We are not going to resolve gender parity and diversity issues by government policies alone or by some enlightened #businessleadership speaking up and promoting a few #women and visible minorities. The joint action of the public and private sectors here in Canada and worldwide is essential.
Empathy is meaningful when employees are listened to, when they feel that they are heard and when leadership commits to implementing solutions that enable them to thrive, prosper and successfully manage personal and professional responsibilities. The current pandemic provides employers with an outstanding opportunity to implement solution-focused employee benefits, particularly those which impact women and their professional advancement. There are five areas of action in which leaders can make empathy meaningful: 1. Invest in communication best practices; 2. Prioritize and implement disability risk mitigation measures; 3. Critically examine current benefits and the corporate culture; 4. Empower women to manage their careers & continue to support their professional advancement; and 5. Leadership must commit to demonstrate empathy for employees
Conventional wisdom tells us that children learn from the good example of their parents. But something went haywire when my mother misbehaved in the office of the Prime Minister. She defied the leadership of the Jamaica Civil Service Association by raising a topic that was not on the agenda in a meeting with the PrimeContinue reading “Lessons Learned from my Mother’s Bad Behaviour”
In the week that has followed International Women’s Day, I have read with interest some very impressive statistics on the progress women have made over the years. Earning the right to vote, ascension to leadership in Fortune 500 companies, success in male-dominated professions and legislation protecting safety, pay scales and employment access were in theContinue reading “Women’s rights and freedom of responsible choice”
Could it be that there is a mental glass ceiling that limits self-confidence, makes us risk averse and so cautious to prevent women from accepting senior leadership roles? It is ironic that being cautious and risk-averse are the traits that are needed in boardrooms and senior executive leadership positions.