Women and The World Economic Forum 2016: A World Far, Far Away

"Hey mister - look up! You're missing the best part..."

While selecting the image that would best capture my perspectives on this year's World Economic Forum, I came across this one showing a man with his head down and a fuzzy image of a woman walking by. That's how it feels sometimes - Women in Leadership are out front moving forward at a rapid pace yet some decision-makers may not see us because they're looking down (or backwards).

The World Economic Forum 2016 (#WEF) is now in the record books and there is much work to be done to continue building the world that a majority of us desire. As in years past I participated remotely, sometimes live streaming and sometimes through playbacks. Either way it was important for me to pay close attention to the state of our world as discussed by the best, the wealthiest, and the brightest through cutting-edge research, deliberate actions, and alarming foresight.

As expected WEF didn't disappoint with its long list of heads - Heads of State, Heads of Companies, Heads of Non-Profit Organizations, Heads of Research, Global Shapers, Young Global Leaders, Innovators, Entrepreneurs, Celebrities, and many others totaling 2500 individuals. It was noted many times that the number of women in Davos ticked up only slightly from previous years to 18% this year. WEF organizers ensured that women were represented in sessions, at press conferences, and during panel discussions. Women were everywhere in Davos - except where they weren't in the world far, far away.

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Since 2006, an extra quarter of a billion women have entered the labor force. And yet, the annual pay for women only now equals the amount men were earning TEN YEARS AGO

-World Economic Forum (Global Gender Gap Report 2015)

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Women and The World Economic Forum 2016

By now we recognize familiar stats on Women in Leadership from CEOs to the workforce population at large. Research and resolution initiatives continue to let us know the challenges we face on gender parity and to a large degree the solutions that will help us to close the gaps. The will to transform our world continues to grow. 

So if we know what's happening and we know what to do about it, then...

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Women in Leadership - A Call To Action

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This year one of the most exciting and effective discussions on gender parity occurred on the WEF main stage with Melinda Gates, Sheryl Sandberg, Justin Trudeau, Zhang Xin, and Jonas Prising moderated by Lyse Doucet on Progress Towards Parity. In addition to setting the baseline with stats and historical context, the panelists pivoted to solutions - really great solutions.

Melinda Gates (Co-Founder of Bill and Melinda Gates Foundation) emphasized the crucial importance of health, planning, and role modeling. Sheryl Sandberg (COO of Facebook, LeanIn.org) delivered insights on the toddler wage gap and cultural expectations. Justin Trudeau (Prime Minister of Canada) highlighted women's frequently low expectations of themselves in politics and the need to step forward. Jonas Prising (CEO of Manpower) noted that women are more educated than men, resulting in "sub-optimization on a massive scale" when women aren't leveraged fully. Zhang Xin (Co-Founder and CEO SOHO China) shared reflections on a society where everyone worked and where women are seen as natural entrepreneurs. 

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...goals are only wishes unless you have a plan

-Melinda Gates, Co-Founder of Bill and Melinda Gates Foundation

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Additionally there were questions from the audience on gender and race, gender and faith, and male engagement. Denise Bradley-Tyson (President of San Francisco Film Commission, Entrepreneur) added context on gender and race where stats are dismal across the board. Defined as "double-jeopardy", gender bias comes with an intense set of expectations that have to be realigned.

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Denise Bradley-Tyson (President of San Francisco Film Commission, Entrepreneur)

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This progressive panel weighed in heavily with 21st century mindsets about ways to change what ails us. Here's a short list of their recommendations to help bring gender parity closer to the here and now:

• [1] Role model new expectations at home and at work
• [2] Redistribute the workload at home and at work
• [3] Secure sponsors versus mentors for career support
• [4] Join support orgs and don't try to go it alone

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So what's my plan?

My mornings often begin with journal entries followed by lots of research, reading, and sharing - lots of reading. Then I share what I've read with my daughter on the way to school. Our commute is quite long so we have lots of time to talk. Though she's still a preteen I want her to have benefit of extensive knowledge - and a plan. 

Sometimes she wishes I would just let the radio play (and I do - occasionally).

I share with her news about what's happening with the The Future of Jobs and how her life and contributions benefit the world. We talk about her vision for school, work, and family. We talk about why it's important for her to know how to code. We talk about STEM careers versus traditional careers - and why she must choose paths that are less traveled. We share tips about music, fashion, pop culture, entrepreneurship, and her friends...all the while I'm helping her to set expectations and plan her future.

We also talk about the UN Sustainable Development Goals and which ones we want to focus on together and separately. It's hard to choose, but it's necessary in order for us to be most effective with our resources. Gender Equality (#5) is my choice and No Poverty (#1) is hers. Our plans are interwoven into our lives through the activities and organizations that we participate in or through the initiatives that we drive.

My plan-in-motion is to first set the example for my daughter and then to role model, support, and sponsor others as they build plans of their own. So far it's working...  

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UN Sustainable Development Goals

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Leaders - what's your plan to help bring gender parity from a world far, far away to right here, right now?

Keep the conversation going with a like, a relevant comment, or a share.

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Let's keep climbing!

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Act Like A Lady, Think...

Do you think the rest of the title should say "...Like A Man"?

 

You'd be right if you were talking about Steve Harvey's book Act Like A Lady, Think Like A Man. The book is a candid examination of male-female relationships and is a favorite to millions around the world including me. You'll have to read it yourself to get all of the juicy details.

The title and the concept are quite appropriate for Women in Leadership. Steve notes that there are 3 Ps for men in relationships: (1) profess, (2) provide, and (3) protect. I believe that there are 3 Ps for men in leadership as well: (1) pretend, (2) pursue, and (3) payoff.

This topic gets many of us riled up over the implication that we need to "be" like men in order to excel in leadership. I beg to differ. We don't need to "be" like men. The image of Katharine Hepburn dressed like a man carries home the point that there are ample female brains and tremendous savvy available to get the job - any job - done. In fact there's half a globe worth.

Since the gender imbalance is so severe in leadership, it's important to know what many men think about leadership and to leverage that awareness during our corporate climb or entrepreneurial pursuits or however it suits us. There's a bit of tongue-in-cheek word play swirling around in this article, but make no mistake this advice is serious business.

NOTE: I'm only listing male perspectives related to leadership that are helpful for women. The idea that it's OK to leave the toilet seat up isn't worth considering!

 

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Women in Leadership - Call To Action

 

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Pretend, Pursue, Payoff

To dispense with the scoffs and pushback on the insights provided, I've relied on the stellar wisdom of three incomparable male leaders to shine a light on ways to navigate and move forward in leadership.

• Pretend - Don't wait until you reach 100%!
• Pursue - If the rules don't work, then change them
• Payoff - Determine what's in it for you

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Pretend - Don't wait until you reach 100%!

Yesterday an article discussed differences between men and women's perspectives when pursuing roles. The author challenged the premise that women tend to wait until 100% of qualifications are met before pursuing an opportunity while men typically move forward with 60%, alluding to a lack of confidence for women. The reality as told by one thousand respondents didn't confirm the formerly reported lack of confidence. Rather the top reason for both men and women for not pursuing opportunities was the desire not to waste time due to lack of qualifications.

The truth is somewhere in between confidence and pragmatism. In the end, a significant male perspective is to pretend, land the opportunity, and adjust along the way. The term pretend has been used in the best possible way, meaning to ignore limitations and move forward in spite of them.

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Part I: "Use the formula P=40 to 70, in which P stands for the probability of success and the numbers indicate the percentage of information acquired."

Part II: "Once the information is in the 40 to 70 range, go with your gut."

 

American Statesman, Retired Four-Star General Colin Powell

 

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Pursue - If the rules don't work, then change them

The narrative of innovation shouldn't stop at technologies or products or companies, it also applies to moving forward in one's career and in life. If we're not innovating and leading our own lives, then who is? We can say that the game is rigged by culture, by history, and by personal limitations - and we'd be right. However, we have the ability to change the future collectively or one at a time.

As Sheryl Sandberg points out in Lean In, "First we must decide that true equality is overdue and will be achieved when more women rise to the top of every government and every industry. Then we must do the hard work of getting there." There's no rule that says you have to take a traditional route to the top of wherever it is you'd like to go. If the rules don't work for you, then change them.

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And as smart as she [Katherine Graham, Washington Post CEO] was, as high grade as she was, you know, as famous as she became, right to her dying day, you know, she had that little voice inside her that kept repeating what her mother had told her a long time ago [women weren’t as good as men in business].

 

So everybody should get a chance to live up to their potential. And women should not hold themselves back. And nobody should hold them back. And that’s my message."

 

Business Magnate, Entrepreneur, Investor, Philanthropist Warren Buffet

 

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Payoff - Determine what's in it for you

At the core of all reasons for moving forward are the advantages that we receive personally. The primary driving force for men and women is typically different. As demonstrated by Bill and Melinda Gates during their TED talk, there are two strong sides to their whole effort of changing the world by giving away their wealth.

Bill's path is big data and analytics. Melinda's path is meeting with people on the ground and understanding their needs which she then uses to align with big data and analytics. Together they collaborate on solutions which often turn out to be different than either of them originally believed. Their payoff is changing the world. When it comes to your leadership journey, you have to determine what's in it for you and then move towards it.

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...You change systems. In the US we're trying to change the education system so it's just for everybody and it works for all students. That to me really changes the inequality balance. That's the most important.

 

 

 

Business Magnates, Entrepreneurs, Inventors, Philanthropists Bill and Melinda Gates

 

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Back to the question at hand

Should we Act Like a Lady, Think... or Act Like a Lady, Think Like a Man? Either way is fine with me as long as I'm pretending, pursuing, and getting the payoff that strengthens my leadership capabilities and contributions along the way.

 

 

What do you think? Contribute to the conversation in the comments section.