- Abu Dhabi, 100
- Acknowledging:
- of inappropriate remarks or behaviors, 85–87
- of women, 140–147
- Al Gurg, Raja Easa,
- Alkhudair, Khalid, 164
- American Express, 23
- Annis, Barbara, 131
- Annis–Gray diagnostic survey, 147
- Annual reviews, 81
- Apologizing, for inappropriate remarks or behaviors, 85–87
- Arup, 158–159
- Assumptions, avoiding, 133, 134
- The Athena Doctrine (Gerzema), 103
- Athletes, 41–42
- Awkward situations, 76–77
- Balkin, Yuriy, 140
- Barclays, 23
- Barra, Mary,
- Barton, Dominic, 10, 15
- Benevolent sexism, 73–74
- Benioff, Marc, 81
- Bias:
- status quo, 103
- unconscious, 22, 25–28, 81–83
- witnessing, 87–90
- Birks, Francesca, 159
- Boards of directors, 51
- Bonderman, David, 13
- “Bossiness,” 72
- Boston Consulting Group, 132
- Brain, information processing by, 26
- Brizendine, Louann, 24
- Business case for gender balance, 36–38, 44–53
- Cambridge Associates, 124
- Cartier Women's Initiative, , 140
- Casadevall, 117
- Casey, Dennis, 42
- Catalyst, 61
- Catz, Safra,
- Center for the Study of Men and Masculinities, 89
- Chan, Elsa T., 107
- Change, and engagement of front-line leaders, 10
- Chatham House, 70
- The Checklist Manifesto (Gawande), 178
- Cherie Blair Foundation, 140
- CK, Louis, 13
- Clavellina, Aline, 144–146
- Coaching, 41–42
- Columbia University, 13, 46
- Compensation reviews, 81
- Correll, Shelley, 112
- Cranfield International Centre for Women Leaders, 60
- Cranfield School of Management, 22, 60
- Creativity, 16
- Credit, taking, 147
- Crying, 115
- Cultural differences, 82, 110
- Culture, organizational/workplace, 23–24, 69–76
- “Culture fit” questions, 108
- Cummins, 100–101
- Decision making, 16
- Decision pyramid, 64
- Direct constructive feedback, 114
- Discrimination, witnessing, 87–90
- Diversity:
- benefits of, 52
- Mike Gamson on, 35
- in meetings, 52–53
- Christopher Mims on, 49
- Dubai, 100
- Easa Saleh Al Gurg Group,
- Education rates, 20
- Eliminating (undesirable behaviors), 62, 67–91
- in awkward situations, 76–77
- checklist for, 179
- example of, 78
- and future planning, 77
- guidelines for, 79–91
- microagressions, 69–76
- and what women want, 68
- and workplace culture, 69–76
- Emotions, 74
- Encouraging, 62, 129–151
- and avoiding assumptions, 133, 134
- checklist for, 179
- example of, 136
- guidelines for, 135–150
- and letting women be heard/acknowledged, 140–147
- and proactively mentoring, 137–140
- and providing professional development opportunities, 148–149
- and recognizing women for their efforts/results, 147–148
- self-assessment, 150
- and valuing/appreciating women, 131–134
- and what women want, 130
- “Endearing” names, calling women by, 72
- Endeavor, 140
- Engaging, 63, 153–166
- checklist for, 179
- example of, 159
- and future planning, 158
- guidelines for, 158, 160–166
- and understanding women's challenges at work, 155–156
- and what women want, 154
- “work-keeping” vs., 157–158
- Equality, return on, 48
- Ernst & Young Global Limited,
- Expanding, 62, 93–127
- checklist for, 179
- example of, 100–101
- and future planning, 98
- and giving feedback, 95–98, 112–115
- guidelines for, 99, 101–126
- and insufficiency of removing structural barriers, 95
- and interactions with female colleagues, 109–112
- and investing in women-led businesses, 122–125
- and recruiting practices, 102–109
- self-assessment, 126
- and sponsoring high-potential women, 115–121
- and what women want, 94
- Facebook,
- Federal Reserve Bank of Kansas City, 137–139
- Feedback, giving, 95–98, 112–115
- The Female Brain (Brizendine), 24
- Fiske, Susan, 73
- 500 Startups, 13
- Flip It to Test It approach, 83
- Fortune 100 companies, 23
- 4M Designers, 164
- Fourth industrial revolution, 56, 58
- Friedman, Adena, 117–118
- Front-line leaders, engagement of, 10
- Front-line managers, 22
- Future planning:
- and eliminating undesirable behaviors, 77
- and encouraging, 134
- and engaging, 158
- and expanding, 98
- Gamson, Mike, on diversity, 35
- Gawande, Atul, 178
- GDP (gross domestic product), 15, 50
- GE (General Electric), 131
- Gender balance, 35–53
- business case for, 44–53
- objections to attempts to achieve, 39–44
- and winning, 36–38
- women's role in achieving, 38–39
- Gender equality, stalled march to, 55–56
- Gender gap, global, 20
- Gender parity:
- benefits of, for everyone, 15–20
- meaning of, 29
- stalled progress in quest for, 20–25
- traditional approaches to achieving, 14
- General Electric (GE), 131
- General Motors (GM), , 23
- George, Esther, 137–139
- Georgia, Republic of, 11
- Gerzema, John, 103
- Ghaffari, Kuros, 163
- Gilbert, Wade, on athletes' motivation, 41–42
- Glick, Peter, 73
- Glowork, 164
- GM (General Motors), , 23
- Google, 149
- Gray, John, 131
- Gross domestic product (GDP), 15, 50
- G20 nations, 70
- Guidelines:
- for eliminating undesirable behaviors, 79–91
- for encouraging, 135–150
- for engaging, 158, 160–166
- for expanding, 99, 101–126
- Guiding truths, –8
- Guillén, Mauro, 103
- Harvard Business School, 16
- Hekman, David R., 107
- HerCareer.pk, 164
- HerFloor, 164
- Hewlett Packard, 108–109
- High-potential women, sponsoring, 115–121
- Hoeing, Tom, 138–139
- Hollywood, 13–14
- Howe, Darcy, 171–172
- Inappropriate remarks and behaviors, apologizing for, 85–87
- Inappropriate touching, 74–75
- Incomes, 16
- India, 82
- Industrial revolution, fourth, 56, 58
- Information processing, by the brain, 26
- Interactions, with female colleagues, 109–112
- International Finance Corporation, 51
- Interruptions, 140, 142
- Interviews, structured, 107–108
- Invesco, 124
- Investing, in women-led businesses, 122–125
- Investing in Women Study, 51
- Jaber, Tamara Abdel, 122–123
- Jain, Trupti,
- Job ads, 104, 105
- Job candidates, 107
- Job descriptions, 104, 105
- Johnson, Stefanie K., 107
- Jokes, 86
- Jordan, 122, 125
- Kalanick, Travis, 12
- Kanze, Dana, 13
- Kelan, Elisabeth, 22, 60, 63
- Kilani, Khaled, 122–123, 125
- Kimmel, Michael, on men challenging other men, 89
- KPMG, 164
- Lamasney Perez, Lourdes, 117
- Lauder Institute, 103
- Lauer, Matt, 13
- Leadership, gender-balanced, 51
- Leadership ambition gap, 132
- Liew, Jeremy, 122
- Lightspeed Venture Partners, 122
- LinkedIn, 35
- Listening, 143–144
- Locker-room banter, 43
- Lucas Point Ventures, 46, 122
- Luebkeman, Chris, 159, 162
- Macroaggression, 69
- The Male Brain (Brizendine), 24
- Managers, 22
- “Mansplaining,” 143
- Matfield, Kit, 104
- McClure, Dave, 13
- McGinn, Kathleen L., 16–17
- McKinsey & Company, 10, 14–15, 50, 61, 102, 155
- Media sector, 13–14
- Meetings:
- amplifying voices of women at, 142–144
- diversity in, 52–53
- eliminating undesirable behavior in, 78
- locations for, 80
- scheduling, 79–80
- social get-togethers vs., 111
- Men:
- education rates for, 20
- focus of, in professional settings,
- as managers, 22
- similarities between women and, 25
- Men's room, talking in, 97–98
- Mentoring, proactive, 137–140
- Mentors, sponsors vs., 116
- Merrill Lynch, 172
- #MeToo movement, , 13–14, 86
- Mexico, 12
- Microagressions, 69–76
- Microsoft, 23
- Middle East, 82
- Middle managers, 22
- Mims, Christopher, on value of diversity, 49
- Modern workplace, 23–24
- Motivation, of female vs. male athletes, 41–42
- Muizz, Abdul, 164
- Nasdaq, 117
- The National, 101
- Networking, 111–112
- New York Times, 26
- Noland, Marcus, on profitability of having women in the C-suite, 47
- Nooyi, Indra, , 141
- Note-taking, 162
- Objectification of women, 43, 70
- Occupational choices, 17
- Office hours, 23
- “Office-keeping,” 155–158
- Ogilvy, 117
- Oracle,
- Organizational culture, 23–24
- Ouenniche, Rachid, 100–101
- Overnight stays, 80
- Pakistan, 164
- Palma, 122–123
- Patriarchal societies, 82
- PepsiCo, , 141, 160
- Peterson Institute, 47
- Pirlot, Clémentine, 70
- P&L opportunities, 131–132
- Political rights, 55
- Power to Fly, 124
- Pressman, Ron, 131
- Pressner, Kristen, 83
- Proactive mentoring, 137–140
- Procter & Gamble (P&G), 12, 23
- Productivity, 50
- Professional development, providing opportunities for, 148–149
- Profitability, 16, 47
- Property rights, 55
- Pujol, José María, 117
- PwC, 23, 45
- Questions, “culture fit,” 108
- Quinton, Adam, 46, 122
- Recognizing, 147–148
- Recruiting practices, 102–109
- Return on equality, 48
- Returnships, 107
- Reviews, compensation, 81
- Rietbork, Robert, 160
- Roche, 83
- Rose, Charlie, 13
- Salary reviews, 81
- Salesforce, 81, 107
- Sandberg, Sheryl,
- Saudi Arabia, 164
- Schedules:
- for meetings, 79–80
- work, 84–85
- Schwab, Klaus, 56, 58
- Self-assessments, 113, 133–134
- Self-confidence, 133
- Sexism, 70, 73–74
- Sexual innuendo, 75
- Share prices, 16
- Shlieienkov, Sasha, 70–72
- Simard, Caroline, 112
- Social get-togethers, 111
- Social rights, 55
- South Africa, 12
- Speaking times, 144
- Sponsoring, of high-potential women, 115–121
- Stanford University, 112
- Status quo bias, 103
- Stereotyping, 39–40
- Sterneck, Robin, 131–132
- Stony Brook University, 89
- Structural barriers, removing, 95
- Structured interviews, 107–108
- Sweden, 73, 123–124
- Team, building a, 37, 41
- Technology companies, 133
- Techstars, 140
- TEDWomen, 158
- Time's Up movement, 14
- Touching, inappropriate, 74–75
- Treating women differently, 40–44
- Trump, Donald, 12, 26
- 20-first, 61
- UAE, 12
- Uber, 12–13
- Ukraine, 12, 140
- Unconscious bias, 22, 25–28, 81–83
- Undeterred (Anderson), , 17, 38
- Undoing gender, 63
- United States, 12
- U.S. State Department, 163
- Venture capitalists (VCs), 13, 73, 83, 122–125
- Visibility, increasing, 146–147
- The Wall Street Journal, 15, 49
- The Way WoMen Work (website), –8
- WE 4.0 At a Glance, 32, 174–177
- WE 4.0 Checklist, 32, 178–179
- WE 4.0 framework, , 55–65
- benefits of utilizing, 63–65
- functioning of, 167–170
- overview of, 60–63
- and stalled march to gender equality, 55–56
- and three stages of women's rights, 55
- you as integral part of, 170–173
- Weinstein, Harvey, 13
- Wittenberg-Cox, Avivah, 61
- Women:
- advancement of, 29
- describing, 82–83
- educated, as underutilized asset,
- education rates for, 20
- focus of, in professional settings,
- macroaggression against, 69
- microagressions against, 69–76
- objectification of, 43, 70
- purchasing power of, 36
- role of, in achieving gender balance, 38–39
- similarities between men and, 25
- Women-led businesses, investing in, 122–125
- Women's Networks, 131
- Women's rights, three stages of, 55
- Woodfield, Andy, on progression for women, 45
- Working hours, 83–84
- Working together, 29
- “Work-keeping,” 155–159
- Workplace culture, 69–76
- Workplace rights, 55
- Workplaces, modern, 23–24
- Work with Me (Annis and Gray), 131
- World Economic Forum, , 55, 56, 58
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