Get a copy of your GrowBIG Playbook today!    In this episode of Real Relationships Real Revenue, I sat down with a friend and thought leader, Kathryn Valentine. She uses research-based strategies to help companies advance and retain female talent with the idea that we need to build tools specifically for women that can work for women professionally. We are diving into all things female talent today and I can’t wait to share some of her insights with you in this episode.    Topics We Cover in This Episode:    Why not all solutions are right for everyone  How diversity in companies impacts their success How to approach talent allocation without biases The power of going slow to go fast with allocation Practical tips that you can do to embrace female talent  The importance of looking at how to negotiate as a woman Why you should be doing internal bias audits The four steps to asking for what you want as a woman The key to retention with female talent  The research behind women in the workplace   I hope you enjoyed hearing more about female talent with Kathryn! If you are interested in diving into the research, make sure to check out the links to the studies below.    You can find more information about working with Kathryn on her company website here. You can also connect with her on LinkedIn here.    Resources Mentioned: Preorder Give to Grow now Kathryn’s company website Kathryn’s LinkedIn   Additional Research Notes From Kathryn:   Companies with above-average gender and racial/ethnic diversity in leadership roles are eight times more likely to be in the top 10% of organizations for financial performance: DDI   Women given team sizes that are 25% smaller as first-level managers and 40% smaller once they reach Executive levels.  Original research here; as explained in WSJ here.    Women do 200 hours of non-promotable tasks at work every year: HBR article here; full  book here (deep dive on the consulting study - where senior partners who are women work an additional 200 hours every year to compensate for the NPTs they are asked to do and thus this is a leading factor in burnout is on page 47).   Women 13% less likely to be promoted to manager, which is where the talent pipeline is currently getting squeezed (what is leading to lack of women in leadership): McKinsey report    Also – The New York Times published an article right after we recorded our episode. In an attempt to bolster its economy, Japan introduced a "womenomics" approach to get more women into the work force.  They expected 800K more women and got 3M - evidence of a) the completely underutilized talent pool sitting here and b) the positive impact of female talent to grow the economy.  Article here.