flexible scheduling can benefit everyone, but some people don’t see it that way.
by ida o. abbott
sponsoring women: what men need to know
a talented, ambitious woman who works less than full time or takes extended family leave is extremely vulnerable to being derailed professionally.
whether because she is “out of sight/out of mind,” or because people doubt her commitment, she may be disregarded for promotions or high-profile projects.
more on sponsoring women for leadership: ‘soft skills’ advice needed, too | use others to promote your protégée | 8 ways sponsors can highlight opportunities | 17 ways sponsors can help protégées | 3 ways to derail sponsorships | 4 reasons women hold themselves back | 4 ways sponsors can help women seek power | bias about women with families lingers | judged on performance, not potential? must be a woman | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board
a sponsor can ensure that she has access to those opportunities and support when she accepts them. he can make the difference between this woman staying on track and ascending to top leadership posts or leaving the company for another job.
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