Women in Leadership

In 2020 the WEF report predicted it would take 100 years to achieve parity. This figure
has now increased to 131 years. At this rate of progress, we won’t see global gender
parity for five generations.

The reasons for the decline of women in C-suite and senior leadership roles are
complex and a combination of women being pushed out of corporate positions or
choosing to leave. Irrespective of the levers, the bottom line is negative for corporates
financially and in terms of culture and broader society.

What do you need to focus on?

1. Women leadership programs are designed explicitly through a gender lens to
   provide leadership capabilities for women. These programs have been found
   to address leadership growth, strengthen confidence, and, more importantly,
   demonstrate the organisations commitment to retaining and promoting female
   talent.
2. Interventions with a track record of achieving career mobility for women,
   championing, and sponsorship are significantly more impactful than mentoring.
   Mentoring creates a feel-good factor, but championing propels the trajectory for
   more women to move into leadership roles.
3. Increasing the visibility of female talent across the organisation; providing role
   models at all levels to demonstrate diversity in female leadership. Remember you cannot see what you cannot be.

Committing to gender diversity at work is not a short-term goal. Without constant and
conscious attention to deploying resources, further regression and apathy are risks. It’s
time to turn the tables and switch the drop into the rise to the top.

Click here to visit our page to see our offerings in women in leadership aligned to the
recommendations above