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  • Womenomics, a must

    In the coming decades, Europe will suffer from a noticeable decline in qualified professionals (by 2030, we will be short by some 30 million), who we will be unable to replace with skilled immigrants, because upcoming countries will be offering new opportunities to their citizens that will eliminate the brain-drain of previous times. While this is going on, half the women in the Western world with scientific and technological backgrounds will voluntarily abandon their professional careers at around the age of 30 with the apparent aim of starting a family.

    But perhaps there are other, more subtle, reasons for this abandoning of careers. Some studies show that professional women are generally not as inclined to the "peacock strategies" favoured by men that dominate common business promotion procedures. Women demand that their work be evaluated according to criteria of merit, productivity, and competence, rather than on appearance and organisational politics. When climbing the professional ladder, women demand logic, yet organisations seem to go on appearance. Faced with this, many women become frustrated, and decide this may be a good moment to have children or look for other work more suited to their needs (and to the unequal division of roles that is still practised by most couples).

    womenomics Picture by Edmon de Haro.

    Other studies show that in an advanced economy, with its high cost of living, couples can only permit themselves to have children when both are working. In order for this to be possible, and for work and family to be compatible, organisations need to create conditions for more personally sustainable employment: fewer meetings, increased productivity, better tools, more rational evaluation procedures, objective- based management, etc. The interesting result of all this is that what starts off as women-friendly policies actually end up being generally people-friendly. And that perhaps the most topical discrimination would not be between men and women, but between childbound and child-free individuals.

    What is more, it has been proved that the type of management skills that will be critical in an economy of creativity and collaboration are more typical of women than of men.

    The fact that there will be more women in organisation management is not a question of gender, but of business. We need to define strategies, put the tools in place and implement programmes that allow us to change the way we work. And more specifically, we need to apply policies that directly tackle that fight or flight moment that professional women often face in their thirties, and prevent it holding back their careers or restricting their potential talents.

    Companies that do this will multiply their brains by two, and as a result will increase intelligence – dual, open and diverse – and vastly improve their options for survival in these ruthlessly competitive times.

    From my book: Visionomics

    by acornella on enero 2017
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4 comments

  1. llf

    03.01.2017 at 10:53 am

    Maybe , we need a deeper thought about this topic. Thanks anyway.

  2. acornella

    03.01.2017 at 10:57 am

    Yes, indeed. Thanks!

  3. Nacho Torre

    04.01.2017 at 12:32 am

    Hi Alfons!
    I do really agree with you:)
    Could you tell me the studies wich you mention in your post please?
    Thanks in advanve!

  4. acornella

    05.01.2017 at 5:36 pm

    Hre they are:

    See McKinsey’s study, Why women matter, at http://www.mckinseyquarterly.
    com/A_business_case_for_women_2192.

    See the book, Why women mean business (2008), and the corresponding
    blog at http://whywomenmeanbusiness.com.

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