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Premium member Presentation Transcript The Leader’s Edge™ : Focus on Women of Color : The Leader’s Edge™ : Focus on Women of Color SIFMA Diversity Forum Deborah Brown, Presenter November 29, 2007 Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comPercentage of Female Corporate Officers by Race and Ethnicity : Percentage of Female Corporate Officers by Race and Ethnicity Source: Catalyst: 2005 Catalyst Census of Women Board Directors of the Fortune 500. 0.4% 1.1% 16.0% 0.5% Latinas Asian Women African American Women White Women Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comDouble Exclusion: Double Exclusion Double exclusion – indicia of power white and male Women of color have neither race privilege nor gender privilege in organizations Source: Carter, Jessica Faye. Double Outsiders. 2007 Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comRace and Gender: When Baby Boomer senior managers, born not later than 1957, came of age in corporate America there were few if any models or examples of successful managers who are women of color. Source: Carter, Jessica Faye. Double Outsiders. 2007 Race and Gender Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.com Additive Issues: Women of color — who are they? Are their experiences expectations and behaviors more akin to those of white women? Do their experiences resemble those of ethnic men? Additive Issues Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.com Additive Issues: The stereotypes faced by white women center less on their individual identity and more around their capabilities Women of color face stereotypes about their identity first Additive Issues Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comOvercoming “Sticky Floors” and “Revolving Doors”: Overcoming “Sticky Floors” and “Revolving Doors” Why are leaders of forward-thinking companies moving beyond recruitment to address the advancement and retention of talented women of color? 85 percent of new entrants into the labor force after 2010 will be women or people of color Women are expected to comprise 48 percent of the workforce Women of color are the fastest-growing segment of this group Source: Olisemeka, Nkechi. “Springboard to Success: Organization to Help Underrepresented Groups Navigate the Corporate Landscape.” Black Enterprise (December 2004) Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comStructural Challenges: Structural Challenges Stereotypes (the deficit model) Difficulty recognizing, high-potential talent Question of familiarity, comfort and risk avoidance – The Living Room and The Locker Room* Source: Hayes, Hannah, “Women of Color: Why They are Finding the Door Instead of the Glass Ceilin CWP Women of Color Research Initiative Prepares Preliminary Report.” Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comStereotypes: Stereotypes Predetermine perceived abilities Obscure performance Go unexamined because they are largely unconscious Can readily become self-fulfilling prophecies Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comStereotypes: The deficit model of women of color Who are presumed less than competent until they prove their competence, again and again “Ice cream equity” * * Phrase coined by Jacqui Welch, VP Talent Management Rock-Tenn Company Stereotypes Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comMicro-inequities: Micro-inequities Marginalizing, humiliating incidents explained away as. . . A joke A mistake Not important Having nothing to do with race Something that could have happened to anyone Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comSlide12: Normative Behavior–A Double Bind From Powerplay Seminar developed by Kimberly Davis and Pamela Carlton Unacceptable Acceptable Desirable UnacceptableObstacles to Success: Obstacles to Success Lack of influential sponsors or mentors Lack of role models Lack of informal networks with influential colleagues Lack of high visibility assignments Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comBest Practices: Best Practices Encourage multiple identity networks Track talent/turnover Employ “what about _____” Employ “Learn the Ropes” in on-boarding Recognize/address prevalence of prejudice Unconscious bias Micro-inequities Feature “feeder” positions Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comBest Practices: Best Practices Spotlight threshold positions Operationalize “high potential” Disaggregate data Revamp evaluative metrics Hold managers accountable Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.com You do not have the permission to view this presentation. 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Deb Brown SIFMA PPt Davidino Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINTLite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 143 Category: Education License: All Rights Reserved Like it (0) Dislike it (0) Added: March 10, 2008 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript The Leader’s Edge™ : Focus on Women of Color : The Leader’s Edge™ : Focus on Women of Color SIFMA Diversity Forum Deborah Brown, Presenter November 29, 2007 Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comPercentage of Female Corporate Officers by Race and Ethnicity : Percentage of Female Corporate Officers by Race and Ethnicity Source: Catalyst: 2005 Catalyst Census of Women Board Directors of the Fortune 500. 0.4% 1.1% 16.0% 0.5% Latinas Asian Women African American Women White Women Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comDouble Exclusion: Double Exclusion Double exclusion – indicia of power white and male Women of color have neither race privilege nor gender privilege in organizations Source: Carter, Jessica Faye. Double Outsiders. 2007 Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comRace and Gender: When Baby Boomer senior managers, born not later than 1957, came of age in corporate America there were few if any models or examples of successful managers who are women of color. Source: Carter, Jessica Faye. Double Outsiders. 2007 Race and Gender Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.com Additive Issues: Women of color — who are they? Are their experiences expectations and behaviors more akin to those of white women? Do their experiences resemble those of ethnic men? Additive Issues Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.com Additive Issues: The stereotypes faced by white women center less on their individual identity and more around their capabilities Women of color face stereotypes about their identity first Additive Issues Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comOvercoming “Sticky Floors” and “Revolving Doors”: Overcoming “Sticky Floors” and “Revolving Doors” Why are leaders of forward-thinking companies moving beyond recruitment to address the advancement and retention of talented women of color? 85 percent of new entrants into the labor force after 2010 will be women or people of color Women are expected to comprise 48 percent of the workforce Women of color are the fastest-growing segment of this group Source: Olisemeka, Nkechi. “Springboard to Success: Organization to Help Underrepresented Groups Navigate the Corporate Landscape.” Black Enterprise (December 2004) Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comStructural Challenges: Structural Challenges Stereotypes (the deficit model) Difficulty recognizing, high-potential talent Question of familiarity, comfort and risk avoidance – The Living Room and The Locker Room* Source: Hayes, Hannah, “Women of Color: Why They are Finding the Door Instead of the Glass Ceilin CWP Women of Color Research Initiative Prepares Preliminary Report.” Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comStereotypes: Stereotypes Predetermine perceived abilities Obscure performance Go unexamined because they are largely unconscious Can readily become self-fulfilling prophecies Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comStereotypes: The deficit model of women of color Who are presumed less than competent until they prove their competence, again and again “Ice cream equity” * * Phrase coined by Jacqui Welch, VP Talent Management Rock-Tenn Company Stereotypes Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comMicro-inequities: Micro-inequities Marginalizing, humiliating incidents explained away as. . . A joke A mistake Not important Having nothing to do with race Something that could have happened to anyone Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comSlide12: Normative Behavior–A Double Bind From Powerplay Seminar developed by Kimberly Davis and Pamela Carlton Unacceptable Acceptable Desirable UnacceptableObstacles to Success: Obstacles to Success Lack of influential sponsors or mentors Lack of role models Lack of informal networks with influential colleagues Lack of high visibility assignments Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comBest Practices: Best Practices Encourage multiple identity networks Track talent/turnover Employ “what about _____” Employ “Learn the Ropes” in on-boarding Recognize/address prevalence of prejudice Unconscious bias Micro-inequities Feature “feeder” positions Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.comBest Practices: Best Practices Spotlight threshold positions Operationalize “high potential” Disaggregate data Revamp evaluative metrics Hold managers accountable Contents © 2007 The Leader’s Edge/Leader’s By Design™ • 610.660.6684 • www.the-leaders-edge.com