Stacy Bingham’s Post

Happy International Womens Day to all the amazing women in my network! Defying gender bias in leadership begins at a young age, where girls who like to take charge are labeled as "bossy" and "loud", instead of empowering them and their capabilites. The article below is a great read on 5 ways all adults can lift girls up as leaders 💗 #internationalwomensday #inspireinclusion

How should we address the lack of women in leadership? Catherine Fox AM, a leading commentator on women and the workforce, identifies seven key ways that gender bias occurs at work and outlines what we should do about it in her vital new book. Breaking the Boss Bias is published 1 August. Read an early extract below.

Completed Module 3 of the Women in School Leadership 2024

What is leadership? Really. Leadership research has made strides in recognising gender dynamics, but it still relies heavily on outdated frameworks of what leadership really is. Ronit Kark (Bar-Ilan University) and Claudia Buengeler (Kiel University) write that the lens of the four feminist waves can help us understand better the challenges women face and chart a path towards novel, more inclusive leadership models.

This HBR article is difficult to read, evidencing that even in female-dominated sectors like nonprofits, men often hold and are escalated quicker into leadership roles. We often cite in the tech sector that we have a lack of female ‘pipeline’ climbing the ladder to leadership – maybe that’s actually true - maybe that’s just conveniently true?! What lessons can the tech sector learn from this research about hidden barriers that are preventing women from rising? My experience working for small businesses is that there isn’t a traditional career ladder, and there’s generally more freedom to navigate your role according to your strengths. But the clients and partners I work with are very much in the bigger corporate world—and I long to work with more female CIOs! The article ends with some solid tips, and #6 is where I’d love to do more – mentoring, challenging and helping women lean into their network to spot opportunities and grab them.

What can you count on gaining from your time in The Thread KC? Personal & Professional Development: The Thread provides a 6-month program focusing on women’s personal and professional development. During this period, women are exploring their strengths and areas for growth as they roll up their sleeves to bring forward their professional and personal goals and challenges. They work through tactical steps to advance their goals and overcome their challenges.  Confidence & Leadership: The Thread provides a community that embraces women holistically, which builds a deeper foundation of confidence. They learn to embrace who they are, allowing them to show up more profoundly for those they lead. They learn to advocate for themselves, their teams, and their organizations. They learn to use their voice rather than ruminate, which leads to them fully accessing their potential for the benefit of their organization. Community & Accountability: The Thread allows women to share their goals and challenges with others in similar roles across various industries around the city. The women of The Thread embrace diversity and recognize the value of different perspectives on solving issues. In building close relationships, the women drive one another and hold each other accountable in a motivating way.  Join us for cohort two starting September 11. #womensupportingwomen #professionaldevelopment #femaleleaders #womeninleadership #kansascitywomen

Another Woman Up! Ignite the Leader in You cohort is FULL—in just 4 weeks! I think the most controversial thing I have done in my career is to create and launch a leadership program exclusively for women. Some participants have faced criticism from male colleagues, and I've been challenged on whether this approach promotes fairness and parity. Here’s my take: There’s still a huge gender gap in leadership worldwide. A girl born today won’t see equal representation in parliament until she’s 39 years old. Women still face barriers in career opportunities, mentoring, and yes, pay equity. We still hear comments about our body parts as if they are fair game conversations in hallways and lunchrooms. At times we get judged for speaking up, and told to "not rock the boat." And this I speak from experience. So, yes—this space is for women. A space where we can reclaim our power, lean into our strengths, and lift each other up. If doing my part to close the gender gap and empower women makes people uncomfortable—so be it. I’d rather be part of the solution than do nothing at all. Let’s keep pushing boundaries and embracing the power we have within and inspire change for generations to come. Together we rise! Learn more about Woman Up! https://lnkd.in/gJdjJArd #womanup #leadership #genderequality #femaleempowerment #womenleaders #womensupportingwomen #igniteyourpower #Leadership #WomenInLeadership #WomenEmpowerment #DiversityAndInclusion #GenderEquality #WomanUp

The Value and Imperative of Bridging the Gender Gap in Leadership Roles Today, more than ever before, women are ascending to leadership positions traditionally dominated by men. Despite the gains made for gender equality in leadership roles, we are a far cry from where we need to be. Women bring a diverse array of qualities to leadership, including empathy, compassion, intuition, and an innate ability to inspire and foster relationships. Research consistently demonstrates that these qualities enhance productivity, encourage team collaboration, promote fairness, narrow the pay gap, and cultivate trust within organizations. At Castle Consulting Services, we pride ourselves on our commitment to meritocracy in talent acquisition. As a female-owned company with an all-women team of professionals, we prioritize skills, experience, and cultural alignment with our clients, irrespective of gender. We relate and connect with women aspiring to move into leadership roles with our clients. The following article elucidates the myriad benefits of diversifying leadership roles by increasing the representation of women.

This is not a topic that I enjoy posting about. In the era of DEI programs need to go away. This article is on the Harvard Business Review. Points out an issue that women face regularly that they are not good enough to be leaders. Corporate America reinforces that message regularly by the lack of female CEOs. I can appreciate that men and women lead differently. This topic is near and dear to my heart. I want to see a world where women and men can be promoted, and earn equal wages. #women in Leadership, #gender equality, #leadership, #DEI https://lnkd.in/gprs3vY6

This week in our American University - Kogod School of Business Women In Leadership class we are discussing team leadership, culture and leadership, and reviewing this comprehensive IBM Women In Leadership report. A few of the key takeaways from this report: •The most destructive structural barriers are invisible - Unconscious biases and microagressions •. Parity “feels” close, but is getting farther away - We have made strides, but not nearly enough. At the current rate of change, gender parity remains decades away. •. The cost of doing nothing is getting more expensive - Organizations identified as gender equity leaders report 19% higher revenue growth. But overall, not enough companies attract and retain top female talent. A great read for all managers, women leaders, and DEI/HR professionals. cc Susan Matthews Apgood #womenleadership #womenleaders #womeninbusiness