Female Leadership in the Workplace
Stephanie Nash, Co-founder, of Thrive HR Exchange, recently spoke at an APAC interactive panel for Roffey Park Institute discussing women in Leadership:
“Breaking the Bias and Celebrating Success” #Breakthebias
They celebrated the achievements of women as managers and leaders during their Leadership Navigator Forum on International Women’s Day.
Amongst the topics they discussed were:
Building a culture of flexible working for all
“For psychological safety to exist across the team, leadership must nurture a sense of belonging for everyone - women, older workers, introverts, or otherwise - because employees contribute most when they feel accepted. Employers should be committed not only to their people’s well-being, but should also provide pathways for employees who need help, along with flexibility for customisation. Managers, for instance, can moderate meetings and ensure every participant has an equal opportunity to speak up, or that expectant mothers are put up for promotion if they are equally qualified.” Stephanie Nash
Fostering an environment of psychological safety
“A culture that fosters well-being is a culture that embraces flexibility and empathy. To help achieve this, a number of actions should be taken including regular self-assessment to identify areas of improvement; monitoring progress; frequent check-ins to ensure measures and resources are accessible and effective; and providing early intervention support to those experiencing distress. The approach does not need to be resource-intensive: it can start with ensuring that meaningful and regular conversations about performance, development, and well-being are occurring between managers and employees. This will allow all employees to find the tools to help them on their growth journey and step into their full potential.” Stephanie Nash
They have created a white paper from all the discussions.
The aim being to share and help you to understand the factors that are identified as key to enabling women’s success in organisations.
If you would like to read the full white paper from Roffey Institute you can complete the form HERE to download a copy.