What women really want on IWD
(Not ALL women. But many women.)
A no-nonsense to-do list for IWD
30 doable, difference-making actions
For many years I ran women’s leadership programs* with some of the world’s largest organisations. I worked with the top 200 female leaders at Qantas, the top 100 at Vodafone and the top 21 with the NHS in London. I’ve delivered hundreds of programs with clients like Google, PayPal and Amazon on every continent except Antarctica. I’m proud of the impact I had in lifting the percentage of women at leadership level.
Perhaps this is why I have mixed feelings about International Women’s Day. I think it’s important. I also think it can produce much chatter and little change.
For this reason, and in honour of the tens of thousands of sparky women I’ve coached, here is a NO-NONSENSE TO-DO LIST for International Women’s Day. You’ll find thirty doable and meaningful actions that, in my experience, make a genuine difference.
Stop running IWD events with white tablecloths and beige platitudes that have all been heard before. Run events where inspiration walks hand in hand with transformation**.
Stop expecting women to fit into the mold created for them by generation after generation of white, male leaders. Women are here to change how leadership gets done, and trust me: THIS IS A GOOD THING.
Stop interrupting women. Full stop. No excuses. Just stop.
When women lead, we see more sustainable long-term decisions that create greater planetary peace. So: get women to the table and make space for them to talk. Listen hard. Then act on what you hear.
Trust your people to do their work in the ways that work for them, in the place that works for them, and at the times that work for them.
Stop insisting people attend back to back meetings all day then work late into the evening to get their stuff done. It lessens rather than increases productivity and performance. Also: it’s inhuman. We’re not machines.
While we’re at it, stop inviting people to meetings where they cannot add or receive value. When we meet like this, we’re going through the motions because it’s what we know. But it’s ineffectual, and easily changed.
Stop putting any pressure on yourself to be the expert in the room. Let other people shine. Put your ego aside so you can get excited when they do.
If you haven’t started having the conversation about perimenopause and menopause in the workplace, start.
Use pronouns in your email signature.
If you’re a mentor, don’t simply advise based on your experience. Understand her experience, listen to what she wants, then advocate for her to make it a reality.
Advocating requires action. Make recommendations. Set up coffees. Put her forward.
If you’re running a women’s leadership program*, train participants’ leaders too - this will help avoid the “well done … now back in your box” post-program effect.
Learn about the lizard brain and how it keeps people from their full potential**. Talk about your lizard with openness and vulnerability.
Read women authors. Listen to podcasts by women. Watch women-directed movies with strong female leads.
Stop expecting people to play by the rules of old. We’re creating a brand new rulebook for how work gets done. If you’re playing by the old rulebook you’re going to struggle to keep achieving at your usual rate. You’ll also struggle to keep staff.
Make more than just a dent in addressing any pay inequality. Make it a priority. Fix it in two years - tops.
Never ever again put on an all-male panel. If you see one being promoted, raise a ruckus. Then invite a woman or two (or three! ***) to speak.
Read up on what you can do to create a psychologically safe team and workplace. Practise what you learn, even if it feels clunky. Practise until it feels easy.
Take a breath before reacting with anger or aggression. Calm your fears, quieten your ego, centre your mind and respond from this place.
Give women credit for the work they’ve done. Shine a spotlight on them. Resist all temptation to take a bow yourself.
Find better questions to ask than “how was your weekend” and “did you watch the footy?” Be kind, curious and genuinely interested.
Work on your own development. Be open about your flaws, foibles and wobbly bits. Be open about how you’re wanting to grow.
Ask for feedback from the women you work with. Listen to that feedback.
Stop trying to be perfect, or to pretend you’re perfect. Let go of any need to try to look clever or impressive. Shine in your own role, but spend more time sparking a light in others.
Learn to ask open questions.
Learn to hold space with skill.
Learn to hold yourself steady through change and challenge**.
Learn to connect meaningfully and deeply with other humans.
Learn to make decisions with your heart and your gut (your ‘hut’), not just your head. Also: speak about your work with your heart, not just your head.
I’d love to hear your feedback on this list. Does it resonate? Would you add or change anything? I believe that a world where more women call the shots is a better world for everyone, and if there is a silver bullet, it’s ensuring we uplift humanity to the next level by putting more women in charge.
With love and fierce hope,
Gemma
*I’m returning to my roots and getting back in the women’s leadership game. My excellent friend and genius colleague Mia Handshin and I are designing a new leadership program that will achieve exceptional results for workplaces (and the women in them). If you’d like to express interest or book a chat with us, please email me at drgemma@drgemmamunro.com.
** I teach how to quieten the lizard brain to reach our full potential in The Courage to Shine. I share how to navigate change with grace and skill in Leading Through Change. And I replace hustle and chaos with calm and courage in Peaceful Peak Performance. Let me know if you’d like a copy of my speaker deck with keynote blurbs and client testimonials - think inspiration and transformation, hand in hand.
*** If you need an all-female panel that brings raw and real conversation and genuine inspiration, The Oyster Sisters (Taryn Brumfitt, Mia Handshin & I) come ready-made with a great offering and lovely accolades. Let me know if you’d like more info.
I love the list and its got me thinking about the team I am in at work. Almost half of us are women. Maybe it's time for is to shine and have more conversations about what is in your list