Glass Ceiling
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Women in the board room: How to increase gender diversity on corporate boards

Women in the board room: How to increase gender diversity on corporate boards | Glass Ceiling | Scoop.it
Barbara B. Kamm, president and CEO of Technology Credit Union, provides strategies companies can use to help solve this longstanding problem. (Women in the Board room. Increasing gender #Diversity in #CorporateAmerica.
Mel Day's insight:

in the Western world, the battle for gender equity is firmly focused on the Boardrooms. 

 

Research supports the value of gender diversity at Board level in terms of higher shareholder returns and better decision making.

 

The challenge is how to make it happen.

 

In this article, there are some good ideas that are worthy of attention.

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PARANDEKAR | The Glass Ceiling in Veterinary Medicine

PARANDEKAR | The Glass Ceiling in Veterinary Medicine | Glass Ceiling | Scoop.it
By NIKHITA PARANDEKAR Each year, after a veterinary class graduates from Cornell, a framed picture of the class composite is hung in one of the main hallways in the school. You can walk down the ha...
Mel Day's insight:

What an amazing visual reference for the history of women in venti nary science. 

 

What happens to diversity when the pendulum swings too far in the other direction?

 

Is gender balance across all organisations and industry possible or even desirable?

 

These are some of the questions raised by this article.

 

What are your thoughts?

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Universities focus on 'fixing the women' rather than system to improve gender ... - Irish Times

Universities focus on 'fixing the women' rather than system to improve gender ... - Irish Times | Glass Ceiling | Scoop.it
Universities focus on 'fixing the women' rather than system to improve gender ...
Irish Times
“Diversity in management has been shown to increase economic growth and research innovation,” she said.
Mel Day's insight:

In the early days of high levels of female participation in the workforce, the accepted patriarchal model of management was all that existed.

 

As women slowly rose on the ladder of promotion, many individuals and organisations began to value the contribution women made to organisational leadership.

 

Many Universities are steeped in tradition and have been resistant to change in many areas. Gender diversity it seems is one of them.

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How Women Can Make It Past the Glass Ceiling

How Women Can Make It Past the Glass Ceiling | Glass Ceiling | Scoop.it
By Lucy Maher Lucy is a Nebraska native and entrepreneur who’s launched three at-home businesses.
Mel Day's insight:

This is a good overview of some of the key points made by Sheryl Sandberg in her best-selling book Lean In.  See glassceiling.info for another article on this topic too. 

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Breaking the glass ceiling: Women agricultural scientists - Sierra Express Media

Breaking the glass ceiling: Women agricultural scientists - Sierra Express Media | Glass Ceiling | Scoop.it
Breaking the glass ceiling: Women agricultural scientists
Sierra Express Media
They are selected because they are—or could be—as good as agricultural scientists anywhere.
Mel Day's insight:

Shaping opinions on the innovative capacities women can bring to agriculture is enhanced and accelerated by public programs like this which support and demonstrate  female scientists capabilities.

 

Africa displays needed leadership in this area.

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Call for NZX to act on gender quotas - Nelson Mail

Call for NZX to act on gender quotas - Nelson Mail | Glass Ceiling | Scoop.it
Call for NZX to act on gender quotas
Nelson Mail
Women are under-represented in New Zealand's biggest companies, with women representing only 12 per cent of NZX's listed companies' directors.
Mel Day's insight:

Self regulation is one method to redress gender imbalance across organisations. Enforcing quotas is another.

 

 Self regulation is slow change  and it is likely that talented women miss out on opportunities while waiting for traditional values and subtle sexism to adapt to a more modern world.

 

Conversely, quotas may mean that some women are given opportunities they've not yet earned nor are ready for in the quest to advance the position of women. 

 

In a country with a small demographic like New Zealand, the need for change can seem more acute because of the size of the workforce. 

 

The question still remains, if we seek relative representation on gender grounds then the size of the talent pool is not the issue: the selection methods and identifying inherent bias, is.

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The Gender Equity Bill - Employers to take steps to break the glass ceiling - HR Future: South Africa's Leading Print, Digital and Online Human Strategy Magazine

The Gender Equity Bill - Employers to take steps to break the glass ceiling - HR Future: South Africa's Leading Print, Digital and Online Human Strategy Magazine | Glass Ceiling | Scoop.it
The Women Empowerment and Gender Equality Bill (Bill) has been passed by the National Assembly and is now awaiting approval by the National Council of Provinces.
Mel Day's insight:

In order to effect change, legislation is often necessary to impart a sense of necessity. 

 

In this case, although it looks like South Africa's Gender Equity Bill will become law, it appears to be more of an education process than a compliance one. There are many 'out' clauses for employers making it something of a toothless tiger.

 

However it sets the tone for the direction organisations need to take and will shape societal expectations.

 

it will be interesting to watch over the next few years to see what impact this law has, if any. If Australian experience is any guide, this approach will yield slow results.

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Women in ICT: a competitive advantage in the making | First 5000

Women in ICT: a competitive advantage in the making | First 5000 | Glass Ceiling | Scoop.it
A low percentage of women occupy the ICT sector. Sharryn Millican @QlikView explains why gender diversity is crucial: http://t.co/J19TAPy8rz
Mel Day's insight:

Speaking from an Australian perspective it is an ongoing battleto encourage girls and women into Maths and Science.

 

A consequence of that is women are neither well qualified nor drawn to many roles in the ICT industry.

 

A further complication is the drop out rate of women in the profession.

 

this article argues why continuing efforts are needed to ensure gender diversity in ICT.

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A third of senior executives dismiss merits of gender diversity

A third of senior executives dismiss merits of gender diversity | Glass Ceiling | Scoop.it
Online Recruitment magazine for HR Directors, Personnel Managers, Job Boards and Recruiters with information on the internet recruitment industry (A third of senior executives dismiss merits of gender diversity.
Mel Day's insight:

In the category of " They Just Don't Get It"....

 

its surprising and and disappointing to see that in the Western world, many fail to see why gender diversity is a good thing, not just for women but for organisations themselves and society at large.

 

Why would you want to reduce your talent pool by 50%? 

 

By by not subscribing to gender diversity you are denying yourself access to half of the available workforce, not to mention the diversity of thinking and styles provided by people with a different mindset.

 

Words fail me. 

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Managing Gender Diversity In Asia: A Research Companion - University of Huddersfield Repository

new item: Managing Gender Diversity In Asia: A Research Companion http://t.co/GCXUK9SAci

Via Chris Boulanger
Mel Day's insight:

Gender diversity is an issue across the globe and Asian countries often have a particular challenge in making it happen. 

 

in many Asian and Oriental cultures, women are very much in the background and not considered as part of the fabric of high level decision making or strategy.

 

this research sheds some light on what's happening in Asia today.

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What men think of women IT leaders - Brisbane Times

What men think of women IT leaders - Brisbane Times | Glass Ceiling | Scoop.it
What men think of women IT leaders
Brisbane Times
Gender diversity brings high performance teams and a high performing business, managing director for IBM Australia and New Zealand, Andrew Stevens. Photo: Michel O'Sullivan.
Mel Day's insight:

In my experience across a diverse range of industries, most women in IT are generally accepted because of their competence and skills. The more they acted dispassionately the better.

 

IT values intellect, reasoning and technical knowledge - qualities which are not gender-specific.

 

is there room for a feminine management style in IT? Absolutely.

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