Breaking limitations and constructing networks, Shelley Zalis is on a mission to shut the international gender hole—effectively 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 biggest international neighborhood of ladies in enterprise, uniting over 6 million girls throughout 100-plus nations 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 Change, for a reported $80 million, turning into the primary feminine chief government of a high 25 analysis firm. At present, she’s dedicating her “management legacy” to rewriting the foundations of the office so everybody can thrive. Redefining what it means to steer, she tackles taboo subjects, champions 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 corporations. It wasn’t simply isolating—it was a wake-up name. As a substitute 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 neighborhood of assist I by no means had. Why ought to girls must work twice as onerous to reach a system by no means designed for them? As a substitute of becoming into the previous 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 simple. 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 advised, “There’s no room for emotion within the boardroom.” My coronary heart knew that was incorrect. That second fueled my mission: to champion empathy in management. As a result of compassion and care aren’t weaknesses—they’re essentially 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 stated, Why go? My coronary heart stated, You could. So, I created The FQ Lounge™—an area the place girls are seen, valued and equal. At present, our lounge is a must-visit vacation spot in Davos [Switzerland] and conferences world wide, 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 appear like, and the way can companies make actual change?
SZ: Equality isn’t a dream—it’s a call. Firms that lead in equality don’t simply speak about 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 actually characterize their buyer base.
• Treasure what you measure. Observe pay fairness, promotions and illustration—not for compliance however for accountability. Truthful and equal therapy have to be a nonnegotiable.
• Don’t repair girls—repair the system. The office was designed for a distinct period. It’s time to revamp it for at this time’s workforce.
• Redefine management. Management isn’t about gender—it’s about aware management. The very best leaders prioritize inclusivity, innovation and impression.
• 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 sensible enterprise [decision]. Essentially the most profitable corporations aren’t ready for change. They’re selecting to make it occur.
S: How do you stability speedy impression 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 daily. Via The FQ Lounge™, we carry aware leaders collectively to show conversations into actual motion.
However right here’s the truth:
• The World Financial Discussion board predicts it’s going to 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 will’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 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 neighborhood, making us one of many fastest-growing media companies at this time.
• Transformation advisory—Partnering with Fortune 500 corporations to construct aware management and embed equality into enterprise technique.
The legacy I need to depart is straightforward: a world the place equality isn’t a aim—it’s a actuality. Till then, we preserve pushing ahead.
S: For these striving to go away their very own legacy, what recommendation do you’ve?
SZ:
• Know your “why.” Function 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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