HRO Today November 2016 - 66
Diversity and Inclusion
Second-generation
bias is the result of a
business practice or
organizational culture
appearing to be unbiased
or gender-neutral on the
surface while implicitly
discriminating against
women.
don't have to accept the status quo and simply avoid the
difficult conversations that need to take place if they are
to progress their careers. What are some approaches that
can help?
* Actively defining a personal brand. This is a key to
shaping perceptions about one's capabilities, potential,
and value. Ultimately, women have to visualize how
they want to be perceived by colleagues then hone
their skills to turn their vision into a reality.
* Illustrating leadership qualities. Women can start by
making integrity the hub of their brand. From there,
they can work on defining intended communication
and decision-making styles, as well as a professional
presence. Decision-makers have their own vision about
what success looks like; an employee's job is to exude
it by marketing themselves as a capable, credible
resource-with their own distinctive style.
[66]
HRO TODAY MAGAZINE
| NOVEMBER 2016
Getting to the Top
How can women make their way into leadership
roles? Women need to place a strong focus on
setting career trajectories by:
* setting clear goals and priorities;
* identifying potential barriers before they are
encountered; and
* developing strategies and skills.
It may take time to reverse well-entrenched
biases toward women leaders, but women don't
have to accept the status quo and simply avoid
the difficult conversations that need to take place
if they are to progress their careers.
* Mentoring future leaders. Those who pave the way for
others are usually eager to help, and in some cases,
to act as mentors (either inside or outside of their
organization). Their insights and experiences can help
women cultivate their brand and avoid landmines, some
of which may not have been considered. Don't forget:
men can also be impactful mentors. Don't exclude them
from the list of possible mentors.
* Growing a network of leaders. Go a step further and
create a women's network of like-minded professionals
who can share stories, ideas, and strategies. Upward
mobility becomes more tangible when women act as
their own advocates.
The realization that women have agency is a powerful
one, but sometimes their instinct is to spend time
focusing on what they lack rather than on what they
possess. Studies show that businesses with women in
senior positions and on their boards usually perform
better financially than companies run exclusively by men.
How can female professionals change that story? Perhaps
by understanding that they may be precisely what their
organization needs.
Cyndi Sax is the senior vice president of consulting services with
Caliper.
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
HRO Today November 2016 - 26
HRO Today November 2016 - 27
HRO Today November 2016 - 28
HRO Today November 2016 - 29
HRO Today November 2016 - 30
HRO Today November 2016 - 31
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HRO Today November 2016 - 33
HRO Today November 2016 - 34
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