Today, Jacinda Arden announced her resignation as New Zealand’s Prime Minister, citing burnout as one of the key reasons. But Ardern is not alone. A survey of 5000 women finds burnout has increased in the last 12 months and it is the main reason many women want to quit.
Latest diversity and inclusion thinking
Each week we interview world leaders, thought leaders, CEOs and ordinary people who are taking action to build workplaces that work for everyone. Discover the latest thinking on diversity and inclusion to understand why it is imperative to your success and that of your organisation to realise a vision for creating an inclusive workplace of the future.
There are three reasons why your company’s diversity, equity and inclusion efforts fail; these include employee fatigue, backlash, and denial of inequality. Here Lily Zheng shares what we can do to tackle these issues.
Male allies are critical to advancing gender equity in the workplace. Yet too few are taking action to advance inclusion. One of the reasons for this is the difficulty allies face embracing DEI paradoxes. Here are three ways to embrace DEI contradictions.
New research shows the gender burnout gap has widened because most workplaces do not create cultures that support women in managing work-life integration. To build workplaces where women can thrive we need to create cultures that center their wellbeing.
Five years after #MeToo, the impact is clear: The majority of women feel safer at work but male managers are more reluctant to hire, work with, or mentor women, making it more difficult for women to get ahead. To advance gender equality we need to tackle this backlash.
Despite ongoing efforts and activity towards gender equality, workplace gender equity remains elusive. New research clearly indicates backlash and resistance to workplace diversity, equity and inclusion (DEI) efforts – particularly from male managers. Here’s how to tackle resistance to DEI at work.
More than three-quarters of white employees consider themselves allies to women of color at work, yet less than half of these white allies speak out against bias or support women of color with their advancement. Find out how you can move beyond allyship and become a co-conspirator at work.
Younger generations are holding less progressive views when it comes to women in leadership, indicating gender equality won’t be achieved with the passing of time, as recent research findings reveal.
Companies also need to be proactive and provide information and training for both men and women to learn how to manage pressure effectively. Jensen believes that pressure is more beneficial than stress as it is a developmental experience that can help us grow and achieve our goals.
Why are women still taken less seriously than men when it comes to leadership?
Creating a workplace where employees feel psychologically safe to be themselves is the starting point for valuing differences at work. Here are three ways to manage microaggressions at work.