We’re midway through Women’s History Month, but it doesn’t seem like much as changed since Congress declared its national observance in 1987.
A recent study showed that 35 percent of job gains for women have been in the low-wage sector. Women make up 75 percent of the low-wage workforce while comprising about 47 percent of the total workforce.
Campaigns like Facebook Chief Operating Officer Sheryl Sandberg’s “Lean In” movement raise awareness of the deficit of women in leadership roles and social constructs that limit women’s professional potential, as well as call for more aggressive leadership teaching for young girls (last week Sandberg announced a new movement to “Ban Bossy”). But what about the women already in the workforce, looking for a way to move up the ladder?
Michele Nealon-Woods, national president of The Chicago School of Professional Psychology, published a column Thursday in the Huffington Post about the benefits offered by including female leaders in an organization. She writes that a panel of college leaders showed that women brought compelling and diverse leadership stories that show that both genders can bring a wide range of knowledge to company leadership.
Where there’s diversity in leadership, there’s diversity in lessons to be taught and learned. How can including women in leadership affect an organization’s development?
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