Helena Morrissey. A Good Time to be a Girl: Don’t Lean In, Change the System
Copyright
Dedication
Contents
Preface
A tale of two career women
New leadership required
The 30% Club: the strength of feminine power
Men, women, equal, different
Diversity of thought: welcome until anyone disagrees!
How CEOs can break the diversity barrier
‘Get’cha head in the game!’
Camp CEO
Gender equality: good news for men and boys too
We can write the future together
Afterword
Notes
Acknowledgements
Index
About the Author
About the Publisher
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Title Page
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This example highlights a widespread problem: diversity and inclusion are usually treated as enhancements, not as core to business success. There are still many challenges to the idea that diversity does enhance results, and we will examine the evidence later, but for now let’s explore why there is such a prevalent gap between what is said by CEOs and what happens in practice.
Dame Fiona Woolf hosted a diversity conference at the Mansion House when she was Lord Mayor of the City of London in 2015 (only the second female Lord Mayor in 800 years). I was keen to speak at this particular conference because the target audience was middle managers, often thought to be the sticking point when it comes to making progress towards more inclusive workplace cultures. After my presentation one gentleman raised his hand. How, he wanted to know, did we fit diversity and inclusion into our already busy work schedules? He wondered if I recommended allocating specific time to the issue, say, an hour a week? He couldn’t see that this was like suggesting we allocate a time to say, being nice.
