Throughout the ages, women have marched and worked together to close the gender gaps to modern opportunity. Why then, haven’t we closed the racial gaps to leadership opportunity amongst women?

LBW research reveals the Achilles heels in “gender think” on leadership best practices concerning race disparities in diversity strategies.

Leadership outcomes have not kept pace with rhetoric. That is true for all women. Even so, it is unacceptable that equally and superbly qualified women of color continue to be suppressed in their pursuit of modern leadership opportunity. LBW research reveals that competitive retention and recruitment of highly competitive women is severely impeded due to flawed institutional investment in their leadership success.

Sandra Finley redefines Risk Strategy with new recommendations for women and for HR leaders who are looking for more effective diversity measurements and outcomes.

Growing numbers of professionals attain advanced education degrees, fully expecting the new credential to deliver the promotional opportunity that they seek. It won’t.

49% of women participating in LBW research reported that they are behind their expectations for where they should be in their careers. While women believe that they are doing what they can to advance, they report that they are not satisfied with the outcomes of their career advancement.

The economic environment of the modern times have left the days of merit promotion are far behind. Many seek the support of Mentoring, which is invaluable when you want to know more about succeeding in the cultural environment at your current professional level. But when you want to rise, to higher levels, you need the distinctive “pull you up” effect that only comes from the having a powerful Sponsor in your corner.

Sandra Finley will reveal the difference between the Mentor you know and the Sponsor you need to know.

There is a good reason for the warning on your car that, “objects in your mirror are closer than they appear to be.” You are being warned to course correct for the visual distortion. The majority of women responding to LBW research report that a barrier to their personal well-being was, “not having enough women of color in positions of power.” As women who are striving look at the C-suites in their companies and see few or no women of color, the disappointment has deeply impacted them. Yet women work, as committed individuals, continuing their hopes that the objectives of their leadership ambitions, are closer than they appear.

Sandra Finley will use LBW research to reveal to leadership why it is more important to focus on the integrity of scalable diversity practice to support women striving in leaky talent pipelines rather than relying on the laudable but potentially distorting achievement of the few rare outliers as a true indicator of the potential contribution of current diversity strategy.

LBW research reveals that women are passionate about public policy issues, however they are reluctant to reach for leadership opportunity in these arenas because they are not convinced that they are powerful enough to prevail. Women’s voices are critical to societal improvement.

Sandra Finley outlines the 5 public policy issues that are critical to the prospects for women’s achievement in modern times. The focus on economic recovery, health, domestic violence, innovation and communal peace are key to unlocking opportunity for women and the quality of life in the global communities that we anchor.