What are we missing out on by not maximizing the talents of both genders?
People sincerely dislike missing out on something. The old adage, “no pain, no gain,” captures this well. We do not change for change’s sake. We need to feel some pain to want to change. That is why we like to start the conversation on gender equality with, “what are we missing out on?”
This question, as all of our gender equality conversation starters, does spur some debate. That is a good thing. High performing teams have healthy debate. They invite different perspectives to be better. We found this to be true for many diverse organizations in our “Pivot Point” podcast season two. In fact, we have an episode dedicated to “Welcoming Diverse Perspectives” with leaders in the diversity space.
Rarely are organizations at gender parity
I often get the response, our industry (tech, finance, etc.) is not diverse. Find me an industry that is diverse. Education? Health care? Look at the top, not likely to be diverse. The fact is that most C-suites remain 20% women, across all industries. Non-profit may be the only industry touting consistently above this.
So, if we are not gender neutral at the top, how do we capture what is missing? How do we quantify the pain?
WANT HELP STARTING THIS CONVERSATION?