This Business News Story Was Uncovered By Us From: https://blog.eonetwork.org/2019/09/3-ways-female-leaders-can-successfully-manage-multigenerational-teams/
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Written for EO by Lu Zhang, the founder and managing partner of Fusion Fund and a member of the Forbes 30 Under 30 list.
Upper management has a gender problem. According to 2018 data from Pew Research Center, only 4.8 percent of Fortune 500 CEOs are women, and less than a quarter of boardroom seats among Fortune 500 companies are occupied by women. The startup world isn’t immune, either: A 2019 report by Silicon Valley Bank found that half of startup leadership teams include no women at all.
To close this gap, many organizations are encouraging risk-taking and mentoring among their female employees. But these strategies simply aren’t enough. Once women do reach top leadership positions, they find themselves wildly outnumbered by their male counterparts. They face deep-rooted stereotypes, particularly among older team members. Many women leaders develop imposter syndrome, an unshakable feeling their success isn’t deserved.
When I became the leader of a team with male colleagues who were older than me, I bumped up against many of these stereotypes. People assumed that I wouldn’t have big ambitions or that I’d be aggressive and hard to work with if I did. They thought I wouldn’t be able to handle older male colleagues. They would automatically assume an older male team member was the leader, rather than me, the young female. The list goes on.
These stereotypes are particularly harmful to women entrepreneurs. Recent data from TechCrunch Disrupt New York City found that women are twice as likely to be viewed negatively when asking for money. And according to data from PitchBook and All Raise, female-founded startups received just over 2 percent of venture capital funding in 2018. The statistics are even more grim for women of color, who received less… Read More
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