Companies Seeking Bottom Line Benefits of Gender Diversity Must Listen to their Women

Male-dominated-field I am aware that more companies are interested in the bottom line benefits of having good ideas driven by gender diversity to attract the 80% of consumer spend that is made by women. However, once they have women on staff – do they listen the the "groundbreaking" ideas they say they want? Nancy Woodhull, who works with newspapers to help them win more women readers, has observed that women editors have a harder time getting their story ideas accepted. She explains that many stories are decided by the "gut feelings" of editors and so are easier to argue against if the story a female editor brings does not grab the gut of her male colleagues in a group meeting -which is where many company decisions are hashed out. To this end, the employers is not taking full advantage of the ideas a diverse workforce could bring – and women in turn learn to stop bringing ideas that her male colleagues won't like, which sadly nullifies the whole process. This in the end, leaves women feeling unheard and becomes a barrier to effective communication. Are you adequately listening to the women in your organisation to truly get the benefits gender diversity can bring?

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