Inclusion Compass

Alan Benson’s study, "When do women present themselves as leaders?", explores the gender gap in self-reported leadership skills on LinkedIn—and the findings are both insightful and eye-opening: Women are 16% less likely than men to list leadership skills, even when controlling for their occupation and company. The gap persists, not due to skills, but in how leadership is presented—women more often report support skills, while men highlight agentic skills like negotiation or project management. Interestingly, workplaces with strong work-life balance ratings nearly eliminate the gap, highlighting the importance of systemic workplace factors. Companies with more women in management have higher rates of reported leadership skills among both men and women, but especially men. In today’s job market, platforms like LinkedIn play a critical role in job matching. If women are less likely to present leadership skills, the implications for career advancement—and how employers approach gender equity—are enormous. A must-read for anyone invested in gender equity, leadership dynamics, and workplace inclusion. Read the full study here: https://lnkd.in/ggjT2sF2 #Leadership #GenderEquality #LinkedInTips #WorkplaceInclusion

The latest European Institute for Gender Equality Gender Equality Index 2024 reveals that the European Union has achieved a score of 71.0 out of 100, highlighting a steady but modest improvement of 0.8 points compared to the last edition. Key findings include: A reduced gender gap in employment Improving gender balance in economic decision-making Increased representation of women in power. However, challenges persist: Women remain underrepresented in leadership roles. Women face a higher risk of poverty than men. These results highlight that achieving true gender equality is not just about policies but requires rigorous execution and accountability. Read the full report for deeper insights: https://lnkd.in/dhhijRSu #GenderEquality #EIGEIndex2024 #ProgressNotPerfection

According to a recent report by the International Labour Organization, 748 million people globally cited care responsibilities as the reason for being out of the labor force in 2023. Alarmingly, this accounts for over 30% of all inactive people worldwide. What’s striking is the gender disparity: 45% of women outside the labor force (708 million) cite caregiving as their primary reason for non-participation. In contrast, only 5% of men (40 million) report caregiving responsibilities. This highlights the disproportionate burden women face in unpaid care work, including child care, support for individuals with disabilities, and housekeeping. Men, on the other hand, predominantly cite personal reasons such as education (58%). Notably, cultural norms and societal expectations still act as barriers, discouraging many women from participating in paid work. Till we address this persistent gap, progress will be far ahead. Read the full research: https://lnkd.in/dKupWqm6 #GenderEquality #WomenInWorkforce #ILO #UnpaidCareWork

Every day, an average of 140 women and girls worldwide lose their lives at the hands of a partner or close relative—not a stranger. As we raise our daughters, we often warn them about the dangers of strangers and being outside on the streets. Yet, the harsh reality is quite different. Statistics suggest that “the streets” may actually be safer for women and girls than their own homes. It’s a hard truth to confront. Let that sink in as we conclude the 16 Days of Activism. The full report of UNODC and UN Women: https://lnkd.in/dkyXEvJH #EndViolence #Feminicide #UNWomen #GenderEquality

Harvard Business Review’s latest research shatters the outdated belief that women are "too emotional" to lead. During the early COVID-19 crisis, women leaders—despite higher anxiety—focused on supporting their teams, while men, under similar stress, were more likely to exhibit abusive behaviors. This study highlights a key strength: women leaders manage emotions effectively and lead with empathy. Yet, compassionate leadership—often practiced by women—remains undervalued in organizations. Want to dive deeper into this research? Read the full article: https://lnkd.in/euwC99uZ #Leadership #GenderBias #InclusiveLeadership #WomenInLeadership

Today is International Human Rights Day – a reminder of the fundamental rights and freedoms that belong to every one of us, regardless of who we are or where we come from. This day calls us to reflect on ongoing struggles and celebrate progress made. Whether it's fighting against gender-based violence, advocating for equal opportunities, or defending freedom of expression, every effort counts in shaping a more just and inclusive world. Human rights aren’t just words on paper—they’re the principles guiding us towards a better future for all. Let’s continue to raise our voices, take action, and ensure that these rights are upheld for everyone, everywhere. #HumanRightsDay #StandUpForHumanRights #EqualityForAll #InclusionMatters

Language is more than just words. It reflects our values, shapes societal norms, and influences how we perceive others. That’s why it plays a crucial role in promoting gender equality and inclusion. The “Words Matter: Supporting Gender Equality through Language and Communication” guide, developed by the European Institute for Gender Equality (EIGE), takes things a step further. It not only emphasizes using language that respects all genders but also incorporates an intersectional approach—acknowledging how gender intersects with factors like age, ethnicity, migrant background, disability, and sexual orientation. This is a great resource for DEI, communication, media, HR, and culture professionals who want to advocate inclusivity in the workplace. Check out the guide for more: https://lnkd.in/dnRRa4UM #InclusiveLanguage #GenderEquality #CommunicationMatters #DiversityAndInclusion

The UNDP's "Promising Practices for Gender Equality" catalog offers a roadmap for meaningful change. It highlights 37 impactful policy measures that governments can adopt to build gender-equitable societies and respond effectively to future crises. These measures, drawn from an analysis of 5,000 policies tracked by the UNDP-UN Women COVID-19 Global Gender Response Tracker, are a powerful resource for policymakers, advocates, and organizations committed to closing the gender gap. Explore these proven strategies and be part of the movement to drive progress: https://lnkd.in/dudRBfj8 #GenderEquality #PolicyInnovation #SocialImpact #UNDP #WomenEmpowerment

International Labour Organization ve Özyeğin Üniversitesi’nin yaptığı araştırma, ekonomik şiddetin iş hayatında yaygın ve önemli bir sorun olduğunu ortaya koyuyor. Araştırmaya göre, kadın ve erkek çalışanların yarısından fazlası iş yaşamları boyunca en az bir kez ekonomik şiddetin bir türüne maruz kaldıklarını belirtiyor. Ekonomik şiddete maruz kalma oranı, özellikle 45-54 yaş grubunda zirve yaparken, 54 yaş üstü çalışanlarda bu oran azalıyor. Bu bulgular, ekonomik şiddetin sadece bireylerin deneyimlerinden kaynaklanmadığını, iş yerindeki güç dinamikleri ve politikaların yeniden gözden geçirilmesi gereken temel bir sistem sorunu olduğunu ortaya koyuyor. #EkonomikŞiddet #ÇalışmaHayatı #Eşitlik #İnsanHakları #ILO

Why is achieving gender equity in leadership still so hard? Research from Stanford VMware Women's Leadership Innovation Lab highlights a key issue: "valuing biases"—the way contributions are rewarded. Even when men and women demonstrate the same behaviors, the rewards differ. For instance, a man's collaboration may be seen as strategic, while a woman's is merely supportive. Fixing this requires a two-step effort: Identify and address biases in how performance is assessed and rewarded. Train managers to recognize and combat these biases. It’s time to build workplaces where everyone has a fair shot. Read the full study: https://lnkd.in/emQ3v3j3 #GenderEquity #Leadership #InclusionMatters