The Law Society of South Africa (LSSA) launched a pilot project called LEAD to empower female attorneys with leadership skills. Through workshops, LEAD addresses challenges women face like balancing work and family, lack of flexi-hours, and unequal treatment. The program teaches business strategies, leadership styles, communication, and emotional intelligence to help women succeed despite obstacles. The LSSA aims to inspire law firms to develop female leadership and promote women.
Why top management eludes women in Latin America: McKinsey Global Survey results
Executives in the region say gender diversity has moved up on their companies’ agendas, but they still report few women at the top. Women and men disagree on the reasons why.
Strategies for Managing a Diverse WorkforcePayScale, Inc.
In an ever increasingly global economy, the ability to manage a diverse workforce is a key competitive advantage. However, today’s HR teams are challenged when it comes to figuring out compensation strategies for a diverse workforce.
Join Crystal Spraggins, SPHR and Mykkah Herner, MA, CCP as they talk about the intersections between diversity and compensation:
Alternative ways of looking at diversity
Identifying pay inequities
Training managers well beyond compliance
Diversity and the salary negotiation process
Diversity beyond compensation such as practicing inclusion in hiring, training and development
Why top management eludes women in Latin America: McKinsey Global Survey results
Executives in the region say gender diversity has moved up on their companies’ agendas, but they still report few women at the top. Women and men disagree on the reasons why.
Strategies for Managing a Diverse WorkforcePayScale, Inc.
In an ever increasingly global economy, the ability to manage a diverse workforce is a key competitive advantage. However, today’s HR teams are challenged when it comes to figuring out compensation strategies for a diverse workforce.
Join Crystal Spraggins, SPHR and Mykkah Herner, MA, CCP as they talk about the intersections between diversity and compensation:
Alternative ways of looking at diversity
Identifying pay inequities
Training managers well beyond compliance
Diversity and the salary negotiation process
Diversity beyond compensation such as practicing inclusion in hiring, training and development
Learning outcome: Each attendee will walk away with a greater awareness of the boarder definition of “Inclusion”. The exercises will provide a deeper learning for the attendees and their role in building an inclusive environment.
Accelerating the Transformation: Diversity and Inclusion. This one-hour workshop combines interactive participation, video clips, case studies and facilitation that encourages a deeper understanding of the concept of Inclusion. It is a fast-pace learning environment that is designed to enable a meaningful and relevant overview of “inclusion” and the role each attendee contributes.
At the end of this seminar, participants will be able to:
a. To understand what Diversity and Inclusion means
b. Walkaway with one action item, that each of the attendees will commit to do to accelerate the transformation of inclusion in the workplace.
c. By understanding Diversity & Inclusion, and acting on it – each attendee will contribute to the realization of our vision
Workplace Frustration: How to Reduce It and Manage Generation Y for An Increa...Bridges LLC
Business owners and managers are frustrated by the difficulty of managing Generation Y and for retaining them for any reasonable length of time. If they will accept the reality of generational differences in the midst of a rapidly changing work environment, they can resolve workplace frustration, keep these young professionals around longer, and increase their profits.
Diversity and Inclusion in Action: Top Diversity Leaders Share Roadmaps for Success
Learning objectives: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices
b. Examine the process of developing sustainable diversity and inclusion initiatives
c. Discuss leadership and talent management strategies
d. Create a process or plan that works within their organizational needs
e. Use tools and tips for engaging effective consultants and outside vendors
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
Unistream’s JMBA is an exclusive three-year program designed to educate and train high school teens to become successful business and communal leaders.
From writing a business plan to analyzing financials, from conducting market surveys to marketing a product, from befriending Ethiopian children to assisting seniors, participants acquire the essential tools, gain the knowledge and hone the skills, today, for becoming Israel\’s leaders, tomorrow.
What is Diversity Equity and Inclusion?
Diversity equity and inclusion is a movement that uses education to recognize and address how power, privilege, and society affect our personal identities. It also works to ensure equal employment opportunities within companies, as well as recognizing differences in backgrounds, cultures, skillsets and perspectives.
Learning outcome: Each attendee will walk away with a greater awareness of the boarder definition of “Inclusion”. The exercises will provide a deeper learning for the attendees and their role in building an inclusive environment.
Accelerating the Transformation: Diversity and Inclusion. This one-hour workshop combines interactive participation, video clips, case studies and facilitation that encourages a deeper understanding of the concept of Inclusion. It is a fast-pace learning environment that is designed to enable a meaningful and relevant overview of “inclusion” and the role each attendee contributes.
At the end of this seminar, participants will be able to:
a. To understand what Diversity and Inclusion means
b. Walkaway with one action item, that each of the attendees will commit to do to accelerate the transformation of inclusion in the workplace.
c. By understanding Diversity & Inclusion, and acting on it – each attendee will contribute to the realization of our vision
Workplace Frustration: How to Reduce It and Manage Generation Y for An Increa...Bridges LLC
Business owners and managers are frustrated by the difficulty of managing Generation Y and for retaining them for any reasonable length of time. If they will accept the reality of generational differences in the midst of a rapidly changing work environment, they can resolve workplace frustration, keep these young professionals around longer, and increase their profits.
Diversity and Inclusion in Action: Top Diversity Leaders Share Roadmaps for Success
Learning objectives: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices
b. Examine the process of developing sustainable diversity and inclusion initiatives
c. Discuss leadership and talent management strategies
d. Create a process or plan that works within their organizational needs
e. Use tools and tips for engaging effective consultants and outside vendors
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
Unistream’s JMBA is an exclusive three-year program designed to educate and train high school teens to become successful business and communal leaders.
From writing a business plan to analyzing financials, from conducting market surveys to marketing a product, from befriending Ethiopian children to assisting seniors, participants acquire the essential tools, gain the knowledge and hone the skills, today, for becoming Israel\’s leaders, tomorrow.
What is Diversity Equity and Inclusion?
Diversity equity and inclusion is a movement that uses education to recognize and address how power, privilege, and society affect our personal identities. It also works to ensure equal employment opportunities within companies, as well as recognizing differences in backgrounds, cultures, skillsets and perspectives.
El chaflán es una característica constructiva de los edificios del ensanche.
Al juntarse las calles en cuadrículas se van a embellecer los edificios cortando las esquinas de los cruces de las calles y conformando un chaflán que daba una nueva perspectiva al edificio cuya fachada quedaba así centrada en la esquina. Nos han llamado la atención los diez siguientes chaflanes.
The presence of women in leadership positions is essential for creating diverse, inclusive and successful organizations. However, gender disparities persist in executive roles, with women facing unique challenges and barriers. The lack of women in leadership roles is a pressing policy challenge for all countries.
The presence of women in leadership positions is essential for creating diverse, inclusive and successful organizations. However, gender disparities persist in executive roles, with women facing unique challenges and barriers. The lack of women in leadership roles is a pressing policy challenge for all countries.
Women's leadership Program White Paper prepared by Gina Eckart from the Center for Creative Leadership and Neddy Perez, for VP Global Diversity & Inclusion for Ingersoll Rand (now with www.dicreativesolutions.com)
Maali Khader, Chief Executive Officer at the Middle East Institute of Directors, featured by Fortunes Time Magazine on cover of Middle Easts Most Admired Women Leaders to Follow in 2024
Strategies for Enhancing Gender Equality in the Contemporary Work Environmentciowomenleaders
In today’s rapidly evolving business landscape, achieving gender equality in the workplace has become a critical objective for organizations worldwide. While progress has been made, there is still a persistent gender gap that needs to be addressed.
For women, the lack of strong female role models and women in leadership positions makes it much harder for them to get the guidance, coaching and mentorship they need. This report features a number of mentorship programmes for women entrepreneurs in India.
The 10 most successful shepreneurs to watch in 2019Swiftnlift
Shepreneurs are driving change in various sectors, businesses, and industries, and rightfully deserve to be celebrated. The day is also a reminder that we need to foster talent and help enable women from all across the globe, from different strata and backgrounds into the arena.
‘In this special issue, we introduce 10 most promising shepreneurs to watch in 2019 in order to assist business to choose the right companies. We have featured shepreneurs as the cover story. It specializes in the use of emerging techniques and practice for developing nation.
We have introduced profiles of Spabreaks, Intengine, Pheiff Group Inc, Connected Living, N-able Plus Co.Ltd, Elemed, WomenInTrucking, gracious, Joelle Group, CEDEM AG.
Our in-house editors have come up with some adroitly written articles such as –Women, entrepreneurship & empowerment through self-actualization, shoutout to the leader of tomorrow, the women who dared to dream, How Can Entrepreneurs Survive a Recession? Handle it like a Woman.
“There is no force more powerful than a women determined to rise”
The importance of women in organizational effectiveness cannot be overemphasised. Nonetheless, women are underrepresented in senior leadership positions in business today. Therefore, it is critical that you begin questioning and shifting the culture to ensure that your executive teams include women who can make critical decisions.
What role does your company's culture play in ensuring women succeed and grow in their positions? What are the most critical leadership skills for the next generation of female leaders?
In this deck, you'll find insights and actionable strategies to keep your organisational female leadership pipeline strong.
You will also learn:
• How to create a culture conducive to female retention and leadership
• How your company and its culture can empower women
• The most essential leadership competencies for emerging female leaders
• Unique and effective approach to women's leadership development
1. Leading female leadership development
By Jeanne-Mari Retief
The Law Society of South Africa (LSSA) supports growth in the number of women heading
firm management and women in the judiciary. Therefore, Legal Education and
Development (LEAD) launched a pilot project in November 2014 to equip and empower
female attorneys to understand certain key concepts of significant leadership. Through
this initiative, LEAD wishes to strengthen leadership capacity in law firms for purposes of
business growth and exceptional service to society. Following the success of the first
programme an additional programme was scheduled for 2015, which will conclude in
October.
Through this initiative and other social studies conducted by the LSSA, it has become
clear that there are some stumbling blocks for women within the legal profession. Some
of the challenges identified through the LSSA’s interaction with women in the profession
include:
• Difficulty in balancing work and family.
• A need for flexi-hours and home-offices.
• Disrespect from male colleagues and clients.
• Inequality in promotions and salary scale.
Women often portray various roles (ie, wife, mother, attorney) and the challenge of
balancing work and family becomes stressful at times. This leads to various women opting
out of private practice to either become sole practitioners or pursue different careers
within the legal profession.
2. Firms generally do not promote home-offices or working flexi-time. This could become a
problem for women who would like to have children, since they do not want to take
maternity leave for fear of halting their career growth and missing out on opportunities.
Those who already have children struggle to find the time to commit to both work and
family.
Women tend to think differently than men when it comes to business and it seems that
they tend to avoid confrontation and rather focus on working harder and putting in longer
hours to achieve their career goals. However, from the programme, the general feeling
still seems to be that men are promoted more often than women and women struggle to
obtain the same salary scale as men.
Through the programme the LSSA acknowledges the challenges women face in the legal
profession. The focus is on helping women face these challenges and equipping them
with the skills to deal with it effectively.
It is important for women to be equipped with the right skills to help them become forward-
thinking significant leaders. Leaders who lead by example, think outside the box and
embrace change. Leaders who effectively deal with challenges and still become great
pioneers despite these challenges.
In order to achieve this, the LSSA aims to equip women with the business skills and the
emotional intelligence needed to build successful careers and effectively manage each
aspect of their lives.
As part of the programme, certain key business strategies are dealt with including –
• the importance of having a clear purpose;
• understanding the importance of a good team;
• knowing how to effectively manage the team;
• choosing the right people; and
3. • understanding the basic importance of strategising.
Other core principles of leadership are also dealt with to demonstrate the importance of
building lasting success for their careers. These include Belbin profiling and sessions on
leadership styles and how to deal with others that have different leadership styles.
Effective communication is another key element of the programme. It is important to know
how to effectively communicate with others, how to handle confrontations and how to
effectively work in a team environment.
Although women face certain challenges in the legal profession, it should not dissuade
them from paving their way to leadership positions. By equipping women with the core
skills necessary to effectively manage various areas of their lives, understand core
business principles and how to achieve success despite challenges, the LSSA hopes to
make a significant contribution to women in law.
It is the LSSA’s goal to inspire law firms to be leading firms in this area. Law firms that
promote female leadership and the development of female leadership skills.
• See also 2014 (Oct) DR 23.
Jeanne-Mari Retief LLB LLM (UP) is a project consultant for Legal Education and
Development in Pretoria.
