Formal policies are just one piece of what’s needed to attract, develop, retain, and promote talented women in your organization.
Leadership decisions don’t start at work, they start at home. Drawing on 2 studies, this research shows how household labor and perceptions of fairness shape work-family conflict, leadership motivation, and concerns about stepping into leadership roles.
Women’s leadership gaps persist because systems still rely on women’s unpaid care time. This paper shows why structural change, not individual fixes alone, is needed to advance women in leadership.
This experimental study finds that the amount of time an individual speaks directly increases their perceived influence, supporting the “babble hypothesis.”
Uncover the career costs of the “Organizational Wife” phenomenon and gain strategies for leaders to address the systemic organizational citizenship behavior burden that limits women’s power and restricts their crucial contributions.
Article in Forbes featuring insights from CCL’s Diane Bergeron on how “helping behaviors” at work disproportionately affect women in the workplace.
CCL’s Chief Information Officer, Fara Francis, was selected as a featured panelist at the Info-Tech LIVE 2025 conference.
Mentoring and sponsoring are important because a strong network can support you and advocate on your behalf. But while mentorship and sponsorship help all leaders advance in their careers, they’re especially important for women. Learn why, and how to get started.
Learn how CCL partnered with Lean In, an initiative of the Sandberg Goldberg Bernthal Family Foundation, to advance women leaders globally, helping them to strengthen their networks, lead authentically, and inspire others.
Senior-level women are often penalized when they promote their female colleagues. Our researchers uncovered why more women don’t support other women.
