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Toppling the Ladder of Gender Differences
Given the positive potential of such revelations, I was confused by two recent experiences. The other day I sent an e-mail to a prominent author whose new book fascinated me. I thought his concepts for new business paradigms might have an interesting impact on the future for both genders in the work place. He thanked me for my note, but said that he didn't want to comment on my questions about men, women, and the workplace because the topic was a "slippery slope."
Several days later, in a meeting with the CEO of a major financial services firm, I mentioned the new studies. I offered my opinion that these ideas suggested new ways to optimize human capital. He became uncomfortable and said that he "didn't feel ready" to explore such a topic even though he acknowledged that I was introducing him to "thought- provoking" ideas.
It is interesting to me that the mere mention of male/female differences, even considering that exploring those differences might have a positive impact on society, makes people anxious. Our culture translates the word "differences" to mean "better than/worse than" and becomes tied up by the fear of being accused of discrimination. The business community as well as society at large must confront this worldview and transform it into a value-free, horizontal way of considering differences among us.
Peering under our cranial hoods has yielded some evidence about gender differences. This knowledge, combined with new business practices, has the potential to advance the development of strong, collaborative gender relationships, capable of succeeding in the fast paced, global economy we live in. It will also promote a work culture that can help both men and women maximize their potential.
