Women, Leadership and a Playbook For Change
Yesterday, I was fortunate to attend the New York Times inaugural conference, “New Rules Summit: Women, Leadership and a Playbook for Change”. Fortune 50 CEOs, marquee journalists, venture capitalists, entrepreneurs and advocate/entertainers gave provocative insights and recommendations for how to drive diversity and inclusion.
At the same moment, the Judge Kavanaugh hearing was broadcast live, adding sharp emotional context to the conference. On Capital Hill: a crucible of politics, bravery, and rage. On Stage: some of the world’s best journalists and business leaders breaking it down: practical steps for engaging and leading on diversification and inclusion, sampled with reaction to the unfolding testimony, a spontaneous mix of cause and effect, examples and insights. A light shown bright on a cause to fight for, and it opened my eyes. My incomplete notes from the panelists and presenterson this incredible day:
The Book Of You.From ex-CEO of Dupont, you must have a purpose to guide your own trajectory. There is a “Book Of You” where you work. What does yours say? The only way you can know is by asking your peers. It will not come through in employee reviews.
Why is there so little diversity in Silicon Valley start-ups?From Aileen Lee: it is normal for founders to tap their immediate network when getting a company organized, to work with and trust people they know best. So diversification has to happen at the funding point: who gets hired, who’s funding.
Fear and Greed. When firms led by white men begin loosing deals because they are not diversified, they will begin to change. Their boards will become more intentional.
It’s not about the data.You, personally, have to show your true self, your intention to change. The human connection to this intention -- the narrative you build -- will be more effective than reliance on data. Publicly stating your values and a willingness to be held to them is the key.
Bias is baked in. A bunch of white guys coming up with a product will bake-in implicit bias. You have to create a culture of standards to live by. As you grow, you can’t just fill open spots as quickly as possible. You have to hold those spots open and try to fill with non-white guys.
Fire the Recruiter.Don’t work with recruiters who just bring white people. For Board seats, recruiters have to look harder for people with a variety of skillsets, not just the right titles. If they protest or can’t deliver, fire the recruiter.
Be Prescriptive and Publish. As leaders, you cannot just say “more women”. You have to have some goals to measure by. Be transparent – be sure everyone knows those goals.
The Partners Lunchroom.Jamie Dimon saw the old boys club at work in the Partners Lunchroom at Chase. Backslapping, talking sports scores, leaving out women and people of color. Leaders have to engage everyone in that room, individually. Intentionally.
There is no 1 way to increase diversity. You have to educate the men. Survey: are you being treated fairly? Why are people leaving? You have to drive openness with your people. Jamie Dimon “I respond to every email, every call. I drive this all the time, on airplanes, at cocktail parties, my door is always open.”
Bridge to Nowhere. Chase will have a female CEO when the time is right and she is right for the job, not because she is a woman – that would be a huge mistake. Artificial promotion is a bridge to nowhere and sets up a negative situation. It must be authentic. .
Start Before You Are Ready: Women are doing all sorts of things they are not prepared for. Start before you are ready. If you wait, opportunity will pass you by. Samantha Bee’s advice from her husband: never waiver, block out the naysayers, go to the mat for your idea.
CEOs of Dupont and Accenture: Inclusion is core to business strategy, and so we set goals and targets, we publish them, hold ourselves accountable. Transparency builds trust. Hitting your business metrics are just table stakes for everyone on the leadership team. You have to ask each one “What is your personal impact?” What you do personally to drive inclusion and diversity is how we (CEO) can see how accountable you are for future leadership roles.
Complete Transparency.Publish the metrics of the different members of the leadership team each month. A little internal competition is good. It also breaks down implicit bias, creates a culture where vulnerability can be expressed and real improvements achieved.
What does it mean to sponsor someone?At Accenture, “sponsorship is who is going to be your advocate when you are not at the table.” At the very top, each one on the leadership team sponsors 2 women. Inclusion is also a learning opportunity for what is really going on the company. https://youtu.be/ynH4HSGcY6I
What is a Male Ally? It is more about supporting values, not gender. “Ally” is not enough. You have to advocate, want action. Make a 1-day contract with yourself: what we did yesterday does not matter today. “I’m a good person” is far from good enough – you have to prove it everyday. It is a constant battle to stay engaged in this journey.
#MeToo Is About Men. Get rid of “What’s the Business Case?” That’s something the empowered tell the marginalized so they don’t have to do the work. We have to work on awaking our empathy.
At this same moment, Judge Kavanaugh is furiously defending his record on Capital Hill. and deflecting Democrat calls for him to join the chorus for an FBI Investigation.