1. Get a Grip – review the efficacy of what you have been trying to do for the last decade – and measure actual progress on hiring, retaining and promoting more gender balanced teams.
2. Be Politically Incorrect – have an honest debate, at the most senior levels, about what is working and what isn’t - and why.
3. Focus on Leaders First – get the Executive Committee to debate whether this is a strategic issue for your business, or not. If it is, get one of them to lead the charge, complete with budgets, targets, and teams. If it’s not, drop it.
4. Commit and Convince – get the Executive Committee to spell out a convincing business case for the company, one that they not only buy themselves, but can also sell to their colleagues.
5. Forget Females – Don’t make this a women’s issue, led by a woman, focused on ‘helping’ women to advance. Make it a business issue, led by the Executive Team, who should be seen to be accountable.
6. Get the Guys to Buy It –Invest the time and money to make ALL managers understand WHY gender balance is good for the business, and HOW they can individually make it happen.
7. See the Systemic Side – A lot of the obstacles to gender balance are imbedded in 20th century processes of companies that need updating for 21st century realities. From recruiting and retention to succession planning and mobility, root out unconscious gender bias.
8. Talent AND Markets – Gender balance is often seen as an HR issue, yet some of the biggest business opportunities lie in better harnessing the combined potential women as well as men as consumers, purchasing-decision makers and stakeholders.
9. Let Numbers Do the Talking – Measure real progress and make managers accountable for it.
10. Celebrate REAL Progress –put both male and female role models forward and celebrate the benefits of gender balance – for your employees, customers – and shareholders.
By Avivah Wittenberg-Cox