Category: Gender Equity

The Institute for Women’s Leadership exists to address the leadership gap and to take progressive steps to narrow the breach.

Leadership by the Numbers
Center for American Progress

• Women have outnumbered men on college campuses since 1988. They have earned at least one-third of law degrees since 1980 and accounted for one-third of medical school students by 1990. Yet, they have not moved up to positions of prominence and power in America at anywhere near the rate that should have followed.
• In a broad range of fields, their presence in top leadership positions—as equity law partners, medical school deans, and corporate executive officers—remains stuck at 5 percent to 20 percent.
• Overall, there is an enormous gap between the fortunes of a small number of prominent women at the very top of their fields and the vast majority of women nationwide.
• A gulf is widening between American women and their counterparts in peer nations as well: Although the United States ranked first in women’s educational attainment on the World Economic Forum’s 2017 Global Gender Gap Index of 144 countries, it ranked 19th in women’s economic participation and opportunity and 96th in women’s political empowerment.

The Center for American Progress also makes recommendations for advancing gender equality at home and abroad by leveraging women, peace and security (WPS).

A big step was President Biden’s executive order on the establishment of a White House Gender Policy Council, of which a primary goal is:

Like the Council and the Center for American Progress, UW-Green Bay’s Institute for Women’s Leadership has been established to  “develop and promote affirmative solutions to ensure that all women can participate fully in our economy and live healthy and productive lives.”

*

One such affirmative solution is the creation of an Advanced Certificate Program, designed to help women counteract the documented stall that can occur between middle management and executive leadership. The certificate program not only identifies concrete steps a woman can take to outbalance the factors of stalling, it enables women to create a social network across industries vital to their advancement. The program is a blend of online and in-person work, now enrolling for Fall 2021. Register by September 21. Learn more at the Institute for Women’s Leadership.

*

RESOURCES:
The Center for American Progress
The Center for American Progress is an independent nonpartisan policy institute that is dedicated to improving the lives of all Americans, through bold, progressive ideas, as well as strong leadership and concerted action. Our aim is not just to change the conversation, but to change the country.

Institute for Women’s Policy Research
We win economic equity for all women and eliminate barriers to their full participation in society. As a leading national think tank, we build evidence to shape policies that grow women’s power and influence, close inequality gaps, and improve the economic well-being of families.

There is a growing call for a more equal future with better representation of women as leaders.

We rally around the need to eliminate or reduce obstacles in the way of women on their paths to leadership. Yet, in a recent article in Harvard Business Review and a compelling Ted Talk, psychologist and author Tomas Chamorro-Premuzic accounts for the inequity in another way – an overabundance of incompetent men as leaders.

In fact, he advocates for more obstacles in the way of men who lack the characteristics and abilities that data has demonstrated makes for more effective leaders, which in his assessment overwhelmingly favor women.

Here are his “sexist” lessons male leaders can learn from women:

Don’t lean in when you’ve got nothing to lean in about.

Stop falling for people who lean in without the talent to back it up. Use science-based assessments to more accurately gauge attributes.

Know your own limitations. 

We live in a culture that celebrates self-belief. Although studies show women are generally less overconfident than men, their more balanced self-view means they are better able to prepare, aiding competence and performance.

Motivate through transformation. 

Women are more likely to lead with purpose than men, who tend to rely on incentive. Purpose is tied with higher levels of team engagement, performance and productivity.

Put your people ahead of yourself. 

It’s very hard to turn a group of people into a high-performing team when your main focus is yourself. Because men are generally more-self-focused than women, they are more likely to lead in a narcissistic and selfish way.

Don’t command. Empathize.

Throughout history, women have been told they are too kind and caring to be leaders, but the notion that someone who is not kind and caring is at odds with reality. In today’s workplaces, it is an imperative for leaders to establish an emotional connection with their followers.

Focus on elevating others.

Female leaders have been proven to be more likely to coach, mentor and develop their direct reports than male leaders, thus enabling them to unlock other people’s potential and promote effective cooperation on their teams.

Don’t say you’re “humbled.” Be humble.

There are well-established gender differences in humility, and they also favor women. Humility is also a trait essential to great leadership. Without humility it will be very hard for anyone in charge to acknowledge their mistakes, learn from experience, take into account other people’s perspectives, and be willing to change and be better.

Dr. Tomas calls for a larger focus on equality of talent and potential as the best gender equality intervention. The ROI of male leaders should be scrutinized as strenuously as the ROI of female leaders.

*

The Institute for Women’s Leadership seeks to fulfill critical needs in the region and contribute to a more robust, broadly engaged and representative professional workforce and leadership with programs like “Women Rising” Stories from Experience” and “Rising Together: Caffeinated Conversations,” along with “Sharing Knowledge” workshops from qualified business members. For more information visit the website www.uwgb.edu/womens-leadership

*

RESOURCES:
Harvard Business Review. “7 Leadership Lessons Men Can Learn from Women,” April 1, 2020.
TedXCambridge. “Why We Should be More Sexist.”
Ideas.Ted.Com. “6 Things we can learn from how women leaders have handled the pandemic,” September 24, 2020.

September 2020 marked the 25th Anniversary of the Fourth World Conference on Women: Action for Equality, Development and Peace. There, 189 countries committed to equal rights and opportunities for all women and girls.

In 1995, UN Women created a “Declaration and Platform for Action,” recognizing that the odds were systematically stacked against women and organized to address them.

In 25 years, how have these declarations translated to action?

It is sobering to note that not a single country has achieved full gender equality in practice in 2020. This is based on a framework of:

• Economic participation and opportunity
• Educational attainment
• Health and survival
• Political empowerment

Basic criteria. Life-defining criteria.

The top 10 countries are:

1. Iceland
2. Norway
3. Finland
4. Sweden
5. Nicaragua
6. New Zealand
7. Ireland
8. Spain
9. Rwanda
10. Germany

The United States is 53rd.

The goal for the 25th Anniversary was to take stock and reflect on progress. The hope was to point to groundbreaking change for gender equality. Instead, with the spread of the COVID-19 pandemic, even the limited gains made in the past decades are at risk of being rolled back.

From the UN Secretary-General’s Brief:

The pandemic is deepening pre-existing inequalities, exposing vulnerabilities in social, political and economic systems, which are in turn amplifying the impacts of the pandemic.

Across every sphere, from health to the economy, security to social protection, the impacts of COVID-19 are exacerbated for women and girls simply by virtue of their sex.

Yet in the face of these negative impacts, as we’ve pointed out in a previous blogpost, “Revisiting Gender Equity,” a new women’s leadership movement seems to be taking shape with a global call for “Generation Equality.”

The mantra of this movement is succinctly put by Melinda Gates, one of the most powerful women in philanthropy and praised by the UN-Secretary General as “visionary.”

This is how we emerge from the pandemic in all of its dimensions: by recognizing that women are not just victims of a broken world; the can be architects of a better one.

In our next blog posts, we will explore the ways this is being done around the world.

*

The Institute for Women’s Leadership was established in 2021. Located at the University of Wisconsin-Green Bay, the Institute provides participants the opportunity to expand transformational leadership skills, building a leadership a pipeline for Northeast Wisconsin. The Institute both embraces the Wisconsin Idea and serves the core and select missions of the University of Wisconsin-Green Bay in its commitment to inclusion, civic engagement, educational opportunity at all levels, and community-based partnerships. The Institute seeks to fulfill critical needs in the region and contribute to a robust, more broadly engaged and representative professional workforce and leadership. For more information visit the website www.uwgb.edu/womens-leadership 

*

RESOURCES:
International Leadership Association. “’Building Forward Better’ – Why Women’s Leadership Matters.” Amanda Ellis, 12 August 2020.
UN Women. Annual Report 2019-2020.
World Economic Forum. “Global Gender Gap Report 2020.” Insight Report.