Class Supporting the Progression of Women2018-06-14T13:53:57+00:00


Over the next decade, the impact of women on the global economy — as producers, entrepreneurs, employees and consumers — will be at least as significant as that of China’s and India’s respective one-billion-plus populations, if not more so.  Yet there is a wide gap between this potential and reality. Women’s access to boardroom seats is alarmingly limited, even in developed markets.

When our economy is facing unparalleled challenges, there is a clear imperative to help women succeed in the economy at all levels, as business owners of multinational organizations, as leaders in business, and at grass roots levels in local communities.


Where there is an imperative for a better balance of men and women at senior levels, there are often certain privileged groups in leadership roles. Organisations may have unwittingly promoted those who ‘fit’ with the privileged groups, such that progression of those in non-privileged groups, including women, remains slow.

Managers have a key role here. They need to challenge the usual expectations of what a ‘future leader’ looks and sounds like; actively recognise and value talent amongst those in non-privileged groups; and crucially, provide opportunities for them to grow. This is not easy. Hard-wired, sometimes stereotypical, ways of thinking can unintentionally get in the way.

This workshop, for male and female managers, helps the participant raise awareness of their perceptions of women as leaders. It shares practical actions so they can intentionally adapt their approach to get the very best from all the talent in their teams

Customised Delivery            Duration

Face to Face                                   90 minutes
Virtual                                              90 minutes

An exploration of four key areas in which to challenge thinking as we seek to support women, and others who might be different to us, to progress:

  • Stereotypes and perceptions of leadership
  • Confidence
  • Self-Promotion
  • Flexible Working

8-10 actions are presented. Participants commit to one action that will help them better support someone in their team whose approach is different from their own.

Participants will develop a raised awareness of their personal perceptions of women as leaders. Practical actions are shared for leaders to adapt their approach to get the very best from all the talent in their teams.