Systems and institutions, which are largely run by men, need to change.
readiness indicators to help young women begin building a diverse set of skills, from digital savvy to the ability to think strategically about their career goals and, crucially, to articulate what they need to succeed and advocate for themselves.
Forté’s experience creating immersive, fun, experiential events for undergrad students has shown that the earlier we encourage women to start envisioning their career in business, the better. Meeting women who have created incredible careers and being able to ask how they did it gets young women who may not even see themselves as “business-minded” thinking about professional careers.
It’s also crucial to give college-aged women access to a network of both professionals and peers and to connect them to an organization who can help them navigate processes like interview skills, test-taking, and tuition costs. Even though much has changed, from an early age boys are social messages and powerful skills that many women still don’t get and our educational institutions need to step in.. I’ve seen too many men in management’s eyes glaze over during a typical diversity training, which talks at participants . Too few men with authority see themselves as both part of the problem and part of the solution in creating a more equitable culture. Often, men are left out of critical discussions around removing gender bias and are only brought in when there’s a problem.
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