http://www.halalpiar.com/2010/02/need-leadership-choose-women/ Thu, 09 Feb 2012 02:02:33 +0000 hourly 1 http://wordpress.org/?v=3.1.3 http://www.halalpiar.com/2010/02/need-leadership-choose-women/comment-page-1/#comment-3325 Hal Alpiar Sun, 14 Mar 2010 23:29:02 +0000 http://halalpiar.com/?p=2939#comment-3325 <em><strong>Right on, Jen! Thank you for your comment and visit, and especially for bringing more of this important issue to light. I would strongly urge all blog visitors interested in seeing and cultivating more women in business leadership roles to visit Jen (Dalitz) at her site www.sphinxx.com.au and sign in for a free newsletter. Sphinxx,com is the Australian-based network for women leaders.</strong></em> Right on, Jen! Thank you for your comment and visit, and especially for bringing more of this important issue to light. I would strongly urge all blog visitors interested in seeing and cultivating more women in business leadership roles to visit Jen (Dalitz) at her site http://www.sphinxx.com.au and sign in for a free newsletter. Sphinxx,com is the Australian-based network for women leaders.

]]> http://www.halalpiar.com/2010/02/need-leadership-choose-women/comment-page-1/#comment-3324 Jen Sun, 14 Mar 2010 15:04:27 +0000 http://halalpiar.com/?p=2939#comment-3324 I've seen unconscious gender bias in place on so many occasions that I see this as a much more important issue to tackle than glass ceilings. Why in talent and succession planning meetings do people leaders still discuss a woman's marital status and whether she has kids (or is likely to have them) as an indication of her flight risk? (yes, it really does happen.) Why are men usually described by their people leaders in these discussions in terms of their competency attributes (the sorts of projects and work he's undertaken of past), whereas a woman is described to those not familiar with her in terms of her physical attributes (what she looks like). Why do we still assume that leadership roles cannot be performed on flexible terms (when all the technology has long existed for work to be performed and monitored remotely and on flexible terms)? These are all examples of unconscious bias that I've seen in play time and time again. They perpetuate the stereotype that leaders are male, that their life revolves around their work and that the old way is the only way. We need to bring examples of bias and stereotypes out into the open and give women the confidence of knowing they're not alone in experiencing these issues - this will give women the confidence and energy to keep pushing on when they're faced with such obstacles. I’ve seen unconscious gender bias in place on so many occasions that I see this as a much more important issue to tackle than glass ceilings. Why in talent and succession planning meetings do people leaders still discuss a woman’s marital status and whether she has kids (or is likely to have them) as an indication of her flight risk? (yes, it really does happen.) Why are men usually described by their people leaders in these discussions in terms of their competency attributes (the sorts of projects and work he’s undertaken of past), whereas a woman is described to those not familiar with her in terms of her physical attributes (what she looks like). Why do we still assume that leadership roles cannot be performed on flexible terms (when all the technology has long existed for work to be performed and monitored remotely and on flexible terms)? These are all examples of unconscious bias that I’ve seen in play time and time again. They perpetuate the stereotype that leaders are male, that their life revolves around their work and that the old way is the only way. We need to bring examples of bias and stereotypes out into the open and give women the confidence of knowing they’re not alone in experiencing these issues – this will give women the confidence and energy to keep pushing on when they’re faced with such obstacles.

]]>