Description
Book SynopsisBusiness Book Awards 2023 Finalist
'Read this and be the change that’s needed' Prof Helen Pankhurst CBE
'Here, at last, is a book that aims to change the narrative and fix the system. Every boss should have a copy.' Kate Bassett, Financial Times
'Joy clearly articulates the benefits of diversity and the systemic reasons it has proven elusive, but this book's power lies in its tangible and practical solutions.' Nathan Coe, CEO, Auto Trader Group Plc
Struggling to find ways to retain and reward women and meet your diversity targets?
Wondering why your female-led diversity initiatives are not working?
Don’t Fix Women reveals how achieving gender balance at work isn’t about ‘fixing’ the women, it’s about changing the system. Packed with simple, practical recommendations, this book provides a route-map to improve gender equality in your organization, develop a truly diverse, modern leadership culture, and reap the rewards that this brings.
Be informed: Learn from over 100 senior business leaders and CEOs about what they are doing to accelerate progress towards gender equality.
Be ahead of the game: Access research data, new tools and frameworks for your leadership kitbag.
Be the change: Discover practical actions to help you make change happen in your organization today.
As a ‘curator of confidence’, and with over 70 articles published on Forbes.com, Joy Burnford has inspired thousands of women across the globe to find their confidence. But this is only one side of the equation. Her research makes it clear that making women more confident isn’t enough: we also need to change the organizations they work for to clear the path for true gender equality.
Trade ReviewThis book is exactly what it says it is: a very practical guide to the structural issues in workplaces and society that have blocked women’s progress and a toolkit with ideas for fixing them.
* Financial Times *
Table of ContentsTable of Contents / Book structure
Endorsements
Foreword – Denise Wilson OBE, Chief Executive, FTSE Women Leaders Review (formerly Hampton Alexander Review) – pending approval
Introduction – How to retain, return and reward women\[Including C-Suite insights from: AutoTrader, Coutts, National Grid, Waitrose, London Stock Exchange, GSK Healthcare, Royal Bank of Canada, East of England Co-op, McKinsey]
Part 1 – Cultural frameworks – preparing the ground for greater gender equality
1. Flexibility – personalization, job sharing, alternative ways of working (eg compresesd hours), don’t do networking in eves etc
2. Allyship – context – why we need male allies (unconscious bias), sponsorship, reciprocal mentoring, employee resource groups
3. Coaching – creating a coaching culture to build confidence and employee resource groups.
Part 2 – Removing the obstacles that women face whilst on the path to leadership
1. Confidence challenges – enabling women to have confidence to progress in their careers, imposter syndrome, speaking up, visibility.
2. Hormonal challenges – the 4 Ms – monthlies, miscarriage, maternity, menopause.
3. Caring responsibilities – childcare, eldercare and self-care (wellbeing and resilience, managing mental load). Boundaries and avoiding out of hours networking etc.
Next steps: Navigating your route
Small must-have steps your organization can take to make big change happen, no matter where you are on the journey.
Glossary
Further resources
Acknowledgements
End notes
About the author
