

The new minister for women is Nicky Morgan, while Sajid Javid, a former banker and general high-flyer, will take up Miller's old role as culture secretary in charge of equalities. Morgan isn't a secretary of state but a minister - one step down. And in early briefings, aides suggested she would report to Javid. That's right, the minister for women, and thus the portfolio she holds, is subordinate to a man. Unsurprisingly, Number 10beat a hasty retreat on this idea later in the day.

On top of this, in the past Morgan has voted against equal marriage and backed Nadine Dorries controversial amendments to the Health and Social Care bill in 2011, calling for independent advice for women seeking an abortion. Meanwhile, Javid is the minister who found himself in hot water for appearing to suggest that there are no women on the Bank of England's monetary policy committee because they didn't make the grade. It would have been tough to find two ministers with a history more ill-suited to the women and equalities brief.

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If we want more African women as business leaders we need to embrace quotas

If we want more African women as business leaders we need to embrace quotas | Gender-Balanced Leadership | Scoop.it
There are some amazing leaders bucking the stereotype of African women but they are still too few and far between
Marion Chapsal's insight:

“Figures show that when women earn, 90% of it goes back into their society, their children’s education or the local community; therefore it’s smart economics to look at women as a human resource”

If we do not push for African women to gain their positions not only in parliament but also in business, we will never see more of them in managing companies and sitting on boards. We need a strong statement of intent around African women in leadership, otherwise all the many empowerment programs and much talk will be wasted and African women will remain development objects.

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L’avenir, c’est une réflexion sur la mixité, et sur la mixité du pouvoir |

L’avenir, c’est une réflexion sur la mixité, et sur la mixité du pouvoir | | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

 Ce qui est intéressant pour l’avenir par rapport à cette question du pouvoir, c’est précisément de réfléchir sur la manière dont la mixité va faire évoluer les formes du pouvoir. Ce n’est pas d’un côté le management au féminin, de l’autre le management au masculin, qui ne font encore une fois que renforcer les stéréotypes. Mais c’est une plus grande mixité du pouvoir, qui facilite la possibilité pour les hommes comme pour les femmes d’adopter une diversité de styles, de comportements selon les exigences de la situation, selon la nature de la motivation de l’équipe, selon le contexte dans lequel on se trouve. 

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Harvard B-school dean offers unusual apology - Fortune Management

Harvard B-school dean offers unusual apology - Fortune Management | Gender-Balanced Leadership | Scoop.it
Harvard Business School Dean Nitin Nohria publicly apologized for the school's treatment of female students and professors and vowed to make changes at the school.
Marion Chapsal's insight:

The courage to talk about the Elephant in the boardroom. And to put the HBS resources behind the Change.

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HR Magazine - CEOs urged to be more sincere about gender equality

HR Magazine - CEOs urged to be more sincere about gender equality | Gender-Balanced Leadership | Scoop.it

A report published by KPMG and King’s College London argues company leaders must talk from their heart as well as their heads about the importance of gender for economic development, and avoid impersonal business and social arguments for change. - See more at: http://www.hrmagazine.co.uk/hro/news/1141722/ceos-urged-about-gender-equality#sthash.hVn2G0LY.dpuf

Marion Chapsal's insight:

During my latest experiences facilitating trainings about gender-balanced teams I have noticed the power of stories. The ability to articulate one's personal story. How did it all started? Why are you on this Journey towards Gender equality? What are your drives? What are the obstacles you meet on this road? Where are you heading? Can you you share your vision of a gender-balanced workplace?

It's essential to talk about business benefits and bottom lines, to give numbers and big data. 

It's also crucial to talk with passion and to weave the narrative that will resonate.

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This Gives New Meaning to Bear Hug! An RSA Short Animated by Katy Davis - Brené Brown

This Gives New Meaning to Bear Hug! An RSA Short Animated by Katy Davis - Brené Brown | Gender-Balanced Leadership | Scoop.it
So grateful to The RSA (Royal Society for the encouragement of Arts) for inviting me to speak in London this year and to animator and illustrator, Katy Davis, for this amazing short on empathy! Beautiful.
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Call it a gender reset. He feels empowered, and I feel, well, liberated.

Call it a gender reset. He feels empowered, and I feel, well, liberated. | Gender-Balanced Leadership | Scoop.it
For one working mother, swapping traditional roles with her husband was liberating, and for her husband came empowerment.
Marion Chapsal's insight:

Echoes this tweet (retweeted by Dr Elisabeth Kelan @EKelan)

 

"To get gender equality at work need gender equality at home." @AbigailLocke  #pows13

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Why Hillary Clinton wants to close the gender data gap and how universities can help

Why Hillary Clinton wants to close the gender data gap and how universities can help | Gender-Balanced Leadership | Scoop.it
"Data not only measures progress; it inspires it." And, indeed, Hillary Rodham Clinton's nerdy view of innovation did excite those sitting around me recently at Evidence and impact: closing the gender data gap.
Marion Chapsal's insight:

Why we need infographics:
“Data only becomes valuable when it is organized and put to work. And before we make big decisions — in business, in government, in life — we should do the research, run the numbers. It’s how we minimize risk and maximize impact.”

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The Wise Viking’s Daughters | Women On Stage

The Wise Viking’s Daughters | Women On Stage | Gender-Balanced Leadership | Scoop.it

In 2007, Halla and her busi­ness part­ner, Kristin Peturs­dot­tir, co-founded Audur Cap­i­tal to bring greater diver­sity, social respon­si­bil­ity, and “fem­i­nine val­ues” to the finan­cial ser­vices industry.

 
Marion Chapsal's insight:

Although I've been really cautious about labels such "feminine values", if we consider them as social constructions, and not as "essential" or "natural" , then this adventure is really worth sharing.

Especially now with the TV series playing, The Vikings!

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Comex: c'est là qu'est le véritable enjeu !

Comex: c'est là qu'est le véritable enjeu ! | Gender-Balanced Leadership | Scoop.it
A 28%, la part des femmes dans les CA des sociétés du CAC 40 ne cesse de…
Marion Chapsal's insight:

Pendant que les projecteurs s'attardent sur les "boards" et les quotas, là où les décisions sont prises, c'est aux Comex. Excellent article des Nouvelles News (oui, il faut que je m'abonne, Isabelle G!). Merci du relais par Isabelle Deprez.

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Marine Le Pen : comment elle piège les journalistes grâce à la rhétorique | Maestria consulting

Marine Le Pen : comment elle piège les journalistes grâce à la rhétorique | Maestria consulting | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

Excellent décryptage par Béatrice Toulon. A lire pour y voir plus clair!

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Anne-Marie Slaughter: Do You See the World As a Ladder or a Web?

Anne-Marie Slaughter: Do You See the World As a Ladder or a Web? | Gender-Balanced Leadership | Scoop.it
The ability to operate effectively in a horizontal web of relationships (a network of networks) is more important than ever. So why is it that the metric of success is still "getting to the top"?
Marion Chapsal's insight:

I also loved Carol Gilligan's In a different voice

"what rocked my world was her (Carol Gilligan's ) description of two different concepts of power, contrasting a ladder and a web. As she explained, if you live or work in a hierarchy, then the position of greatest power is at the top -- the first rung on the ladder. On the other hand, if you live or work in a network or other horizontal community, the position of power is in the middle, the hub of the wheel or the center of a web. The two visions do not fit well together: being at the top of a ladder translates to being on the periphery of the web; being at the center of the web becomes the middle of the ladder. But each is unquestionably a power position in their respective environments."

I am definitely a web person!

I also value Anne-Marie Slaughter's reference to "centered leadership", something I developed and taught, combining the best from so-called masculine and feminine traits. From our own center. Being grounded, anchered and the head in the clouds at the same time...


"Compare this to McKinsey senior partner Joanna Barsh's concept of "centered leadership." In her book How Remarkable Women Lead, based on extensive field research with successful women leaders, Barsh writes: "... it is the centered woman or man who sustains a successful leadership journey. These leaders thrive when things go well and adapt to significant change without losing their way, because they are centered -- not just emotionally, but also intellectually, socially, and physically...what's more, they liked themselves. Sure, they took wrong turns, made mistakes. But still they were happy."

 


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Breaking news : Brigitte Grésy est nommée secrétaire générale du Conseil Supérieur de l'Egalité Professionnelle - EVE Le Blog

Breaking news : Brigitte Grésy est nommée secrétaire générale du Conseil Supérieur de l'Egalité Professionnelle - EVE Le Blog | Gender-Balanced Leadership | Scoop.it
Dans les bonnes nouvelles du printemps, il n'y a pas que l'arrivée (enfin) du soleil ! Il y a aussi la prise de fonction de Brigitte Grésy en tant que secrétaire générale au Conseil Supérieur à l'Egalité Professionnelle.

Via Où sont les femmes ?
Marion Chapsal's insight:

Bravo! 

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Women & Europe: How can progressives deliver gender equality?

Women & Europe: How can progressives deliver gender equality? | Gender-Balanced Leadership | Scoop.it
Monday 12 May, 6.30pm Wilson room, Portcullis House, House of Parliament Organised by: Labour party, French Socialist Party, Fabian Women's Network, LME. Confirmed guests: Axelle Lemaire, Member of...
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Municipales: l'égalité hommes-femmes, c'est pas gagné. Les femmes, ces éternelles secondes

Municipales: l'égalité hommes-femmes, c'est pas gagné. Les femmes, ces éternelles secondes | Gender-Balanced Leadership | Scoop.it
LE PLUS. Parité, égalité professionnelle, lutte contre les stéréotypes... Et si les élections municipales étaient l'occasion de réfléchir à la place des femmes dans notre société ? Claire Serre-Combe, Margaux Collet et Paul Poussard de l'association "Osez le féminisme !" nous poussent à nous poser les bonnes questions.
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malek's comment, March 28, 8:58 AM
Interesting traffic sign, the article goes much deeper about gender equality.
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Smart 7-Year-Old Explains The Problem With Gender Stereotypes In A Letter To LEGO

Smart 7-Year-Old Explains The Problem With Gender Stereotypes In A Letter To LEGO | Gender-Balanced Leadership | Scoop.it
Earlier this month, a LEGO ad from 1981, featuring a little girl, went viral. The adorable image sent an important message: That kids are kids, and the segregation of "girl" and "boy" toys is not only sexist, but unnecessary.

I...
Marion Chapsal's insight:

Brilliant!!!

Dear Lego company,

My name is Charlotte. I am 7 years old and I love legos but I don't like that there are more lego boy people and barely any lego girls. today I went to a store and saw legos in two sections the girls pink and the boys blue. All the girls did was sit at home, go to the beach, and shop, and they had no jobs but the boys went on adventures, worked, saved people, and had jobs, even swam with sharks. I want you to make more lego girl people and let them go on adventures and have fun ok!?!

Thank you.

from Charlotte

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Annabel Kaye's curator insight, February 5, 4:20 AM

I used to love LEGO - often swopped it with my brother (who got it for presents) - I never did... 

The Legal Balance's curator insight, February 5, 2:23 PM

Love this! She is asking to go on adventures, have a job, even swim with sharks, and not simply to go shopping and stay in the home. 

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McKinsey - Moving mind sets on gender diversity - January 2014

McKinsey - Moving mind sets on gender diversity - January 2014 To ensure that corporate culture supports—not hinders—the ability of women to reach top mana
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China: an army of 116 life-size ‘Terracotta Daughters’

China: an army of  116 life-size ‘Terracotta Daughters’ | Gender-Balanced Leadership | Scoop.it

NEW YORK – As a continuation of Prune Nourry’s ‘Holy  Daughters’ project in India, the artist’s new ‘Terracotta Daughters’ sculptures  make a statement about gender preference in China. Nourry has created an army of  116 life-size ‘Terracotta Daughters’ as a contemporary postscript to China’s  famed Terracotta Soldiers.

 

Nourry’s  installation will commence a world tour after a Paris debut in April 2014, with  subsequent stops planned in Switzerland (June) and New York City  (October).

 

Click to view a trailer about the Terracotta Daughters  that samples a 52-minute film being made about the project and a 21-minute  version that will be aired during the world tour.

http://vimeo.com/79253556

 

 

 


Via Caroline Claeys, malek, Agnès Poirier K
Marion Chapsal's insight:

Impressive project...

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malek's curator insight, December 7, 2013 3:01 PM

Based on the famous "TerraCotta Soldiers" a brain stimulant video on gender bias in China.

Annabel Kaye's curator insight, January 18, 6:22 AM

How many women are missing from the world due to infanticide and the abortion of female fetuses?   How can we be women in a world where our gender gives people reasons to kill us off?

 

 

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REF - Réseau Economique Féminin -

REF - Réseau Economique Féminin - | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

Nous assistons depuis quelques années à l'émergence des réseaux économiques féminins en Rhône-Alpes.  

Ce phénomène s’inscrit dans un mouvement international.

Femmes d’entreprises, femmes d’influence, femmes expatriées, représentantes de réseaux internationaux, branches féminines de réseaux socio-économiques mixtes…toutes ont ressenti le besoin à un moment donné de se structurer.

Le REF est né de cette volonté de mettre en commun nos valeurs et nos expériences afin d’apporter des solutions concrètes pour une meilleure représentativité des femmes dans le monde économique et de contribuer ainsi à la création de richesse.

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France studies gender equality overhaul - Telegraph

France studies gender equality overhaul - Telegraph | Gender-Balanced Leadership | Scoop.it
The French government today examined a sweeping gender equality overhaul, with a proposed new law on equal pay, paternity rights, domestic violence and sexism in the media.
Marion Chapsal's insight:

"The "men-women equality" law, presented to ministers today, seeks to change deeply-ingrained habits in a country where women do 80 per cent of household chores, are paid on average 27 per cent less than their male counterparts and occupy just 14 per cent of France's 36,000 mayoral posts.

Proposed measures include docking maternity leave from couples if fathers fail to take proper leave too, enabling courts to accelerate restraining orders, trials and compulsory "awareness-raising courses" for violent male partners. The law also envisages providing females considered under threat of violence with free emergency mobile phones to alert police.

Divorced men who fail to pay alimony could see the owed funds taken directly from their social benefits.

Companies that fail to respect gender equality could be excluded from public contract tenders, while sports federations will also face penalties for shunning equality. Fines on political parties failing to respect gender parity in legislative elections will be doubled. Currently only 26 per cent of French MPs are women."

Good move thanks to our Minister Najat Vallaud- Belkacem

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Emploi, salaires, temps de travail... Les chiffres des inégalités hommes-femmes

Emploi, salaires, temps de travail... Les chiffres des inégalités hommes-femmes | Gender-Balanced Leadership | Scoop.it
Najat Vallaud-Belkacem, ministre des droits des femmes, a présenté mercredi 3 juillet en conseil des ministres un projet de loi visant à combattre les inégalités persistantes entre hommes et femmes dans les sphères privée, professionnelle et...
Marion Chapsal's insight:

Des chiffres à connaître dans toute discussion sur l'égalité professionnelle hommes-femmes, pour dissiper toute ambiguité ou flou artistique ("mais l'égalité, vous l'avez déjà!!!") 

“Data not only measures progress; it inspires it.” Hillary Clinton.

Et un superbe infographics, à conserver dans nos tablettes!

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Full Stop: You're Searching the Wrong End of the Talent Pool

Full Stop: You're Searching the Wrong End of the Talent Pool | Gender-Balanced Leadership | Scoop.it
If you're looking for high potential talent who will be at peak performance soon, chances are your looking in the wrong end of the talent pool. Here's why.
Marion Chapsal's insight:
Connecting the Talent Pool Dots

Dot 1: Boys and girls lose self-confidence from ages 9 – 22 (1)

Dot 2: Women experience the largest increase in self-confidence between ages 40 – 70, whereas men make their biggest gains between 40 – 50 (1)

Dot 3:  Women In their late 40s and early 50s are typically emptying family nests. They are ready for a long hard refreshing swim (or flight, if you will). This is the place in your very own talent pool where the endurance athletes are swimming.

Dot 4: These women athletes know your company, your customers and the culture. They already have the skills you’re searching to find.

Dot 1 + Dot 2 + Dot 3 + Dot 4 = To find motivated marathon-ready athletes, search the talent pool where women in their 40s – 70s are swimming.

Which End of the Talent Pool Does Your Company Search?

Talent comes in all colors, sizes, ages, and in both genders. Some companies intentionally seek talent from various places in the pool, but few, if any, explore the place where the fifty-something women swim. This is a BIG mistake, considering:

Women in their fifties:

Have a good 15 – 20 years of athleticism in their futureAre in it for the long swim, not the quick sprint followed by a move to a different teamAre strong, wise, confident, and have a breadth of experienceKnow how to teach teams of little people with refrigerator-size egos to share resources and play well togetherCan manage a budget

 

 This is one of the great articles written by Anne Perschell on her blog. This one is right on spot, especially when I've just turned 50 and feel I want to swim in the big blue ocean!Witty (love the little people with refrigerator size egos!!!) and to the point! 
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Rendez-Vous des Young - blog de bpw rhône-alpes

Rendez-Vous des Young - blog de bpw rhône-alpes | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

Identifier ses compétences et savoir en parler, déjeuner Personal Branding chez Cocottes et Chemises à Lyon vendredi!

Ce rendez-vous restera assez informel:
basé sur la rencontre, la discussion, le brainstorming, et l'échange de trucs & astuces!

Vous pouvez déjà préparer ce déjeuner en consultant l'article ci-dessous, qui vous indiquera comment "pitcher au féminin"!
http://famactive.com/ressources/strategies-developpement/comment-preparer-son-pitch-se-presenter-en-quelques-secondes-selon-marion-chapsal/

 

Le vendredi 5 juillet 2013

Déjeuner: 12h-14h

Chez Cocotte & Chemise: 226 rue Duguesclin - 69003 Lyon

Prix: 13€ menu: plat (tarte salée au choix, servie chaude, accompagnée de salade) + dessert + café

http://cocotte-chemises.fr/

Inscriptions obligatoires à : rhonealpes@bpw.fr

ATTENTION: Places limitées et réservées aux adhérentes ayant moins de 35 ans.

 

Présentation des Young en image:

 

http://portal.sliderocket.com/BHLOA/Copy-of-BPW-RA-_-YoungBPW-Marion-Chapsal-(2)

 

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Rule No. 1 for Female Academics: Don’t Have a Baby

Rule No. 1 for Female Academics: Don’t Have a Baby | Gender-Balanced Leadership | Scoop.it
In 2000, I greeted the first entering graduate-student class at Berkeley where the women outnumbered the men. I was the first female dean of the graduate division. As a ’70s feminist I cautiously thought, “Is the revolution over?
Marion Chapsal's insight:

Why lean in is important AND yet it  is not enough.

"It is important for women to become more assertive at faculty meetings, to negotiate starting salary, to argue for justice in the promotion process, as Sheryl Sandberg argues in Lean In. Still, when a female faculty member must leave a meeting early to pick up a toddler at child care or to pump breast milk for an infant, “leaning in” will not be enough to keep her on the same career track as a man. 

We all know what structural changes would help to level the playing field in all of these careers and they are quite similar: paid family leave for both mothers and fathers, especially for childbirth, a flexible workplace, a flexible career track, a re-entry policy, pay equity reviews, child care assistance, dual career assistance. Those universities and corporations who have actively created these policies have found an advantage in recruitment and retention. For instance, at Berkeley, after enacting several new policies to benefit parents, including paid teaching leaves for fathers, job satisfaction scored much higher among parents, and more babies are being born to assistant professors

It is time for women to “lean in” and demand family policies that will at least give them a fighting chance to have both a successful career and babies."

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Harvard B-School Women “Lean Out” of the Workforce?

Harvard B-School Women “Lean Out” of the Workforce? | Gender-Balanced Leadership | Scoop.it
Women were first admitted to Harvard Business School in 1963, and 50 years later, women are not 50% of the students at HBS.  They trail at 42% for the currently-admitted class, up from the 40% at t...
Marion Chapsal's insight:

Robin Ely of Harvard argues that rather than leaning out, women are actually pushed out or pulled outof the workforce:

“…a whole set of experiences … look less like women opting out, and more like women being pushed out, by organizations that demand a 24/7 work schedule…Women are being pulled out by a culture that promulgates a compelling—some might say guilt-inducing—image of mothering that is hard to live up to while you are trying to hold a job.”

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