Gender-Balanced Leadership
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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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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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MARC Blog - How Men Create their Own Safe Ports - ontheMARC.org

MARC Blog - How Men Create their Own Safe Ports - ontheMARC.org | Gender-Balanced Leadership | Scoop.it
How Men Create their Own Safe Ports -
Marion Chapsal's insight:

"While some gender work for men and women must be done in partnership, men also need their own “safe ports,” male led and male. These are places where they can have open, frank conversations in which they express themselves with candor and emotional honesty."

Men and women need to be patient with each other, learn first to be at peace and confident with themselves, before building trusting, honest and open working relationships in gender-balanced contexts.

As VP of BPW -Business Professional Women in Lyon, I know the value of women's groups and the need for women to create their own safe ports!


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Women Equity - Why?

Women Equity - Why? | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

Les femmes représentent aujourd’hui plus de la moitié des diplômé(e)s de filières de troisième cycle. Pourtant leurs perspectives de rémunération, l’accès aux responsabilités au sein des grands groupes comme des PME, et les possibilités de diriger des entreprises ne se sont pas significativement améliorés

Ce déséquilibre aboutit à un réel manque à gagner en termes de croissance : il a en effet été prouvé que les États pourraient bénéficier d’une augmentation significative de leur richesse, si toutes les mesures pour atteindre une véritable mixité économique étaient mises en œuvres

Les entreprises ont également tout à gagner d’une plus grande féminisation de leurs directions ; de nombreuses études tendent en effet à relier mixité des instances dirigeantes et surperformances des entreprises1.

Aux Etats-Unis et en Grande Bretagne, un soutien public et des initiatives privées ont permis de faire progresser l’équilibre homme-femme dans le monde des affaires. Avec des résultats probants à la clef. Ces modèles doivent être étendus à l’ensemble de l’Europe, afin d’employer au mieux cette réserve de croissance inexploitée

Le nombre croissant de femmes cadres en France2 et en Europe constitue un réservoir de croissance de l’entrepreneuriat féminin ; en effet, le taux de femmes occupant des postes à responsabilités est corrélé positivement au nombre de femmes entrepreneures dans les pays occidentaux3

Bien que le nombre d’entreprises dirigées par des femmes suffit à constituer un univers d’investissement attractif4, l’accompagnement des entrepreneures par les acteurs du Private Equity européen a été limité jusqu’ici

 

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Take The Lead » Think Small To Go Big

Take The Lead » Think Small To Go Big | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

"There’s an organizational change principle too called the “minimum, elegant next step,” as in “What is the minimum, elegant next step you or your team can take to do the work you hope to do together?” Working from this principle is just like sweating at the barre. Try to change everything and you’ll lose your balance. Focus your attention on small, simple movements and behavior changes, and watch as things begin to align differently."

Love this approach by Lex Schroeder.

So true for Gender-Balance.

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MAJORITE OPPRIMEE, un film d'Eléonore Pourriat (2010)

Avec Pierre Bénézit, Marie-Lorna Vaconsin, Jamel Barbouche, Céline Menville, Marie Favasuli... (Durée 10')
Marion Chapsal's insight:

Superbe film. Drôle, émouvant et terriblement juste et efficace.

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Université Lyon 2 - Les métiers du genre et de l'égalité

Université Lyon 2 - Les métiers du genre et de l'égalité | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

C'est aujourd'hui!!

Deuxième rencontre européenne, à l'initiative du master EGALES (études genre et actions liées à l'égalité dans la société) : Reconnaissance, légitimation, certification. L'enjeu de cet évènement est de réfléchir, débattre et analyser comment avancer vers l'égalité réelle, comment légitimer ce champ d'études et d'actions et comment certifier les métiers du genre et de l'égalité.

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New York Women's Equality Ad - "If I Were a Man..."

New York's four million women on average earn 80 percent of what men earn, will earn 500,000 dollars less than men over the course of a lifetime, are twice a...
Marion Chapsal's insight:

Great very simple and short ad

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Erika Watson's comment, May 20, 2013 12:32 PM
very clever
Annabel Kaye's curator insight, May 22, 2013 5:04 PM

We earn less, own less, are valued less...will it change?

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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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MARC Blog - Fears of Equality - ontheMARC.org

MARC Blog - Fears of Equality - ontheMARC.org | Gender-Balanced Leadership | Scoop.it
Fears of Equality -
Marion Chapsal's insight:

I believe that fear is misplaced. Gender equality does not mean de-gendering people— making women and men the same. It means de-gendering traits, attitudes, and behaviors.  Gender equality recognizes that there is nothing inherently masculine about being assertive and ambitious (two human traits that are coded as masculine) nor anything inherently feminine about being loving and kind (two traits coded as feminine). 
 
The movement for gender equality has nearly accomplished the first half: women have made it clear that they can be as assertive and ambitious as men. It’s the second half we need to work on: men recognizing that love, nurture and compassion are deeply human traits, and that we express our humanity, not our “feminine side,” when we embrace them.
 
Gender equality embraces and recognizes difference between women and men, and the much larger differences among women and among men. In a gender equal world, we won’t necessarily become more like each other. Instead, we’ll become more truly ourselves. 

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Women Equity

Women Equity | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

Après la brillante conférence hier 30 mai au Sofitel Lyon, par Dunya Bouhacene, présidente de Women Equity, voici quelques données chiffrées. (mieux que les tweets arrachès à mon iPhone clignotant "batterie faible!"

"Seules 4% des opérations de capital investissement ont été réalisées en 2012 sur desentreprises dirigées par des femmes en France, alors même qu’elles représentent 11 à 18% des PME (18% des 20-49 salariés, 11% des 100 – 249 salariés – APCE).

Selon le second baromètre annuel publié par Women Equity en partenariat avec CFnews, le media en ligne du corporate finance, cette sous-représentation s’aggrave depuis 2010, alors même que le nombre total des opérations s’accroît sur la période."

 
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New awareness of gender balance at Sanofi Pasteur thanks to Celine Schillinger

New awareness of gender balance at Sanofi Pasteur thanks to Celine Schillinger | Gender-Balanced Leadership | Scoop.it
Marion Chapsal's insight:

So proud of Celine and her pionner and brilliant spirit! She's indeed shining a light on gender balance. 

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Rencontre européenne sur les métiers du genre et de l’égalité : reconnaissance, légitimation et certification - blog de bpw rhône-alpes

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A TED Talk That Might Turn Every Man Who Watches It Into A Feminist? It's Pretty Fantastic.

A TED Talk That Might Turn Every Man Who Watches It Into A Feminist? It's Pretty Fantastic. | Gender-Balanced Leadership | Scoop.it
This is what male feminism looks like.
Marion Chapsal's insight:

Wow! Just discovered this TED talk thanks to Twitter and Avivah Wittenberg Cox. Let's share it around the world!

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Annabel Kaye's curator insight, May 10, 2013 3:58 AM

Why is feminism so often seen as 'anti-men' as opposed to 'pro-women'?  To be pro child is not to be anti adult...

Renee Baribeau's curator insight, May 10, 2013 11:50 AM
This is an important subject for both men and woman. Thank goodness gender violence is no longer considered taboo and to be only woman's work.
Sue Liburd's comment, May 21, 2013 11:56 AM
Very thought provoking & a powerful paradigm shift