Change model

Ever attend an event about women in leadership or gender diversity and find that 80% or more of  attendees are women?  We have multiple times.  And we are convinced that this imbalance contributes to the slow progress in achieving better gender balance at leadership levels.

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The role of men is central to our  change model, when we created the #WomanUp Action Plan  and which maps out how  businesses can achieve systemic change.  The three levers for change need to work in symmetry to achieve tangible breakthroughs.

 

Where those circles - culture, leadership and women - intersect is where the real benefits lie for:

 

• Businesses which can leverage more talent and achieve better business results

• Women, more of whom will decide to, and be encouraged to, move into leadership roles

• Men, who as managers, colleagues, fathers, relatives or friends of women in the workforce, will derive workplace and societal impacts

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There was 30 actions included in our plan to implement this change model - actions  leaders (men and women), for businesses (in relation to corporate culture) and for women (who want to progress to leadership roles.)

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