CIO Zone has a nice article discussing Catalyst research that determined criteria for men supporting diversity initiatives and characteristics of companies more successful with women. This is interesting and should be read by all corporate executives…where does your company fall in this regard?

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The Glass Hammer reports about the impact of the current ecomony on women leaders, which isn’t pretty. Overall, men have been hit harder with job losses, but at higher levels it’s a different story. Read article

Forbes.com reports a new and very interesting study by Catalyst looking at men’s perspective of the equality debate…why some men support it and some don’t. Basically, the more aware a man is of gender bias, and the greater his sense of fair play, the more likely he is to support women’s progress. Reasons for not getting behind women’s issues range from apathy because it would hurt their emplyment chances or not benefit them, to fear from backlash by other men.

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And a more well-rounded one at that, from a survey by Simmons School of Management. Women are risk-takers if you include a more realistic, practical list of what constitutes risk. Read article

Jane Merriman writes for Reuters abut the impact of, in my words, the feminine management style on business risk. It’s worth a read! Article

Jenny Evans of Suite101.com writes a nice article about the ongoing debate addressing the source of gender differences - biology or socialization. If you’ve been following my work, you know that I believe nature is the primary motivator for gender communication and behavorial differences. And I believe socialization reinforces those differences and adds to them. Apparently Ms. Evans holds similar beliefs. Read article

Monica Lim writes about gender stereotypes on her blog, a perspective I am in partial agreement with. I agree completely with her definition of feminism, but I disagree with her downplaying of the impact of biology on gender differences. After studying gender issues and communication for 16 years, I believe most differences stem from biological or physiological sources. Yes, society’s expectations and programming adds to these differences and exaggerates them, but they had to be there in the first place! The secret is to accept our differences and not judge them as right or wrong, good or bad…and that’s where our challenges as a species lie.

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Leon Fontaine writes in the Winnepeg Sun about enjoying differences and learning to work with them for successful marriages. His advice is effective for the workplace as well! He describes three tactics each for men and women, it’s worth a read…

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The Glass Hammer posted another good article, a realistic situation, describing gender style differences at higher management levels and how to manage them. Click here

PWC’s Glass Hammer newsletter has a great article about how executive women obstruct their own rise to the top. Granted, in the absence of a male-dominated environment, these issues wouldn’t be a problem, but considering the current male corporate model, the article is valid. It reinforces many of the gender style differences discussed in my GenderSmart® book.

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