Description
Book SynopsisNever before has there been such a confluence of international attention to the economic importance of women and the need for policies to enable them to fulfil their potential. The position of women - as employees, consumers and leaders - is seen as a measure of health, maturity and economic viability.
Trade Review"This powerful new book analyses the opportunities available to companies that really understand what motivates women in the workplace..." (Women-omics.com, October 9th 2008)
"Wittenberg-Cox & Maitland have opened new ground (and) added a useful dimension to the debate" Management Today, February 2008)
"Offers many fascinating findings on the roles of women today... a highly collaborative book" (People Management, Thursday 7th February 2008)
"...a cheering alternative to the traditional whinge about men holding women back in the workplace" (Financial World, February 2008)
"step-by-step guide for mangers on how to create growth by valuing the input of both women and men" (theglasshammer.com. Tuesday 5th February 2008)
" need Maitland and Wittenberg-Cox to spell out the persistence of "soft" barriers and spur the politicians to demand reforms." (commentisfree.guardian.co.uk)
"At least someone is talking sense, and we shouldn't be surprised that it's a woman." (Scotland On Sunday, Monday 11th February 2008)
“Why Women Mean Business is an innovative and stimulating book.” (Financial Times, Tuesday 26th February 2008)
“[The authors] make a convincing case for more women in senior business roles. The case is supported by sound research.“ (Financial Times, Thursday 28th February 2008)
“…offers practical advice, backed up by case studies and statistics.” (Director, March 2008)
“This powerful new book brings together…the multiplicity of opportunities available to companies that really understand what motivates women...” (The Business Channel Newsletter, March 2008)
“…this book lays out the importance of retaining women in senior leadership positions, and the dangers of ignoring half the talent pool.” (Harper's Bazaar, April 2008)
“The authors have been meticulous in their research, with an impressive collection of up-to-date, relevant case studies and statistics.” (Personnel Today, Tuesday 1st April 2008)
"Why and how to improve women's place in business leadership”. (International Herald Tribune, Friday 4th April 2008)
“The book is a comprehensive understanding of the emergence of women as the next economic revolution”. (TNT Link newsletter, March 2008)
Table of ContentsForeword by Niall FitzGerald KBE xiii
Preface by Michael Kimmel xv
Acknowledgements xxi
CHAPTER ONE: WOMENOMICS 1
Guarantors of growth 1
The strategic side of the gender divide 6
Opportunity cost 9
Valuing difference 12
Becoming “gender-bilingual” 15
Declining demographics is not destiny 18
21st century forces: weather, women, web 22
CHAPTER TWO: MOST OF THE TALENT 27
The “talent wars” are here 28
Female brainpower 30
Under-used talent 34
The role of business schools 36
Tapping into the pool 39
Recruiting: making women welcome 40
Retaining: structural repairs needed 44
Promoting: return on investment 57
Building better boards 62
Legislating solutions – the controversial quota 65
CHAPTER THREE: MUCH OF THE MARKET 73
Purchasing power – beyond parity 75
Female finances 77
Sex and segmentation 85
The many faces of marketing to women 89
Shut-your-eyes 90
Marginalise 93
Specialise 94
Prioritise 96
CHAPTER FOUR: BECOMING “BILINGUAL”, WHAT COMPANIES CAN DO 103
A fresh look at traditional approaches to gender 103
Equal and different 107
Diversity dilemmas 110
Recognise that “best” is biased 113
Surprising sectors 119
A new approach to gender 120
Understand the starting point 120
Personalise the conversation 124
Manage the metaphors – the power of vocabulary and vision 126
The building blocks of bilingualism 130
1 “Getting it”: top management commitment 131
2 Management bilingualism: proactively managing difference 132
3 Empowering women: the knowledge and networks to succeed 133
4 Banning bias: identifying and eliminating systemic bias from corporate systems and processes 134
CHAPTER FIVE: SEVEN STEPS TO SUCCESSFUL IMPLEMENTATION 141
Key success factors 141
1 Awaken your leadership team 143
2 Define the business case 148
3 Let people express resistance 151
4 Make it a business issue, not a women’s issue 155
5 Make changes before making noise 162
6 Don’t mix up the messages 166
7 Give it a budget, not just volunteers 170
CHAPTER SIX: CULTURE COUNTS, WHAT COUNTRIES CAN DO 183
Making bosses and babies 183
Best and worst: surprising results 187
Imperfect deal in America 199
Continents of contrast 206
Public policy pull, private sector push 212
CHAPTER SEVEN: FIGURING OUT FEMALES 223
What companies need to know about women 223
Discomfort with “politics” 225
The conversations that matter 236
Careers are not straight lines 238
Phase 1: ambition 242
Phase 2: culture shock 244
Phase 3: self-affirmation 252
The lure of entrepreneurship 256
Alternative views of “power” 258
Sex, success and the media 259
Change agents on their own terms 264
CHAPTER EIGHT: TOMORROW’S TALENT TRENDS . . . TODAY, “WOMEN-FRIENDLY” MEANS “PEOPLE-FRIENDLY” 271
New models of work 273
Fathers count too 277
Technology as enabler 280
The value of “grey” brainpower 285
Making the most of the “Me” generation 291
The future is already here 296
CHAPTER NINE: CONCLUSION, FROM BETTER BUSINESS TO A BETTER WORLD? 301
New voices, new choices 302
New measures of success 306
A challenge for business 309
Index 317
