Take Action

So how can the U.S. learn from Norway’s stellar example and implement changes that can bring women leaders more fully into the fold? It will take changes in the diversity of the corporate culture, changes in which various styles of leadership are recognized and rewarded as valuable and effective, and changes in how organizations accommodate work-family balance. That’s why The White House Project has consulted a wide array of experts to provide specific recommendations for closing the leadership gap. We present these at the end of each of the 10 business and professional sectors reviewed in this report. We also offer these six recommendations which have proven to be effective in increasing the progress of women into top leadership positions and which are applicable across all 10 sectors:

• Work to achieve a critical mass of women in leadership roles in every sector. A critical mass of one-third or more women in leadership positions is essential for implementing and maintaining the changes recommended in this report.
• Use financial resources strategically. In choosing which goods or services to purchase and which non-profits to fund, look through a gender lens which considers the representation of women, and women of color, on the board and in top leadership. Women and men have a great deal of financial power that can be used to encourage the achievement of a critical mass of women in leadership positions across all sectors of the economy.
• Amplify women’s voices in the public arena. Prominently include women leaders in public forums and media so that they in particular—and women in general—are recognized as role models and considered for boards and other top-level positions.
• Collect and analyze the data. Surprisingly little information exists across sectors regarding the representation of women, and particularly women of color, in positions of leadership. Regular tracking and reviewing of the numbers – including the wage gap - are essential for setting benchmarks and monitoring progress.
• Maintain accountability through setting targets. These targets should be specific in order to monitor genuine progress. Creating a timeline to achieve targets and imposing real consequences for failure to meet these targets are essential for any institutional change to take hold.
• For women and men alike, increased flexibility—including an acceptance of the need for work-life balance—promotes career satisfaction and job retention.

Implementing these recommendations will reinforce organizations’ commitment to having women and men work side-by-side to tackle the challenges we collectively face. It will help organizations take advantage of the unique leadership traits and diverse perspectives that both genders bring to the table. These are difficult times. yet history has taught us that these moments of economic adversity are opportunities for greatness.

We need only dare to imagine and embrace a new way.

When we add women, we really can improve everything.