5 Steps to Building a Gender-Balanced Management Team

Centrical management team is gender balanced for years, 50% of the team are women. I believe that in International Women's Day, the voice that should be heard is the woman's voice. However, many tech companies and startups are still with the majority of male founders and CEOs, therefore, I aim to address my male counterparts in this article.

With over 15 years as CEO, I've consistently led gender-balanced teams. It was never an explicit goal, but rather a natural progression of fostering inclusive cultures. I've witnessed the power of gender diversity to drive better results and cultivate a transparent, process-oriented workplace.

Here’s a distilled guide to building a gender-balanced team:

1.????? Elevate Women to Strategic Roles: Promoting women to pivotal roles is a significant stride in reshaping organizational dynamics. Echoing Richard Branson's philosophy, caring for your team enables them to care for your customers, fostering a cycle of success. While some may be satisfied with women in leadership roles such as HR, Legal, or Marketing, I advocate focusing on core operational areas such as Sales, Customer Success, Product, and R&D. This approach was foundational when I launched Centrical, appointing a woman as the first executive (CRO), which established our culture of balance right from the outset.

1. Commit to Pay Equity: Achieving pay equity is essential for fostering a gender-balanced culture. It's been observed that men may negotiate more assertively for raises and promotions. However, deserving recognition should never hinge on asking; it must be objectively determined by success and contribution. To ensure fairness, it's advisable to establish benchmarks and conduct regular assessments of role distribution, compensation fairness, and advancement opportunities across all genders.
2. Foster Inclusivity: Adopting a culture of inclusion and a supportive work environment is essential. My awareness of this deepened after reading "Power Up" by Magdalena Yesil (Salesforce's first investor), where she recounts feeling isolated at a male-dominated AMD sales event. This, along with recent accounts from a couple of our leaders about the discomfort of being the sole woman in meetings, or expected to be note-taker in meetings, underscores the need for change. As leaders, it's crucial to be mindful of such behaviors and actively foster a culture where everyone's participation is encouraged and valued.
3. Instill Education and Celebration: This week, we commemorated International Women's Day with a company gathering. It was an opportunity for female leaders to share personal experiences and mentorship, enriching our collective understanding. Engagement was high, especially among male colleagues who contributed thoughtful inquiries, some through the lens of fatherhood. Throughout the year, we continue this spirit of learning and growth through our Centrical platform (yes, we drink our own Champaign), affirming our commitment to cultivating a robust, inclusive company culture.
4. Seek Out Role Models: Embracing female role models is crucial for men to gain broader perspectives and become more effective leaders. Such figures can be found in various aspects of life—from our families to our schools and workplaces, and even in the public domain.

My own foremost role model is my mother, who from the age of 14 balanced education with work and played the accordion to support her family. Later, her resilience in building a reputable career while upholding our family's wellbeing after we lost my father when I was just 12, deeply influenced my leadership style.

In addition, Magdalena Yesil’s insights in her book "Power Up" profoundly shifted my views on gender dynamics and leadership.

In closing, building a gender-balanced leadership team isn't just beneficial; it's essential for a successful, forward-thinking company. It’s a transformative process that yields rewards for all.

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