Rule #1: Call Her by Her Name
Create a business process for getting names right.
Why It Works
- Treats getting the name right as a must-do, not a nice-to-do.
- Success comes from active listening.
- Conveys respect to every individual by taking on the work involved in getting a name right, rather than expecting the individual to do the work of repeating herself.
Rule #2: Be Someone She Can Relate To
Use a personality test for all employees.
Why It Works
- Shifts identity focus away from gender to other defining characteristics.
- Creates points of relatability that cross gender lines.
- Helps managers adapt their communication style to each employee’s needs to create more positive working relationships.
Rule #3: Don’t Ask, “What Does Your Husband Do?”
Standardize hiring processes to eliminate the potential for bias, leveraging data and standard forms and practices for recruitment.
Why It Works
- Takes potential for unequal execution of diversity goals out of the mix by scripting recruiting questions so that everyone gets asked the same thing, and in the same way.
- Calls out bias in action through nonpersonal data and statistics rather than making it personal by calling out individual behaviors.
- Data allows for clear goals and measures.
Rule #4: Don’t Sit in Her Chair
Create thoughtful office facilities that are designed for women and solve for the things that make working life difficult for them.
Why It Works
- Reduces the everyday frictions that distract from focusing on work, solving logistical problems before they become fundamental workplace issues.
- Creates a tangible, visible demonstration that you see and care about who works for the company and what they need to be productive.
- Creates a competitive advantage by taking something that most workplaces treat as checking a required box and making it something where you are best in class.
Rule #5: Watch the Clock
Institute a policy of stress-free, no-apology flexibility.
Why It Works
- Lets employees determine how they manage their work and family obligations.
- Accepts that just as work blends into family time, family blends into working hours.
- Removes the stress employees feel about explaining and defending the decisions they make about where to be and what to do and when.
Rule #6: Speak Up So That She Doesn’t Have To
Have three or more women on the board of directors.
Why It Works
- Broadens representation of the key stakeholders of the company.
- Gives weight to female voices.
- Enhances board communications among directors and with company management.
- Sends a top-down message of the importance of gender representation.
Rule #7: Don’t Make Her Ask Twice
Hire an outside firm to audit compensation to identify and correct gender inequity.
Why It Works
- Demonstrates to employees that you’re not just giving lip service to pay equity.
- Uncovers any differences within the organization that may be driven by individual manager behavior.
- Moves the conversation about pay equity beyond goals and assumptions to tangible data.
Rule #8: Be an Equal Opportunity Asshole
Establish meeting protocols to ensure that every voice is heard.
Why It Works
- Provides a forum for idea sharing that does not require competing for airtime.
- Gives credit where credit is due.
- Rewards advance planning.
- Neutralizes more aggressive advocacy for ideas.
Rule #9: Tell Her That You See Her Potential
Pair internal promotions with executive coaching.
Why It Works
- Sources talent from within.
- Gives bigger opportunity to proven talent with potential.
- De-risks the likelihood of success by supporting efforts with coaching.
- Strengthens the team dynamics to create a positive working environment.