Formal policies are just one piece of what’s needed to attract, develop, retain, and promote talented women in your organization.
Learn about CCL’s work with the Girl Scouts and the importance of developing leadership among young girls. By supporting girls, we strengthen our communities and our world.
Examine whether senior women leaders are unwilling to support other women due to potential penalties. Research explores the queen bee syndrome phenomenon and its impact on women’s advancement, revealing organizational dynamics affecting female leadership support.
Investigate gender differences in managerial derailment examining why women drop out before reaching top positions. Research explores specific factors causing women’s career derailment distinct from male counterparts.
Discover whether women leaders underestimate their leadership impact more than male counterparts. Research explores how stereotypes influence women’s self-awareness and appreciation of leadership capabilities.
Examine the relationship between gender-professional identity integration (G-PII) and creativity, drawing on social identity theory. Research hypothesizes identity integration effects on creative performance for female professionals navigating multiple identities.
Explore how displaying empathic concern may differentially predict career derailment potential for women and men leaders in Australia. Research notes the importance of emotion in leadership contexts revealing gender-specific patterns.
Understand the NEW Career Accelerator Model™ developed in partnership with the Network of Executive Women (NEW). Study identifies 8 critical leadership competencies for women reaching executive levels in retail, consumer goods, and services industries.
Learn how we studied work-life boundary management across genders using our WorkLife Indicator™ (WLI). Study reveals 3 of 5 WLI scales exhibited measurement equivalence, but half failed predictive invariance, indicating gender differences.
Learn how Ingersoll Rand partnered with CCL to broaden and strengthen the gender diversity of the company’s global leadership team among the middle- and senior-management ranks to improve retention and business performance.