Tribune Editorial: Girls State should know that women leaders do wear pants

From The Salt Lake Tribune:

“Today’s youth. Tomorrow’s leaders.

That is the motto of the American Legion Boys State. The program is a youth camp meant to “develop leadership and promote civic responsibility in young men.” The companion program for girls — Girls State — promotes the same motto, but its purpose is to “teach young women responsible citizenship,” and to instill, “a deep appreciation for our great nation.”

A subtle difference, but one that most likely explains the controversial dress code. You see, the boys get to wear slacks and T-shirts. The girls must wear skirts and dresses.”

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Want to Retain Women Leaders? Look Beyond Maternity Leave

From HR Bartender authored by Sharlyn Lauby:

 

“Organizations need to focus their engagement and retention strategies toward women. And I’m not just saying that because I’m a woman. According to the U.S. Department of Labor, women represent 51.5 percent of all professional and managerial jobs. And a large percentage of these women are also working mothers.  So, if businesses are saying to themselves, “Where can we have the most impact?”, it only seems logical and good business sense to consider the largest group.

That being said, organizations need to think beyond benefits like maternity leave when it comes to engaging and retaining women leaders. It’s true – announcements of enhancements to maternity leave policies are in the media almost every day. They are important and valuable and more organizations should offer them. But, if organizations want to retain working mothers and preserve their current and future leaders, they need to look beyond the first few weeks or months of a working mother’s life and really pay attention to the messages that are being sent throughout her tenure.”

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Missouri State, filmmaker preserve history of women on Route 66

From Springfield News Leader authored by Gregory J. Holman:

 

“Alberta Ellis ran a series of Route 66-oriented businesses in the Springfield area in the 1940s and ’50s.

Now the attention of Missouri State University and a Los Angeles-based filmmaker is turning toward Ellis and women like her.

“Alberta was an amazing entrepreneur,” said Katrina Parks, the filmmaker. ‘She saved money, bought a hospital building, converted it into a hotel to serve African American travelers. There weren’t many places where they could stay at that time.'”

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A Path for Gender Parity in the C-Suite

From Associations Now authored by Mark Athitakis:

 

“Men and women are equally qualified to lead, but what’s going on when nearly all new corporate leaders are men? A recent informal study suggests a path to parity.

Talking about differences between men and women leaders is a tricky business. Nobody wants to lean on generalizations about how different genders handle C-suite jobs; “women are like this” and “men are like that” commentaries is the stuff of bad 80s stand-up comedy routines. But look at the leadership gap when it comes to gender, and it’s hard not to wonder if there are distinctions.”

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Railey: Woman leader set the stage for generations of leaders, period

From Winston-Salem Journal authored by John Railey:

“Sophia Cody of Winston-Salem died last weekend at the age of 97, but her legacy will long live. She was a compassionate and humble leader with Goodwill Industries who played a leading role in the push for a rehabilitation facility. And she was a savvy businesswoman, the state’s first woman Realtor, in what was then still very much a man’s world.

Through it all, she always put people, women and men, first. That was apparent until the end among her many friends at Arbor Acres. The City of Arts and Innovation could use many more in the mold of this woman who was known to many friends as ‘Sophie.'”

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Here’s how women leaders should respond to all-male panels: Comment

From Financial Post authored by By Kara Alaimo:

“Last month, Goldman Sachs hosted a conference in London on disruptive technology. Out of 76 speakers at the event, five were women. That was hardly an anomaly: At last year’s World Economic Forum in Davos, for example, all of the speakers on a panel about helping women thrive were male. (The moderator was female.) Similarly, one count of events at six leading think tanks in Washington D.C. found that 65 per cent of their panels were all-male.

Denying women opportunities to present at professional conferences prevents them from gaining visibility in their fields, and it deprives their colleagues of valuable perspectives. So in 2013, Rebecca J. Rosen proposed a solution in the Atlantic: Men should refuse to speak on all-male panels.  If all men did this, of course, it would immediately solve the problem.

The idea is slowly taking off: A pledge posted online by a development economist in London now has over 1,100 signatures from male academics, researchers and NGO representatives, and nearly 100 men who work on peace and security issues at high-profile organizations have signed a similar pledge on the website manpanels.org. And last year, high-profile digital media expert Sree Sreenivasan made waves when he made the pledge to not participate in all-male panels. Then he upped the ante and announced he wouldn’t attend them, either.

But how should women respond to all-male panels?”

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A Proven Way to Win in Business: Have a Daughter, Hire Women

From The New York Times authored by Claire Cane Miller:

“Here’s one of the surest routes for men to think of women as equals: Have a daughter.

In Silicon Valley, the venture capitalists who invest in tech start-ups are significantly more likely to hire a female investing partner if the hiring partners have daughters, according to a new study by researchers at Harvard. Having mixed-gender teams in turn improved venture capital firms’ financial performance — providing rare quantifiable evidence of the business benefits of diversity.

The influence of daughters is consistent with previous research that shows that fathers of daughters support more egalitarian gender roles, and that male lawmakers, judges and corporate executives with daughters are more likely to support gender equity and policies that benefit women.”

 

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Women Leaders Share Their Morning Routines

From Comstock authored by Robin Epley:

“There is a school of thought that suggests the first hour of a successful person’s day is significantly different than other people: Some are early risers, who sip coffee quietly and watch the sunrise. Others psych themselves up for the day by finding motivational quotes. Some prefer to exercise and get their heart and mind running. Comstock’s asked this year’s six Women In Leadership recipients to see how they prepare themselves for the day ahead.”

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It’s Time We Accept That Women Make Better Leaders

From The HR Digest authored by Anna Versai:

“Just like how a ship needs a trained sailor, an organization needs a motivating leader. The importance of leadership is widespread and certainly, we don’t have to dig into that. A good leader knows the strengths and weaknesses of the employees and gears the business into a progressive direction. But do we ever wonder that the list of big leaders always has male names in the majority? In the patriarchal pyramid, most women get stuck in positions of the middle-level management, as the Fast Company reports. This is a major setback as women make equally better leaders as men.”

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The “B” Word for Women Leaders (and all of our daughters): “Balancing” Strength and Style to Communicate Effectively

From Huffington Post authored by Jill S. Goldsmith J.D., LAC, NNC:

“I recently participated in a Girl Scout workshop to help girls learn leadership and public speaking skills. CEOs mentored girls as they prepared to give a one-minute ‘pitch’ about what change they would like to see in the world. Many girls spoke passionately about gender discrimination.

Whether talking about gender parity or other big issues, communicating effectively and assertively can be difficult for women and girls. If they speak up and speak out, they may be labeled a ‘B’ word. In my article published November 18, 2015 in The Huff Post, I identified 7 steps toward strategic assertiveness for women leaders. Below is an update of the article along with additional tips for girls in bold print.”

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