percent of the requirements, while women wait to apply when they believe they meet 100 percent of the criteria.
Blame it on testosterone if you wish, but women don’t like promoting themselves, even when they want more responsibility and greater leadership. Women feel that their bosses should be able to identify talent and a woman’s contribution and promote her based on her accomplishments.
Howard instead of Heidi. While both groups found Heidi/ Howard to be competent, Heidi was viewed as “selfish” and “not the person you would like to work for” by both male and female students.
How can your company ensure greater diversity and avoid some of these limiting practices? Value women’s contributions (team building, collaboration) and reconsider what characteristics you are looking for in a leader. Create a gender-neutral environment, and identify and promote more women into management roles.
Apparently we do have some inherent bias toward the way women should act. Yale Psychologist, Victoria Brescoll found that male executives who spoke more often than their peers were rated ten percent higher in competence, while female executives were rated fourteen percent lower in competence, by both men and women!
A famous study at Harvard Business School gave students a case study of a female entrepreneur, Heidi Roizen. Half of the students received the same study with the name
Make your current CEO team accountable for promoting women and set targets for future hires and promotions.
When possible, offer networking and mentoring opportunities for the women in your current and future management team. Make sure your current female leaders are visible as well.
You know that creating a more diverse leadership team is the right thing to do and you know that it can increase your company’s profits as well. Let’s see if we can move beyond fourteen percent in the coming year and change the image of the trucking industry to be more welcoming for women.
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