Why women aren't CEOs

Tari's LinkedIn post 28 July 2017

I city girl, I signed up to a self defence course for women decades ago. Apparently women find it hardest to scream and punch, so these were the first things we were taught to do. Reading this excellent article, it seems that we're still finding it difficult to push ourselves forward. Coupled with a number of other factors including the male game in corporate and political life with rules women are not always privy to, it is no surprise that achieving parity in the C-suite seems a long way away. But try we must. This is not a task for women, but for men and women, working together. It is not addressed in this article, but analyses after analyses demonstrates that a diverse leadership team delivers improved performance for the organisation. So keeping women out of the C-suite may make incumbent men feel better and more secure, but it is irresponsible, and shareholders should ask tough questions to CEOs and management teams.

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Panic and the absence of leadership

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From change and transformation to sustainability

"...only if the lightbulb wants to change..." Like or hate it, Brexit will bring enormous change for businesses through transformed regulation, trade policies, labour laws, new financial management, and many other challenges. "...while Britain and Europe are negotiating over what happens to European Union citizens who now work in Britain (as well as Britons who work in other European Union countries), no-one is sure how these ralks will go..." ( NYT Sept 18, 2017 ). Many employees' lives will be transformed in deeply personal ways. They may need to move to a different country, they may be working under a different regime or leadership. Their hours of work, pay scales and contractual obligations may change, their reporting lines and accountability shifted, their place of work reorganised. They may need to get used to a new corporate culture. Sounds familiar? Any change in an organisation needs to be embraced, lived and supported by its most precio

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