Abstract
This study examines the branding of women’s instinctive leadership styles in the context of promoting gender diversity. Understanding how women’s leadership styles challenge existing stereotypes and empower women to embrace their authentic leadership qualities. This sheds light on the strategies and approaches that can be employed to highlight and leverage women’s instinctive leadership styles to promote gender diversity in leadership positions.The study explores various dimensions of branding tailored to women by examining existing literature and conducting interviews and surveys with women leaders. We identify successful branding approaches that have effectively showcased women’s instinctive leadership styles.The findings of the study are valuable for organizations seeking to create more inclusive and diverse leadership teams. By understanding how to brand women’s instinctive leadership styles, organizations can attract, retain, and promote talented women leaders. Additionally, this research contributes to the existing literature on gender diversity and leadership by providing insights into the branding strategies that can help overcome gender biases and promote a more inclusive view of leadership. The objectives of the study are to: understand the influence of branding on organizational culture and creation of inclusive work environments that support gender diversity in leadership roles; identify the key challenges and barriers organizations organizations’ face in effectively branding women’s instinctive leadership styles and addressing the issue of gender diversity; propose recommendations and best practices for organizations to enhance their branding strategies and promote women’s instinctive leadership styles for achieving greater gender diversity in leadership positions.
Presenters
Russ GariandoAssistant Vice President, Human Resource Development, Philippine Christian University, Philippines
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
KEYWORDS
INSTINCTIVE, LEADERSHIP, GENDER, DIVERSITY
