We feature articles, interviews, coaching tips, and expert opinions on achieving gender equality in the workplace.
Professor Charlotte Valeur shares her insights on why it’s important to have a diverse Board, her experience as a neurodivergent Board member and how to bridge the gap between Boards and executives.
Gender bias is frustrating. Personally, or in your team, it needs to be handled with composure, confidence and strategic thinking.
It wasn’t long ago that gender equality was a hot topic. What happened? How did gender diversity start becoming an afterthought for some?
The consequences of not being relationship savvy for large organizations are hard to ignore, from team silos, power struggles and more. So, where do we begin?
Inclusive leadership and diverse teams are no longer just ‘nice-to-have’ options – they’re integral cogs in the production of successful businesses. So, what does authentic inclusive leadership look like?
We’re living in an era where technology is evolving faster than ever before. How do you adapt to survive?
seeing beyond the shimmering performances, it’s Taylor’s values and work ethic that have caught our attention here at WeQual. Here’s why she’s a role model for us.
A woman of color is running for President. This history-making move is a giant step forward for the country and for women leaders everywhere.
For many women, the path to senior leadership is long and winding, lined with obstacles they need to traverse. In contrast, the path taken by men often appears smooth and straightforward. Frustrating, right?
Imagine being in a role where every conversation, every job posting, and every performance review is subtly tailored to encourage one gender over another. Why? Poorly chosen language.
For every woman CEO, there are a staggering number of male CEOs named Richard or David. In fact, there are more Fortune 500 CEOs named John than there are women CEOs in total.
When COVID-19 turned our world upside down, it taught us some eye-opening lessons about diverse leadership.
Master the executive presence secret weapon for being seen and heard in the boardroom and in your career.
How to align your ESG and DE&I strategies for an organization that performs ethically, responsibly and inclusively.
Cosmetic giant e.l.f.’s new campaign reveals there are more men named Richard in top roles than women or other diversity groups by a landslide. Where is the board diversity?
Just over 20% of Board members in publicly listed companies worldwide are women, according to a recent Deloitte report. How do we get more diverse Boards?
If you want your business to thrive, it could be time to give your digital evolution strategy an overhaul.
Can women have it all? The answer is yes. But taking control and creating that elusive balance is hard, particularly for women.
AI in business isn’t just about smarter tools and increased productivity; it has the potential to reshape how businesses run, including how we address gender dynamics.
The gender pay gap excuses don’t stand up. Here are some practical insights for achieving gender wage parity across your business.
The important role of peer allyship for women on the path to the C-suite and the value of mutual support and collaboration in driving gender diversity.
Sponsorship is an excellent way for organizations to facilitate gender balance and, by proxy, improve their bottom line.
There is still a stark gender gap in the fast-growing space of artificial intelligence – where are all the women in AI?
Women and climate change. Women leaders have an important role to play in sustainability, so why are there so few of them in charge?
Discover how balancing strategic thinking (often overlooked as a valuable commodity) with action can revolutionize your leadership approach.
Only 5% of CEOs globally are women. We’re seeing more women in C-suite positions, but by no means have we reached gender equality in the Boardroom. So, what’s happening? And what can we do to change it?
A popular opinion among hiring managers is that women aren’t getting senior jobs because they ‘don’t want them enough’. McKinsey’s report reveals that women are just as ambitious as men, with women of color showing even greater ambition.
Resilience is often seen as a strength. In fact, according to statistics, the majority of women in senior-level jobs say they feel resilient. But when we push ourselves too hard without taking a break, our well-being can (and likely will) suffer.
The Fifth Industrial Revolution (5IR) is likely to reshape how we live and work forever. But to survive and thrive in this new era, gender-diverse senior leadership is going to be more important than ever.
When Activision Blizzard – the company behind two of the biggest game franchises ever – was sued by California State for breaking workplace protection laws, it went on the attack. Only after shares dropped did they reverse their response.
The VP of a large UK listed company lowered her eyes and whispered, “I want to be the CEO of this company”. It was as if just speaking her ambition out loud was wrong. Why?
Should I Stay or Should I Go? Do you risk losing the goodwill and relationships you’ve built over years? What if you make a wrong move and it doesn’t work out? How do you decide? One of the most common questions we get asked is “Should I stay or should
What we suspected was the case post pandemic has been confirmed by the World Economic Forum: the progress towards gender parity is stalling. The new figures out this month, which come from research in 146 countries worldwide, show that at the current rate it will take 132 years to reach
At our Think Tank event on June 30, 2022, Emma Codd, Global Inclusion Leader of Deloitte, presented the findings of the “Women @ Work 2022” report, which she co-created. The data reveals a critical need to look at how we lead, how we’re led, and the culture in which we exist
No matter where you are in your career, it never hurts to look at where you are going and how you want to get there. At the start of the summer, I was asked to speak at a TEDx event about my experience as the Founder of WeQual. In the
Actions always speak louder than words? Sometimes. Though it can often depend who the messenger is. Take the fine words of the Gender Equality Action Committee – an independent group of experts assembled by the UK Government to champion freedom, opportunity, individual humanity and dignity for women and girls around
WeQual believes that to make a difference you have to get involved in the conversation. We need to share valuable information to enhance the business world around us by engaging with others. Club members share experiences with each other within the WeQual network, but it is always worthy of note
by Bob Fesmire, ABB Houston, 2018. ABB’s Oil, Gas and Chemicals (OGC) business is looking to build its position with EPC (engineer-procure-construct) firms and taps Group Strategic Projects Manager Heather Cykoski to lead the effort. A 13-year veteran of ABB at this point, Heather has recently managed some high profile OGC projects
Putri Realita, Global Diversity and Inclusion Lead at Danone, gives WeQual a fascinating and exclusive insight into the ‘Diversity Inclusive’ approach that the global consumer goods giant has implemented over the last five years. Coming from Indonesia to the headquarters of Danone in Paris 5 years ago was a big
What I have learned about DEI from the WeQual Awards process Companies that are serious about diversity, equality, and inclusion, need to keep their DEI Chief out of the HR department. Because, if you believe in the importance of DEI, then your diversity and inclusion lead has to have a
An exclusive interview with Holly Kulka, Global Chief Risk & Compliance Officer for S&P Global Ratings. When Holly Kulka arrived at S&P Global Ratings in August 2015, the company was just beginning to grapple with the storm of regulatory requirements growing out of the subprime crisis which had come into
Forget quotas and so-called “realistic” targets for gender diversity at Executive Committee (ExCo) level. Let’s be absolutely clear: what we are aiming for is a 50/50 split. Why? Well, it’s not rocket science! That is the gender split in the general population, therefore that should be the gender split on any executive
You’ve decided to get some help from an Executive Coach. That’s great news because all the evidence shows that working with a good Executive Coach can positively transform your leadership effectiveness and results. But what makes a good Executive Coach? And how do you find a coach that is a
Yesterday, the Hampton-Alexander Review – which was set up to shine a spotlight on the representation of women in senior leadership positions – reported that the number of women on boards has risen 50% since the first review five years ago. The Review was my inspiration for the WeQual Awards. The visionaries
Rebeca Navarro, Chief Transformation Officer for Europe and Head of Procurement at Aryzta explains that there is no better time than right now to put sustainability at the core of your business. That means that almost half of the corporate world is not meeting the needs of their customers. And,
This article is a translation of an interview by Valeria Arnaldi with Isabella Panizza. The article first appeared in the Italian national newspaper, Il Messaggero, on Tuesday January 12 2021. You can view the original article here. Culture, commitment, constancy. These are the principles on which Isabella Panizza has based her career.
The Financial Times interviewed a number of WeQual Global members about the effects of the coronavirus on senior executive women. The award-winning international newspaper reported that the global pandemic has put back longstanding efforts to increase their representation at mid and senior levels. Others reported a rise in senior women
… Cindy Rampersaud, senior vice-president, Btec and Apprenticeships at Pearson UK, says this period has opened up discussions about women and work in her networks, including WeQual, an executive group, and has enabled managers to “see a more human side of people – they talk about their lives, it allows
Katie Litchfield is the brains behind a new awards scheme to help aspiring businesswomen to achieve their executive potential. Together with Organisational Psychologist John Amaechi OBE, she talks about the challenges of getting more women in the boardroom. She was shocked to hear some women say they didn’t feel able
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