Research shows that maternal bias is the strongest type of gender bias built on the assumption that women become less committed to their work if they decide to have children. Leaders play a critical role in breaking the bias and retaining working mothers, helping them to progress, occupy positions in the boardroom, and work towards eliminating the pay gap - setting a tone of agility, adaptability and flexibility that enables women to flourish. Addressing the challenges Accord

For a leader, a large part of a workday will be spent asking others for information, yet a very few leaders consider how asking the right questions could make conversations and teams more productive. The ability to ask the right questions is a skill that spurs learning and the exchange of ideas. It can fuel innovation and performance improvement, build rapport and trust among team members, and it can mitigate business risk by uncovering unforeseen pitfalls. The more questions

Research suggests that generational differences are an overlooked source of diversity within organisations, as employees of different ages bring diversity of thought, perspectives, and experiences. Generational differences are often missed in discussions about diversity and resilient working cultures. However, age diversity plays an important role as attitudes about work vary according to when people grew up, as well as based on their experiences. Age-diverse teams bring toge

Gender diverse executive teams are 21 percent more likely to bring above-average profitability to organisations and companies with women on their boards of directors are more productive. However, millions of women have left the workforce since the pandemic began. When the pandemic emerged, its toll on women disrupted their advancement, leaving them to juggle managing their kids at home while simultaneously caring for elder family members. But the rise in acceptance and capaci