Gender parity promises to create healthier organizations and lift productivity|Observations from Linkage’s inaugural Boston HR Leaders Executive Roundtable
By Jacqueline Ganim-DeFalco
Speaking to a select audience of senior HR and operational executives at the Harvard Club Boston, Linkage‘s lead organizational leadership practitioner and expert on advancing women, We cannot address gender equity challenges, nor take advantage of the opportunity through one-off tactics. Nor can we approach it by simply punishing bad behavior @Jill_Ihsanullah @LinkageInc @MatthewNorquist Share on X
The key to success is to lay a strategic foundation that prepares all employees to take advantage of advancement opportunities. To do so, it’s also critical to acknowledge the built in or “unconscious” biases that are a combination of reflection of self and of others in the workplace.
Within minutes of the presentation’s start, the audience was fully engaged and sharing their questions—How much of what we see inside organizations happens before a person even enters the workplace? Are we trying to change women to fit inside an organization’s structure or do we need to change the organization? Do men react the same as women in similar circumstances?
No simple answers here. Linkage’s research revelations were multi-layered and built on competency-based 
assessment data from tens of thousands of female leaders who have been purposely chosen for advancement.
Dr. Ihsanullah started with a framework that lined up culture, talent, and leadership development around the centrifugal force of Executive Action, without which none of the former can happen. One example of a particular challenge is the multiple layers of culture inside a company. A tech company on the fast track, for example, doesn’t want to take away from the energy driving the company’s growth but still needs to encourage opportunities that accommodate all lifestyles.
Another hot area for discussion was a balanced candidate pool. Words like scarcity, velocity, and availability were top of mind for attendees.
Some of the data was troublesome, especially around minority women, sexual orientation, and other groups that need further development or presented additional challenges for organizations.
What’s imminently clear is that disrupting the traditional organizational structure if a fundamental part of the future and that by doing so, all groups will benefit.
Linkage is determined to tackle these and many other hard issues through its research and programs. With its 
Boston headquarters, Linkage is a natural resource for the diverse business economy that is flourishing here. Many thanks to Linkage, Inc. CEO Matt Norquist for hosting this event and to attendees from Boston leading organizations who are fully committed to making a positive impact in advancing women’s leadership.
Here’s how you can take advantage of Linkage resources:
Request the White Paper| This forum was intended to introduce the new data, but there’s a more detailed analysis in the upcoming White Paper: Gender Equity is a Competitive Advantage.
Attend the June 27th Webinar|It’s Not You, It’s Me? How Intersectionality and Unconscious Bias Are Affecting Women’s Advancement –
Attend or recommend your team members to attend the Women in Leadership Institute. Learn more about this November 12-15 program.