Xaxis

#ShowUsYourLeavehttps://twitter.com/GroupMWorldwide/status/1501583138287407108 …

Learn more about #IWD and check out their resources here: https://www.internationalwomensday.com/About  - free guidance & resources - showcase of women creatives - platform for collaborative purpose-driven missions - speakers register for IWD - women-owned biz IWD supplier directory - and more!

Many employers now publicly publish annual DEI reports and participate in various indices and accolades. -- We are moving to a very exciting time in history where the world now "expects" diversity, equity and inclusion. The world notices its absence and celebrates its presence.

Now the world expects inclusivity (cont): As expectations rise and info spreads faster and wider than ever before, orgs face unprecedented scrutiny from candidates, consumers, communities, investors, governments, & the media in terms of their support for and treatment or women.

Now the world expects inclusivity: And so here we are. Movements like #MeToo, #TimesUp and the significant global rise in #IWD activity in every corner of the world—along with the many female-focused days and initiatives around the world - mean gender is firmly on the agenda.

Men as allies: More recently, men as advocates/champions of change has been recognized as a major trend in accelerating women's equality. Many progressive CEOs & influential leaders have committed publicly to helping build diverse/inclusive orgs that challenge stereotypes & bias.

The # of women's conferences/networks also increased significantly—and continue to play an important/necessary role globally. As did the volume of gender-related research—new insight, new terms/understandings, new phrases, measurement; hard facts and #'s; incremental data.

The introduction of "Top Company" and "Top Women" style lists occurred and increased in popularity, with the # of new lists launched each year increasing exponentially.

Change the org (cont): Areas like 'women in the boardroom' escalated, as did more diverse recruiting, inclusive talent pipelines, and attention to wider diversity groups beyond gender such as race, LGBT+ and so forth.

Change the organization: The 1990's and noughties focused on organizational development: "Maybe if we change or fix the organizational structures, women will thrive?"

Fix the women (cont): into existing patriarchal structures and organizations if they were to succeed (all while still being a superwoman in the home). Shoulder pads, power suits, high heels and a loud voice were in fashion.

Fix the women: The 1980's saw an array of 'Fix the Women' programs that were well-meaning in trying to help women become more confident, visible, well-networked and assertive—but many reinforced a notion that women needed to "act like men" and "fit"