Sessions

It is beyond debate that organizations perform better financially and are healthier culturally when there is gender diversity, particularly at the top. It is also beyond debate that, while we have made significant progress, women are still materially under-represented in board and leadership positions. Among other issues, the program covers both systemic and implicit bias in areas, such as hiring, access to meaningful assignments, pay equity, performance appraisals and work-life management. You will learn about:

• Recognizing unconscious bias in hiring and promotions and consciously developing guard rails to mitigate these risks.
• Establishing effective compensation practices that allow for negotiations but don’t perpetuate the gender gap.
• Developing systems that help employees juggle work and life so they don’t abandon the former to achieve the latter.
• Developing assignment systems so that there is equal access to plum opportunities.
• Reviewing your evaluations (under privilege) to see if stereotypic assumptions or double standards under-value or disparage women of strength.
• Identifying and addressing and micro-inequities and micro-aggressions.