“Women often try to fulfill what they believe is society’s version of an acceptable type of power for women, which is much nicer, much more accommodating. This leads to what Catalyst calls “The Goldilocks Syndrome.” Women find themselves in situations where they are perceived as either “too hard” or “too soft,” but never just right for that top job.” says Henna Inam for The Glass Hammer.

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Research conducted by McKinsey found that women apply several positive leadership behaviors more often than their male counterparts. Developing people is consistent with helping others achieve their full potential in life. It’s part of nurturing.

Attitudes have changed toward mothers who do go back to work after having children, said Laurel Ann Jones, a licensed clinical social worker at Psych’d On Main, 951 Main St. in Grand Junction. Jones, who primarily sees working women, said she hears few complaints anymore by working mothers about employers concerned about missed work time.

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companies and governments can ill-afford to ignore a woman’s needs when it comes to balancing her work and home life. With 60% of the university graduates in the United States and European Union being women (with many other parts of the world following suit), women are an important resource. In order to tap into their potential, governments and companies have to think of ways to facilitate having a family and working at the same time.

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Oregon State research shows that there is no one reason why women executives are twice as likely to leave their jobs just before reaching the top, but we do know for certain that a woman’s traditional role as primary caretaker still plays a major part.

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Despite organizations’ efforts to achieve a diverse workforce, the majority (70 percent) do not have a clearly defined strategy or philosophy for the development of women into leadership roles, according to the new Women’s Leadership Development Survey conducted by Mercer in conjunction with Talent Management and Diversity Management magazines.

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Within the financial services industry more than five times as many women as men lost their jobs from mid-2007 to mid-2010, according to government data, and the gender pay gap for full-time managers widened as well. Six current and former female employees of Citigroup filed a class-action lawsuit against the institution, one of the “big four” consumer banks in the U.S. Host Michel Martin speaks with Dorly Hazan-Amir, a current female employee who’s also a plaintiff in the suit, Douglas Wigdor, the plaintiffs’ attorney, and Joan Williams, director of the Center for WorkLife Law at the University of California’s Hastings College of the Law.

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As reported in The GlassHammer…While it’s great news that the human resources professionals are creating a sense of inclusiveness, that hasn’t quite filtered down to the Average Joe in the office. Or the Senior Joe, for that matter. There are many men who ‘get it’ but there are still plenty who don’t. So how do you bring men onboard with gender initiatives, and start tackling this issue together?

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As reported in The GlassHammer, a  recent Harvard Business Review article, “Why Men Still Get More Promotions than Women,” reports on some of the challenges emerging women face in mentoring programs. It points out the difference between mentoring and sponsoring and says that men are better at finding career-building mentors than women.

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