Data-Driven Leadership

“If she’s left out of the data, she’s left out of the solution.” This isn’t just a slogan—it’s the hard truth many organizations overlook. When women’s experiences, contributions, and challenges are not captured in data, strategic decisions are built on partial truths. We cannot address what we don’t measure. I remember working with an organization during a DEI audit where gender representation looked fairly balanced on the surface. But when we dug deeper, the data told a different story: • Leadership roles were overwhelmingly male-dominated. • Performance reviews showed a bias in language—men were described as “ambitious,” women as “cautious.” • Promotions for women plateaued at mid-management, despite equivalent performance metrics. The solution wasn’t more policies or more workshops—it was more data. Data that captured not just headcounts but lived experiences. Data that told the story of pay equity, growth opportunities, and workplace culture. When women are left out of these metrics, they’re left out of the growth, the opportunities, and the solutions that move organizations forward. If you’re serious about equity, start with the numbers. Measure what matters. Because if she’s not in the data, she won’t be in the boardroom either. #diversity #equity #inclusion

Unveiling the Power of Data: Insights from a Gathering of Data-Driven Women On Thursday evening last week, I had the privilege of engaging with a diverse group of women deeply involved in the realm of data. Our discussions revolved around the concept of data democracy and its implications. Understanding Data Rationalization: • The unanimous desire for more data and insights emerged, prompting reflections on the importance of rationalizing data pools. • Despite the increasing role of AI and technology, cautionary notes were sounded—awareness of biases and the necessity of expertise in AI were highlighted. Data Across Industries: • Data isn’t confined to specific industries. Even building efficiency data plays a crucial role in understanding the ESG. component for sustainable buildings. The Crucial Role of Clean Data: • The instrumental role of clean data was emphasized as a prerequisite for moving away from legacy systems and venturing into AI possibilities. • Cleaning data becomes pivotal to harness the potential of AI, requiring meticulous attention to data cleanliness. Addressing Data Debt: • A significant concern was identified as “data debt,” referring to legacy data that persists despite its irrelevance today. • The challenge lies in cleaning this data mountain, a task often overlooked by upper echelons but crucial for organizational readiness. 📂📦Data needs to be accessible yet secure not everyone needs access to all data. What they do need access for should be razor sharp to prevent the data mountain from getting out of control 🪪👆There isnt always a wallet to pay for data so it’s up to the users to manage upwards and devise ways of being more commercially astute and showing how they can save the organisation money by removing an old kri / kpi / data set for example The Role of Technology in Survival: • It is evident that organizations must embrace technology to survive—experimentation and new trends in technological utilization are key for efficiency and competitiveness. Thanks to, Women in Tech and Full Story, for orchestrating a remarkable evening of dinner and conversation in a beautiful venue. The insights shared underscored the pivotal role of data in shaping the future, making it clear that adapting to technological advancements is not just beneficial but essential for organizational survival. A useful podcast: that ties to this theme https://lnkd.in/eUwevMuv

As WGEA’s mandatory gender targets take effect, it’s tempting to rush straight into action. To pick a number. Draft a statement. Publish a plan. But here’s what we know: targets set without understanding the systems behind the data risk doing more harm than good, especially in this environment. Because gender pay gaps, leadership gaps, and promotion gaps are not just numbers. They’re signals, telling the story of your systems, power structures, and workplace culture. And if we don’t listen, we miss the opportunity - and the obligation - to act: A 9% gender pay gap? ⚠️ A warning sign. Less than 35% women in leadership? 🚩 A red flag. 5% of all promotions to part-timers? ❗ Low male uptake of parental leave? 🔍 A cultural cue. These aren’t quirks of the data. They’re evidence of deeper risks: - Sex-based discrimination in career pathways - Bias in performance and promotion - Cultural assumptions about gender roles - Power imbalances that enable harassment And under Respect@Work, these risks are now your legal responsibility to identify and eliminate. Positive Duty is in force - and the financial and reputation risks continue to grow. ✨ GEN – our Gender Equality Navigator – analyses what’s behind your numbers. And this is what our clients are loving right now. One client’s coaching data revealed 5 clear barriers to equality - but it also what was working and needed to be amplified. For example: - Why ambition stalls after parental leave - Why women weren't applying for senior roles - Where sponsorship capability is missing - How flex stigma erodes progression - Why men aren't taking their full parental leave allocation So, instead of chasing arbitrary targets, they set goals around promotion equity, parental leave consistency, and pay gap reviews - tackling the real drivers of inequality in their business. That’s exactly why we built GEN: to combine system-level data with coaching insights, so you can set targets that are grounded in evidence and act on the root causes of inequality. 👉 If you’re setting your gender targets right now, let’s talk about how GEN can help you see not just the numbers, but the story behind them. #RespectAtWork #WGEA #genderequality #leadership #culture Caroline Maillols [Mah-yols] Vikas Thakur Ben Gilbert Tegan Sturrock

What Happens When Women Lead in Data? We talk a lot about data, how to collect it, analyze it, and leverage it. But rarely do we ask: Who’s leading these efforts? When women lead in data science and AI, they bring more than technical skills. They bring perspective, empathy, and a drive to build systems that work for everyone. And the results are Powerful, Inclusive and Transformative. Here’s how; 1. Inclusive Design Take Femtech as an example. Alicia Chong Rodriguez, founder of Bloomer Tech, developed a smart bra that monitors women’s heart health, something sorely missing from mainstream medical tech. Why:- - Because most health data excludes women. - Women in leadership noticed this gap, and innovated around it. When women lead, blind spots get solved. 2. Tackling Bias from the Inside Dr. Joy Buolamwini founded the Algorithmic Justice League to challenge racial and gender bias in AI. Her work exposed how facial recognition systems perform worst on women with darker skin. Because the training data was biased. The system followed suit. Her leadership pushed Big Tech to reform.   Lesson: Data doesn’t lie, but it often reflects our existing biases. 3. Building Trust with Ethical Leadership Women leaders tend to drive more transparent, people-centered decision-making. This isn’t about being “soft.” It’s about building trust with users, teams, and the public. In the age of AI, where transparency is everything, this is a leadership advantage. 4. Better Representation When women lead data initiatives: Data models become more inclusive. Assumptions are challenged. Outcomes become more equitable. It’s not just a win for women, it’s a win for innovation and society at large. These wins aren’t unicorn stories. They’re evidence of what’s possible when we make space for women in data leadership. Let’s stop treating them as exceptions, and start seeing them as the standard we should all aspire to. 👉 Who’s a female data leader that inspires you? Tag her and let her know she’s making a difference. 

"When you're accustomed to privilege, equality feels like oppression." This unattributed quote has always resonated with me, especially in my work on advancing gender equity in organizations. But how do we move past this perception and create real, measurable results? The answer lies in data. Data is the first thing I advise all organizations to look at in advancing fairness because: 1️⃣ It exposes hidden biases: Numbers don't lie. When we quantify disparities in hiring, promotions, or pay, it becomes harder to dismiss real inequalities as mere perceptions. 2️⃣ It provides a neutral starting point: Data gives us an objective baseline, allowing everyone to start conversations from the same factual foundation. 3️⃣ It drives accountability: Measurable goals based on hard numbers create clear targets for improvement and make it easier to track progress. 4️⃣ It counters resistance with reality: When faced with resistance to change, data helps illustrate that the status quo isn't as fair as some might believe. In my research and work with organizations, I've seen time and again how data-driven approaches lead to better outcomes. It's not about making anyone feel oppressed—it's about leveling the playing field for everyone. Does this resonate with you? I'd love to hear your thoughts! #DEI #DataDrivenDecisions #WorkplaceEquity #GenderEquality

Recently I contributed to a study by Women Leaders In Data & AI (WLDA), KPMG, and Revelio Labs on the career outlook for women in data, analytics, and AI. The results were a real eye-opener, even after decades in the field. With only 39% of the workforce in data, analytics and AI being women, and 77% of executives saying Generative AI (GenAI) will have an outsized impact on society, there’s a lot at stake. We need to attract and retain talent from all backgrounds, not just to fill roles, but to make sure the systems we build are fair, inclusive, and reflect the diversity of the world they’re meant to serve. In this article, I highlight key findings from the study and discuss why expanding the talent pipeline is essential for building a more inclusive future in these fields. Big thanks to WLDA, KPMG, and Revelio Labs for the opportunity to contribute to such an impactful initiative! #DiversityInTech #WomenInData #AI #InclusiveFuture https://lnkd.in/g-uDUgKE

The McKinsey reports highlight significant disparities in the advancement of women, particularly women of color, in leadership positions. The "broken rung" phenomenon remains a considerable obstacle, where fewer women are promoted to managerial roles than men, leading to a lack of female representation in senior leadership positions. Women leaders, especially Black women, face higher rates of microaggressions and biases at work, impacting their career progression and opportunities for advancement. The reports emphasize the importance of addressing these challenges through tailored programs and policies that support the career development of women, especially women of color. The research underscores the need for companies to implement practices that promote gender equality, such as tracking metrics, setting goals for representation in leadership, and addressing biases in performance evaluations and promotions. It also emphasizes the role of courageous leadership in challenging gender biases and fostering a more inclusive work environment. Companies are encouraged to adopt fresh and bold strategies to drive gender equality, including flexible work arrangements and transparent approaches to pay equity. Overall, the reports shed light on the persistent barriers faced by women in the workplace, particularly at the managerial level, and call for proactive measures to address these challenges and create a more equitable and supportive environment for women's career advancement. My favorite part of this report is that it always offers solutions. The first solution is that organizations track the outcome to improve women's experience and progression, but not just track; they should also share the data internally. Transparency and awareness are critical with this data. As we start the celebration of Women's History Month, what is your organization's commitment to gender parity - the statistical measure, not the marketing that often happens during these months? What is the commitment to true equal gender parity? #WomenInLeadership #WHM

Our latest study, published in BMJ Global Health, underscores a crucial yet often overlooked truth: women’s leadership isn’t just about equity—it’s about impact. The majority of studies reported a positive impact of women's leadership in 6 areas of impact: 1. Financial performance, risk, and stability 2. Innovation 3. Engagement with ethical and sustainability initiatives 4. Health outcomes 5. Organizational culture and climate, including reputation, employee retention, and team cohesion and communication 6. Influence on other women’s careers and aspirations. Even those studies reporting mixed findings still largely pointed to positive results, particularly when modified by other factors, such as better education, greater levels of experience, and opportunities to work with other women across an organization. This paper sheds light on the evidence behind why we must do more to support and sustain women’s leadership. 🌍 📖 Read more here: https://lnkd.in/e9imfQyV This research is funded by The Global Financing Facility (GFF) and is part of a mixed-methods study conducted across sub-Saharan Africa on the impact of women's leadership on gender and health outcomes. More to come! Johns Hopkins Bloomberg School of Public Health, Johns Hopkins Center for Global Women's Health & Gender Equity, Department of International Health, Johns Hopkins Bloomberg School of Public Health, WomenLift Health, Women in Global Health, Rosemary Morgan, PhD, Charlotte Pram Nielsen, Katherine Banchoff, Kelly E. Perry, MPH, Anju Malhotra

Recent CUPA-HR data reveals that the diversity of our student bodies is a point of pride for many universities, unfortunately, that diversity isn't always reflected in our leadership ranks. While progress has been made in increasing the representation of racial/ethnic minorities and women in administrative roles, significant disparities remain. It's time to acknowledge these gaps and commit to real, tangible action. Here are some crucial takeaways from the data: Representation matters: Though women hold the majority of administrative positions overall, they are significantly underrepresented in top leadership roles, especially presidents and chief academic officers. Women of color face an even steeper climb, making up just 6% of presidents and 9% of chief academic officers. The pay gap persists: Female administrators, with the exception of Asian women, continue to earn less than their male counterparts, regardless of race/ethnicity. This systemic inequity must be addressed. Moving forward, let's work together to: -Champion inclusive leadership development programs: Invest in initiatives that identify and cultivate diverse talent for leadership positions. -Create transparent promotion pathways: Establish clear and unbiased criteria for advancement, ensuring opportunities are accessible to all qualified candidates. -Hold ourselves accountable: Track progress on representation and pay equity goals, and actively address any identified disparities. A diverse and equitable higher education landscape is not just an ideal, it's a necessity. We owe it to our students, our faculty, and ourselves to build a future where leadership reflects the vibrant communities we serve. Let's make 2024 the year we close the leadership gap for good. #HigherEdLeadership #DiversityEquityInclusion #WomenLeaders #ClosingtheGap https://lnkd.in/gxMEAYap