Never before has there been such a confluence of international attention to the economic importance of women and the need for policies to enable them to fulfil their potential. The position of women – as employees, consumers and leaders – is seen as a measure of health, maturity and economic viability. Why Women Mean Business takes the economic arguments for change to the heart of the corporate world. This powerful new book analyses the opportunities available to companies that really understand what motivates women in the workplace and the marketplace. Find out how companies that learn to adapt to women will be better able to respond to the challenge of an ageing workforce and the demands of the next generation of knowledge workers. The authors compare policies and approaches in countries around the world, that offer surprising and envious results. The optimisation of women’s talents will boost the bottom line. Taking action to achieve this will require sustained courage and conviction from today’s corporate leaders. Reading Why Women Mean Business will be an important first step.
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“...gives example after example of the price that we all pay for a situation in which ‘women may hold the keys but men still control the locks’.” The Times “What’s especially valuable is the authors’ analysis of where companies go wrong in managing women...that’s how it will help women in the workplace.” Harvard Business Review “Lays out the importance of retaining women in senior leadership positions.” Harpers Bazaar “Wittenberg–Cox and Maitland have opened new ground.” Management Today WOMEN MEAN BUSINESS They make up much of the market and most of the talent pool. Reaching women consumers and developing female talent is essential for sustainable economic growth in the 21st century. Studies show that better gender balance in business means better bottom line results and greater resistance to economic crises. So why are there still so few women in leadership roles in business? Why are companies struggling to respond to today’s female consumer? Why is there a persistent pay gap between men and women around the world? Why Women Mean Business takes the economic arguments for change to the heart of the corporate world. Fully updated in paperback, the book shows why getting gender right matters – as much when the economy’s bust as when it’s booming. A must–read, packed with ideas from companies that have made it work, views from top business leaders and step–by–step guides to how we can all become gender bilingual. Avivah Wittenberg–Cox is CEO of the leading Gender Consultancy, 20–First. Alison Maitland is a journalist and commentator. She was previously Management Writer at the Financial Times.
About the Author
Avivah Wittenberg–Cox is CEO of 20–First, a leading gender consultancy, Publisher of 20–first.com and a global expert on how businesses can gender balance to get the best out of both halves of the talent pool and both halves of the market. She is also the founder and honorary president of the European Professional Women’s Network, and a certified executive coach. Elle Magazine recognised her as one of the top 40 women leading change. She lives in France with her husband and gender balanced children (a son and a daughter). Alison Maitland is a journalist and commentator who has been writing about women and business for over a decade. She spent 20 years with the Financial Times, latterly as Management Writer. A regular conference speaker and moderator, Alison is a Senior Visiting Fellow at Cass Business School in London and directs The Conference Board’s European Council for Diversity in Business. She lives in the UK with her husband and two daughters.
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6 of 6 people found the following review helpful
By G L Healey
Format:Paperback
Why Women Mean Business is a long awaited book highlighting the importance of gender balance as A business issue. It's refreshing to read something that makes sense of all the publicity, columns and columns of articles and debates on the subject; this book gives example after example, research after research of where companies have prospered using an effective gender balance of men and women. It seems hard to ignore given the endorsements this book has got from business leaders and academic professionals. For anyone wanting more persuasion, check out the customer reviews of the hardback version. Probably one of the most important business books to have been written in the last couple of years. I look forward to buying the new follow-up book How Women Mean Business.
2 of 2 people found the following review helpful
5.0 out of 5 stars
How and why companies that are "gender bilingual" are the most highly-admired, best to work for...also, most profitable
11 April 2012
By Robert Morris
TOP 100 REVIEWER
Format:Paperback
This is one of two books written by Avivah Wittenberg-Cox that I have recently read, the other being How Women Mean Business published two years later (2010). It would be unfair to both books to suggest that one is a prequel or sequel to the other. There is much to be said for reading both, perhaps this one first, but each can - and indeed should - be judged on its own merits. At least that is the approach I now take.
In this book, Wittenberg-Cox and her co-author, Alison Maitland, state their primary objective: to explain how and why understanding the core principles and potential benefits of "womenomics" will help us to understand "the emergence of our next economic revolution." In fact, that revolution is now underway. Its scope and depth are having an increasingly greater global impact. They suggest, and I emphatically agree, that gender is a business issue, not a "women's issue," as the same can also be said of parental (not maternal) rights, IT, results-driven management, process simplification, performance measurement, and onboarding. Over time, let's all hope and then work to ensure, a term such as "womenomics" will become obsolete, perhaps even quaint, as men as well as women derive increasingly greater benefits from equal opportunity that has everything to do with merit and absolutely nothing to do with anything else.
Centuries ago, two metaphors emerged and have since become influential: the "crucible" and "the melting pot." Sometimes both have been invoked in a discussion of how immigrants "melt" into their new culture in the United States, as Crevecoeur describes it in his Letters from an American Farmer (1782).... Read more ›
In this book, Wittenberg-Cox and her co-author, Alison Maitland, state their primary objective: to explain how and why understanding the core principles and potential benefits of "womenomics" will help us to understand "the emergence of our next economic revolution." In fact, that revolution is now underway. Its scope and depth are having an increasingly greater global impact. They suggest, and I emphatically agree, that gender is a business issue, not a "women's issue," as the same can also be said of parental (not maternal) rights, IT, results-driven management, process simplification, performance measurement, and onboarding. Over time, let's all hope and then work to ensure, a term such as "womenomics" will become obsolete, perhaps even quaint, as men as well as women derive increasingly greater benefits from equal opportunity that has everything to do with merit and absolutely nothing to do with anything else.
Centuries ago, two metaphors emerged and have since become influential: the "crucible" and "the melting pot." Sometimes both have been invoked in a discussion of how immigrants "melt" into their new culture in the United States, as Crevecoeur describes it in his Letters from an American Farmer (1782).... Read more ›
3 of 5 people found the following review helpful
Format:Paperback|Amazon Verified Purchase
I brought this book because I was genuinely interested in womens' perspective to work, and generally what they had to say. The book started promising enough, but as I continued to read I became more frustrated with it.
I felt like the Authors were bashing me over the head with the proverbial "we're Women and we are gonna be in your face whether you like it or not". The book was filled with quotes from different people who were basically stating the same points: the discrimination they experienced.
They stated a Truism: "Most Boardrooms are occupied by white men who are similar to each other." But does that mean only women will have difficulty getting there? I too can write a book filled with either personal experiences or the many people I had met who also faced many forms of discrimination.
It also shows another problem with the book in that the people [above] who should be reading this book, I really doubt that they will. This is because they know the unfairness that is prevalent in the job market, but they'll stick to the status quo because why should they jeopardise their positions for sticking up for women and ethnic minorities?
For the people like me who don't have a problem with women - or anyone else for that matter - working, this book is just full of case studies like "women engineers suggested making changes to the uniforms because they found that they were designed for men". No way, it took women to figure something like that out??
In chapter 6 they state that having women in work will increase child rate, and they use a graph produced by - Goldman Sachs. What did they do? Count the number of women working in their International offices?... Read more ›
I felt like the Authors were bashing me over the head with the proverbial "we're Women and we are gonna be in your face whether you like it or not". The book was filled with quotes from different people who were basically stating the same points: the discrimination they experienced.
They stated a Truism: "Most Boardrooms are occupied by white men who are similar to each other." But does that mean only women will have difficulty getting there? I too can write a book filled with either personal experiences or the many people I had met who also faced many forms of discrimination.
It also shows another problem with the book in that the people [above] who should be reading this book, I really doubt that they will. This is because they know the unfairness that is prevalent in the job market, but they'll stick to the status quo because why should they jeopardise their positions for sticking up for women and ethnic minorities?
For the people like me who don't have a problem with women - or anyone else for that matter - working, this book is just full of case studies like "women engineers suggested making changes to the uniforms because they found that they were designed for men". No way, it took women to figure something like that out??
In chapter 6 they state that having women in work will increase child rate, and they use a graph produced by - Goldman Sachs. What did they do? Count the number of women working in their International offices?... Read more ›
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