White Papers & E-Books

The Incredibles: Leading the Way to Having It All

Authored by Jodi Detjen, Managing Partner of Orange Grove Consulting

In this white paper, we’ll introduce you to three real life Jane and Teds, lawyers who have sought to minimize what can feel like the “win-lose” equation of success at work and success in creating time for life.  Instead of capitulating to the either/or choice of demanding work or an alternative career to make time for family, these three lawyers took the more challenging path of holding on to both their career and life goals while moving ahead to become equity partners. We’ll show you how this choice led to the development of 21st century leadership skills, skills that enables them to meet both their personal and professional objectives. Read Whitepaper

 

Skillsoft Whitepaper 2017.04 cover image Overcoming Unseen Obstacles: How to Get More Women Into Leadership Positions

Co-authored by Jodi Detjen Managing Partner of Orange Grove Consulting and Heide Abelli of Skillsoft, VP Leadership and Business Skills.  In this white paper, you will learn:

  • Most common outdated approaches to women’s leadership that are blocking change
  • Updated approach to helping progress women through leadership in 9 steps
  • Scale on which you can measure how likely your company is implementing lasting change Read Whitepaper

 

 

cover myths 1

10 Myths About Your Women Employees You Should Leave Behind in 2017

Kelly Watson and Jodi Detjen

Do you want more women in your leadership pipeline? Do you want to leverage your full talent potential? Here, we offer alternative strategies and behaviors to help you implement a lasting improvement towards gender parity.  The structure of the e-book is as follows: Each myth is described. Then, we’ve reframed it using a different perspective. As a bonus, we
share some activities you can try in order to put the reframe into
action.  Read E-Book

 

 

 



self-imposed-bias-cover2Removing Self-Imposed Barriers to Success for High Potential Women in the Workplace

Kelly Watson and Jodi Detjen

For organizations to see talented women rise through the ranks at the same pace and numbers as men, significant attention must be paid to the role of unconscious bias in creating barriers for women.  While much of the current research has uncovered unconscious bias in recruiting, rewards and recognition, talent management systems, and organizational culture, little has been done to recognize the role of unconscious bias in women themselves.  Read White Paper

 

 

 


 

managing-women-bias-cover1Managing Women and their Own Unconscious Bias

Kelly Watson

Gender bias is culturally entrenched, and, in most cases, unconscious. As diversity expert, Howard J. Ross, explains, “ Virtually every one of us is biased towards something, somebody, or some group.”1 But not all bias is external: Women stereotype themselves, too. Women think they are better multitaskers, better nurturers, and generally not as tough as men. They feel guilty when they are at work instead of being with their kids or “giving back.” In a phenomenon known as “The Tiara Syndrome,” women wait to get picked for promotions or raises. They internalize cultural rules about femininity, and allow this to guide their behaviors, whether or not those assumptions and biases are even valid.  Read White Paper

 

 


 

Gender Bias in Tech: Disrupting Tech’s Diversity Problem

Jodi Detjen and and Tung Huynh

Since the 1970s, women have made significant gains in the workforce in terms of educational attainment and labor force participation. Despite such progress, gender disparities in the American workplace continue to persist. On average, women who work full-time today earn 78 cents on every dollar earned by men (White House Council of Economic Advisers, 2014). While women make up half of the total US labor force, few female executives are represented among leadership ranks across public offices and corporate boardrooms. In traditionally male-dominated field such as tech, gender bias manifested throughout the hiring and promotion process poses an even more acute challenge to female employees in their career advancement. This report aims to examine the patterns of bias women face in the workplace, particularly among technology-oriented companies. We further review the approaches in helping women, their male colleagues, as well as the institution, in identifying and removing these biases. Read White Paper