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WE

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WE

Men, Women, and the Decisive Formula for Winning at Work

Wiley,

15 min read
11 take-aways
Audio & text

What's inside?

An investment in women is an investment in the future of business.

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Editorial Rating

6

Qualities

  • Applicable
  • Well Structured
  • Insider's Take

Recommendation

The corporate world’s success depends on diversity. Corporate leadership still underrepresents women because men don’t know how to address the problem of equality. Executive business coach Rania H. Anderson offers men the WE 4.0 Framework – “Eliminate, Expand, Encourage and Engage” – as a guide to the support and mentorship women need to succeed. Anderson relies on her experiences, not on primary research or comparative studies. As the #MeToo movement has shown, she says, professional conduct needs to go further than simply not exploiting and subjugating working women. Anderson urges men to use their power and influence to elevate women, help them fulfill their potential and build a professional environment in which everyone thrives. Institutional improvements aren’t sufficient; men need to engage women one-on-one to transform corporate culture. Anderson’s framework is deceptively simple, but her call to action is serious: Male leaders must address the gender equality gap, and they must start with respect.

Summary

An Egalitarian Workplace

Most men are not consciously trying to prevent women from advancing in business. Progress in gender parity stalls because men in managerial roles do not know what to do and are fearful of doing the wrong thing. Promoting equality in your workplace will benefit not only women, but people of different cultures, different generations and different personality types.

Women are huge economic drivers, responsible for 70% to 85% of all consumer purchasing decisions. Companies need female leaders who understand their clients’ needs. Women need to advocate for themselves, but men are vital to changing workplace practices. Men’s various objections to taking action include fear of stereotyping women, and the beliefs that they should not treat women differently than men and that women don’t want to be treated differently. Most women do wish to be treated the same as men, but women differ from men in meaningful ways, specifically in how they communicate and what makes them feel good about themselves. More than anything, women want respectful treatment.

About the Author

Rania H. Anderson is an international keynote speaker and the founder of TheWayWomenWork.com. She is an expert on women’s career advancement and an executive business coach.

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