当杰拉尔丁。费拉罗竞选副总统在1984, I was in high school. When Sarah Palin ran 24 years later, I was a partner at management consulting firm Oliver Wyman, raising toddlers.
Today, I am managing partner of the health care business at Oliver Wyman and chair of diversity and inclusion. I could not be happier to see Kamala Harris become the first woman finally elected vice president of the United States. I also believe it should not have taken us this long. So how do we capitalize on this moment and drive more progress, especially in business?
C-suite executive says inclusion and diversity are priorities. America’s workforce is filled with accomplished women. However, women are still passed over for the most senior leadership roles.
Women older than 16 account for about half of employees, according to the劳动部。Yet fewer than 6% of the chief executive officers of the 3,000 largest companies in the United States are women, and only one in four executives is a woman, based on a华尔街日报study。
Oliver Wyman研究人员与160多名高级女性领导人交谈，并在性别领导差距上调查了300多名男性和女性高管。We foundthat while men and women appear to be playing the same game, we have different interpretations of the rules. No wonder, then, that there is so much frustration, and that women are losing.
Rule 1: Know What Makes a Great Leader
Executives who care about diversity should examine the track in their companies to senior management.
Rule 2: Know What Gets You Promoted
Women rank being “results-driven” as No. 3 in the top keys to promotion. Men rank it No. 10. Does this mean men do not care about results? No. But it does mean that men and women focus on different priorities.
Rule 3: Know How to Be Likeable
As a society, we tend to expect different behaviors of women versus men. At the same time, Rule No. 1 says senior leadership positions go to the direct and decisive. The dilemma is that these qualities run directly counter to what society often expects from women.
结果？直接和决定性对一个男人来看起来不错，但女人的行为往往被视为专横和磨蚀。因此，如果领导者应该是直接和决定性的，妇女似乎没有运气。他们陷入困境;要么他们可以被视为不直接和决定，足以制造伟大的领导者或者太过性和磨蚀性是可爱的。这是一个游戏，女性必然会失去 - 所以他们做得太过频繁。
What can you do in your organization to make a difference and accelerate progress?
Sponsors are even more critical for women because their advocacy levels the playing field by effectively neutralizing unconscious biases. They also help women navigate and avoid pitfalls that result from the different assumptions we have about what is required for success and the path to senior leadership.
Do you want to ensure your daughters or granddaughters don’t face this same situation in another 20 years? If so, get curious and work to understand the biases we all have, and how they impact your organization.