BEGIN TODAY TO MITIGATE AND RESOLVE THE FEMALE EQUITY DISPARITY

KEY FINDINGS

Today we seek to achieve full representation and participation through the sacred right of work equity. Consider the origin of the word suffrage. It is a Latin word derived from suffragium, meaning vote, political support, and the right to vote.

 

Suffrage 2.0 is about reconstituting the word “vote” and reimagining what it would mean for female voting to take place not just in the political polls but also in the executive suites, organizational hallways, and boardrooms around this globe.

 

What it would mean for women to vote and participate daily in critical economic and social matters that impact the country and community. How do we go about recasting/reframing our conversations and efforts towards real results such as this?

Borrowing part of the excerpt from Eric Astro Teller, Captain of Moonshots for Google X, as it epitomizes the undertaking of the Suffrage 2.0 movement. When you aim for a 10x gain, you lean instead on grit, bravery and creativity – the kind that, both literally and metaphorically, can put a man on the moon.

 

Moonshot thinking starts with picking a big problem: something huge, long-existing, or on a global scale. Next, it involves articulating a radical solution – one that would actually solve the problem if it existed. Finally, there needs to be some kind of concrete evidence that the proposed solution is not quite as crazy as it at first seems; something that justifies at least a close look at whether such a solution could be brought into being if enough creativity, passion, and persistence were brought to bear on it. (1)

Corporate Social Responsibility

It is now commonplace to find statements of corporate social responsibility on the site of many organizations, both for-profit and non-profit. This deeper commitment to preserving our society must also summon transformation through investment in diversity and inclusion as stated in the Statement of Purpose for half of society and, most likely, half of most organization’s workforce. This newfound corporate citizenship requires a new level of grit to create the next generation leadership workforce. The Next Suffrage Century requires catalyzation of concerted action, challenging all we know and necessitating a new level of GRIT by every organization and every leader. Suffrage 2.0 requires Corporate Social Responsibility X 2 = Corporate Social Responsibility 2.0.

and the Beijing Declaration and Platform for Action of 1995 will not be achieved or optimized without greater C-Suite diversity as it is typically the path toward corporate directorship.

The Women on Boards 2020 Initiative

Sustainability

and U.S.

Competitiveness

“Despite recent advances in female board participation globally, gender diversity among top executives remains disappointingly low across all markets, with some improvement discerned in the past few years. When considering international governance, the ISS Environmental & Social Quality Score reports that ‘The U.S. lags behind gender diversity policy disclosure for senior management.’”(2)

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Grit as a Catalyst to Ensure Full Representation

And participation in C-Suites and Boardrooms expands and deepens the original grit model, fueling the NextGeneration of Awareness, Executive Grit and Investment Action.

What happens if Corporate Social Responsibility, Women on Boards© model and the Beijing Declaration and Platform for Action efforts were merged, creating a reconceptualization of Corporate GRIT forcing a recasting of specific measures that foster full representation and participation by Women in C-Suites and boardroom? What if we were to infuse parity parameters into the model that held corporations responsible and accountable for measurable, meaningful change?

Sustainability

and U.S.

Competitiveness

“Despite recent advances in female board participation globally, gender diversity among top executives remains disappointingly low across all markets, with some improvement discerned in the past few years. When considering international governance, the ISS Environmental & Social Quality Score reports that ‘The U.S. lags behind gender diversity policy disclosure for senior management.’”(2)

Organizational/Corporate Grit + Executive Grit+ Collective Grit Model = Suffrage 2.0: Next Generation Grit: Practices for Full Participation & Representation

“Women are a huge untapped source of economic growth. Unlocking their full potential will require concerted action by both public and private sectors. There is a huge range of actions that can catalyze the economic potential of women.

Recognition that leaving the economic status quo unchallenged and unchanged is not an option.” (Council on Foreign Relations, Empowering Women Will Drive Economic Growth, May 2016)(3)
 

Economic

Impact

Build and integrate algorithms into the female equity model.

If algorithms can help to drive “consumer” behavior, could it not drive corporate behavior relative to building equity? Consider the definition.

 

An algorithm is defined as “a process or set of rules to be followed in calculations or other problem-solving operations.

i https://www.wired.com/2013/02/moonshots-matter-heres-how-to-make-them-happen/
ii Women in the C-Suite: The Next Frontier in Gender Diversity, Harvard Law School, August 2018

iii https://www.cfr.org/blog/empowering-women-will-drive-economic-growth

Watch the trailer for Ken Burn's documentary, "Not for Ourselves Alone: The Story of Elizabeth Cady and Susan B. Anthony | Women's Suffrage.  Click here to visit the Official Website.

SOLUTIONS

  1. Assess and Address Gender Pay Gaps
     

  2. Invest in Work/Life Balance Programs 
     

  3. Provide Access to Mentors
     

  4. Develop a Robust and Diverse Pipeline for the C-Suite and Senior Levels of Management
     

  5. Ensure Equal Opportunity for All in Hiring Practices and Promotion Opportunities
     

  6. Address Gender Imbalance in the boardroom and C-Suite
     

  7. Identify and Eradicate Hiring Bias by Removing Names on Resumes for Consideration

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