Thanks for your comment, David. I appreciate the fact that you’re thinking about the importance of this topic at this stage of your career and thank you for sharing the HBR articles.

– The first and most important step in solving this is to treat women very well. Assigning them to high impact projects, making their achievements and ideas well known to higher up members of staff, making them understand and feel that their contributions to the team are highly valued, listening to them, preparing them for promotions and also giving them good managers and teammates.

– https://hbr.org/2010/09/why-men-still-get-more-promotions-than-women?source=post_page—————————
that is an article highlighting the common issues and how ‘mentoring’ fails here.

– Grooming women for senior roles is also something that should be taken into consideration. Training of some sort or a detailed career path.

– Eliminating every form of a salary gap is very important. There are so many studies on this and its a big issue.

-Valuing their contributions, also assigning them to crucial tasks and giving women platforms to succeed.

– Making use of company data to generate more insights on the various differences between men and women at the workplace.

This is just a start at solving a very big problem.

The key thing for me here is Intentional Learning. Going forward , i will be intentional about my learning.