Breaking limitations and constructing networks, Shelley Zalis is on a mission to shut the international gender hole—properly earlier than the 134 years projected by the World Financial Discussion board. Because the founder and CEO of The Feminine Quotient, she has created the most important international group of girls in enterprise, uniting over 6 million girls throughout 100-plus international locations and 30 industries by means of media, office options and the signature FQ Lounges at main conferences worldwide.
A pioneer in on-line market analysis, she bought her firm, On-line Testing Trade, for a reported $80 million, changing into the primary feminine chief govt of a high 25 analysis firm. Right now, she’s dedicating her “management legacy” to rewriting the principles of the office so everybody can thrive. Redefining what it means to steer, she tackles taboo matters, champions acutely aware management and proves that equality isn’t only a dialog—it’s a dedication to motion.
Q&A with Shelley Zalis
SUCCESS®: From being the “solely” lady within the room to constructing The FQ Lounge™, what key moments sparked your shift from private success to systemic change?
Shelley Zalis: I used to be the one feminine CEO among the many high 25 market analysis companies. It wasn’t simply isolating—it was a wake-up name. As an alternative of letting it maintain me again, I used it as gasoline. I pioneered on-line analysis, however success alone wasn’t sufficient if girls in enterprise have been nonetheless seen because the exception, not the norm. After promoting my firm, I noticed I had an even bigger mission: to construct the group of assist I by no means had. Why ought to girls need to work twice as arduous to achieve a system by no means designed for them? As an alternative of becoming into the outdated guidelines, I made a decision to rewrite them. That’s why I created The Feminine Quotient—to vary the equation and construct workplaces the place everybody belongs, thrives and leads.
S: What have been the largest challenges in constructing The Feminine Quotient, and the way did you overcome them?
SZ: Breaking into male-dominated areas wasn’t straightforward. After promoting my firm, I joined a board—23 males, two girls—and watched as they mentioned my workers like chess items. Once I teared up, I used to be informed, “There’s no room for emotion within the boardroom.” My coronary heart knew that was unsuitable. That second fueled my mission: to champion empathy in management. As a result of compassion and care aren’t weaknesses—they’re probably the most important management abilities.
Once I was invited to the World Financial Discussion board, the message was clear: “You may not really feel welcome.” My head mentioned, Why go? My coronary heart mentioned, You should. So, I created The FQ Lounge™—an area the place girls are seen, valued and equal. Right now, our lounge is a must-visit vacation spot in Davos [Switzerland] and conferences around the globe, proving that when girls have a seat on the desk, we don’t simply be part of the dialog—we modify it.
S: What does true office equality seem like, and the way can companies make actual change?
SZ: Equality isn’t a dream—it’s a choice. Corporations that lead in equality don’t simply discuss it—they take motion. It’s not about optics; it’s about enterprise technique. In case your workforce—particularly your management—doesn’t replicate the shoppers you serve, you’ll fall behind in innovation, product design and expertise engagement.
• Guarantee equal alternative. To draw and retain the perfect expertise, corporations should construct workplaces that really signify their buyer base.
• Treasure what you measure. Monitor pay fairness, promotions and illustration—not for compliance however for accountability. Honest and equal therapy have to be a nonnegotiable.
• Don’t repair girls—repair the system. The office was designed for a special period. It’s time to revamp it for at the moment’s workforce.
• Redefine management. Management isn’t about gender—it’s about acutely aware management. The very best leaders prioritize inclusivity, innovation and affect.
• Create a tradition of belonging. Staff should really feel seen, heard and valued—not simply included, however really revered.
This isn’t simply the fitting factor to do—it’s a wise enterprise [decision]. Essentially the most profitable corporations aren’t ready for change. They’re selecting to make it occur.
S: How do you steadiness fast affect with long-term legacy?
SZ: I don’t wait and look ahead to change—I make it occur. Legacy isn’t about what you permit behind—it’s about what you create on daily basis. By way of The FQ Lounge™, we carry acutely aware leaders collectively to show conversations into actual motion.
However right here’s the truth:
• The World Financial Discussion board predicts it’ll take 134 years to shut the gender hole. However why ought to it take that lengthy?
• We created the web in 25 years.
• We despatched males to the moon in 10.
• We developed a COVID vaccine in a single.
Gender equality is the one UN International Objective {that a} Fortune 500 CEO can obtain inside their management tenure. They’ll’t repair local weather change or finish world starvation in a single day—however they will shut the gender hole of their workforce. With prioritization and a moon shot mindset, we don’t want 134 years. We will flip it in 5.
S: What’s subsequent for The Feminine Quotient, and what do you hope the world will keep in mind most about your contributions to equality?
SZ: We’re simply getting began. The FQ is targeted on three key areas:
• FQ Lounge™—Bringing acutely aware leaders collectively throughout 30 industries, from tech and finance to sports activities and leisure.
• FQ Media—What began as content material and social media has exploded right into a 6-million-strong group, making us one of many fastest-growing media companies at the moment.
• Transformation advisory—Partnering with Fortune 500 corporations to construct acutely aware management and embed equality into enterprise technique.
The legacy I need to depart is straightforward: a world the place equality isn’t a objective—it’s a actuality. Till then, we hold pushing ahead.
S: For these striving to depart their very own legacy, what recommendation do you’ve?
SZ:
• Know your “why.” Objective is your North Star.
• Take motion. Don’t look ahead to permission—personal your energy.
• Discover your pack. Group fuels change.
• Use your voice. Essentially the most highly effective device you’ve is talking up. Let’s cease ready. Let’s begin main.
This interview has been edited for size and readability. Picture courtesy of Shelley Zalis.
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