HRO Today November 2016 - 65
Diversity and Inclusion
Organizations today are
being labor-compliant by
not discouraging women
from applying for jobs
or excluding qualified
female candidates from
consideration. This
approach, while logical,
doesn't eliminate gender
representation problems.
women. Oftentimes, these practices are developed
or designed by executives who are unaware of the
ingrained sexism that can influence actions and decisions.
Second-generation bias is often unintentional and may
not even be recognized until an attempt is made to
uncover it. Because such bias often goes unchecked,
today's literature on gender dynamics in the workplace
frequently cites it as an explanation of why it is taking so
long to break the glass ceiling; why there is still such low
representation of women in senior-leadership roles; and
why pay disparity still exists, among other issues.
Organizational development consultants often witness
second-generation bias firsthand. Many organizations
with diversity issues end up focused on " checking
boxes " instead of developing the best, strongest, and
most dynamic team. In other words, they are simply
being labor-compliant by not discouraging women
from applying for jobs or excluding qualified female
candidates from consideration. This approach, while
logical, doesn't eliminate gender representation
problems. Women also need more access to jobs and
more opportunities to take the lead and be change
agents.
Women may be perceived negatively for showing
the very attributes admired in male leaders, such as
assertiveness, confidence, and persistence, which
perhaps, causes them to be judged as difficult or harsh.
But research disagrees. A recent research study from
Caliper on top-performing women leaders looked at the
personality dynamics most consistent with success across
different industries. The study found that the personality
traits most closely associated with successful male leaders
are the same for female leaders: a straightforward
communications style; an orientation toward taking
decisive action and risks; and proficiency in solving
complex problems.
Successful women leaders in the study showed
a preference and potential for transformational
leadership-the approach considered most effective in
today's complex business environment. In contrast with
transactional leadership, transformational leadership
inspires employees and encourages them to rely upon
their internal motivations to perform. The managers who
use it can increase employee engagement by connecting
with team members, encouraging them, supporting
their development, and explaining how each employee's
efforts connect to the organization's strategies and goals.
The challenge becomes changing organizational cultures
so that second-generation bias is eliminated, and,
based on the experiences of HR professionals, a lot of
companies need to change their cultures. Alas, such a
paradigm shift won't happen on its own. So, how can
aspiring women leaders drive the change instead of
waiting for it to happen?
More than anything, women need to assume
responsibility for their career trajectories by setting
clear goals and priorities, identifying potential barriers
before they are encountered, and consistently developing
strategies and skills. It may take time to reverse wellentrenched
biases toward women leaders, but women
NOVEMBER 2016 | www.hrotoday.com
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HRO Today November 2016
Table of Contents for the Digital Edition of HRO Today November 2016
HRO Today November 2016 - 1
HRO Today November 2016 - 2
HRO Today November 2016 - 3
HRO Today November 2016 - 4
HRO Today November 2016 - 5
HRO Today November 2016 - 6
HRO Today November 2016 - 7
HRO Today November 2016 - 8
HRO Today November 2016 - 9
HRO Today November 2016 - 10
HRO Today November 2016 - 11
HRO Today November 2016 - 12
HRO Today November 2016 - 13
HRO Today November 2016 - 14
HRO Today November 2016 - 15
HRO Today November 2016 - 16
HRO Today November 2016 - 17
HRO Today November 2016 - 18
HRO Today November 2016 - 19
HRO Today November 2016 - 20
HRO Today November 2016 - 21
HRO Today November 2016 - 22
HRO Today November 2016 - 23
HRO Today November 2016 - 24
HRO Today November 2016 - 25
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