Book & website – Be gender smart (Inge Woudstra, 2015)
A practical book based on some fascinating scientific research about the differences between men and women. The key message of Be Gender Smart is that men and women are different, and if we embrace, not just accept those difference we can be more effective and successful at work.
Article – How to create a workplace that works for women (Inge Woudstra, The Guardian, November 2013)
Women are different, yet coaching, mentoring and leadership programmes often focus on fixing women; helping them to do well in an organisation designed for men. Is that really the solution? Don't adapt, instead create a workplace that works for women. Here's how...
Article – The gender gap : Do women just need to negotiate better (Inge Woudstra, The Change Board, November 2015)
There’s been a lot of commotion in the media about the gender pay gap recently. Some people argue it’s only natural as men tend to work longer hours, and often work in areas where skills are remunerated higher...
Website – Resilience Institute
The practice of resilience is learning to be calm, energised, engaged, focused, and in flow. We empower individuals and organisations to be more resilient through leadership training, keynotes, online training and the Resilience Diagnostic.
Report – The myth of the Ideal Worker: Does doing all the right things really get women ahead (Catalyst)
In this report Catalyst continue to address the gender gap myths by using facts to dispel or confirm the conventional wisdom regarding the careers of these high potentials—the next generation
Report – Good intentions, great execution? Women get fewer of the hot jobs needed to advance (Catalyst, 2012)
Highly visible projects, mission-critical roles, and international experiences are hallmarks of “hot jobs.” They predict advancement, yet our findings show that women get fewer of these hot jobs than men.
Report – Moving Corporate Culture Moving Boundaries (McKinsey, 2013)
The results of a survey shows that corporate culture is twice as important as individual mindsets in determining whether women believe they can succeed.
Article – Why Diversity In Hiring Is Only One Part Of The Puzzle (FastCompany, May 2016)
Hiring diverse employees is all for nothing if your culture isn't inclusive enough to make them want to stay.
Study – Delegation as the key enabler for senior female leadership transitions: an exploratory study (Martine Van Den Poel, INSEAD 2012)
There are a large number of possible reasons why women fail to reach senior executive levels, such as their organizations’ subtle biases in not proposing women for senior positions, not giving them the stretch assignments needed to qualify for them or not giving them sponsors who rally for them...