Global Woman Leader’s Post

A recent study revealed disparities in leadership opportunities for women. Here are three actionable steps you can take today to avoid gender gaps in your organization. Read more: https://lnkd.in/g6ud2RCX #Recruitment #DiversityandInclusion #GenderEquality

🌟 Reflecting on my experience in senior leadership roles, I've noticed the extra effort women often have to put in just to be considered for advancement, compared to their male counterparts 🚀 While both men and women receive career advice, have noticed that male colleagues often get actively sponsored within our industries. Many of my diverse peers have shared similar sentiments, highlighting that mentorship has helped women understand themselves better and navigate the leadership journey. Meanwhile, men in my varied professional network often speak of mentors guiding their career moves and endorsing their authority 💼 The recent Indian Communications Group (ICG) Salary Survey 2024 underscores this trend, revealing a decline in the percentage of women in senior roles over time. Income inequality could be a significant factor driving talented women away from leadership positions. The survey was administered to a diverse pool of approximately 700 in-house communications professionals from India and featured a combination of qualitative and quantitative questions. The qualitative inquiries aimed to capture nuanced perspectives on industry trends, job satisfaction, and challenges, while the quantitative aspects focused on salary benchmarks, experience levels, and demographic information. 💡 As someone deeply immersed in corporate communication, I've witnessed firsthand how pay disparities trickle down to leadership opportunities for women 🤔 I'm eager to hear from my LinkedIn community about the strategies they've employed to secure senior leadership roles, find sponsors and mentors, and participate in impactful leadership workshops that helped them in their career trajectory. Let's share insights and empower each other to break barriers and drive positive change! #Leadership #payparity #CareerGrowth #corporatecommunications

Examining Gender-Focused Hiring Practices in Recruitment Firms I’d like to shed light on a topic that’s been on my mind regarding hiring practices within the recruitment industry. A very close friend of mine runs a mid-sized recruitment firm with an all-female recruitment team. Her firms vision is dedicated to empowering women by exclusively hiring female recruiters and prioritizing female-vendors. Her company successfully places about 70% males and 30% females in various roles. I pointed this out and she said that the ratio of men in the work force far exceeds women. My stint with GE-GECIS-GENPACT between 2003 and 2013 was a mixed bag, however the organization was an Industry first to incorporate inclusivity. While the intention to support and uplift women in the workforce is commendable, there are a few points worth considering: Inclusive Opportunities: By exclusively hiring women and prioritizing women-led vendors, there's a risk of excluding qualified male candidates who are also seeking opportunities. True empowerment should aim for inclusivity, ensuring that everyone has a fair chance based on merit. Workplace Diversity: Diversity isn’t just about gender. Focusing solely on one aspect can overlook other important dimensions such as race, age, and experience, which are equally vital for fostering a dynamic and innovative workplace. Perception of Bias: Such hiring practices might inadvertently create a perception of bias, potentially limiting the firm’s appeal to a broader client base and talent pool. Balancing gender-focused initiatives with inclusive policies can help mitigate these concerns. Long-Term Impact: While short-term goals to increase female representation are important, it’s essential to develop sustainable strategies that promote equality without inadvertently fostering division. Empowering women in the workplace is crucial, and I applaud efforts to create more opportunities. However, striving for a balanced and inclusive approach can ensure that empowerment benefits everyone and leads to a more equitable professional environment for all genders. My view is that she is a clear cut example of someone who practices 'Equality of Opportunity rather than focus and practice Equality of Outcome.' Let’s continue the conversation on how we can best support diversity and inclusion in all its forms. #WorkplaceEquality #InclusiveHiring #DiversityAndInclusion #RecruitmentEthics #EqualityofOutcome I would like to know your perspectives.

As we continue to advise businesses across a variety of industries on evolving hiring expectations and processes, ensuring the importance of realizing potential hiring biases and knowing how to address them are essential. ☑ Great to see insights from my colleague Laurie Chamberlin, Head of LHH Recruitment Solutions North America, in @WorkLife on how recruiters can be better prepared to address unconscious bias and help close the gender employment gap. ☑ Read more here: https://lnkd.in/d7JFdzJU. 

As a women-owned and women-founded firm, we hold female empowerment in high regard at Partners International. Consequently, we would like to share an article by Courtney Vinopal from HR Brew ™️ that discusses how HR can create and support additional pathways for women to ascend to leadership positions within corporations. Key takeaway: Approximately 70% of women in the workforce occupy roles that do not directly generate revenue, and these positions are often not on a trajectory toward the C-suite. Achieving parity in the C-suite could mean focusing on equal gender representation in both revenue-generating and non-revenue-generating roles throughout the organizational hierarchy. Read the full article here: https://lnkd.in/e8faJ4SR #WomenInBusiness #LeadershipDevelopment #GenderEquality #CorporateDiversity #EmpowerWomen

Next month, EMEA Recruitment are hosting a Talent Acquisition roundtable focused on diversity, with a special emphasis on increasing female representation in traditionally male-dominated roles. Having spoken with senior HR leaders who highlighted challenges in filling specific recruitment roles. They observed that organizations are placing a strong emphasis on gender diversity, especially at the C-suite level, with a focus on hiring female CHROs to address the current gender imbalance. This prompts an interesting question: Are organizations also considering women for executive leadership roles beyond HR? I found this perspective thought-provoking, particularly since it's not something I frequently hear from male candidates. I’m curious to know if others in my network are noticing similar trends. #roundtable #switzerland #HR #acquisition

S&P Global's recent findings on gender diversity in leadership roles are a wake-up call for every HR professional. Despite representing over half the US labor force, women’s advancement into senior leadership positions, particularly the C-suite, has hit its slowest pace in over a decade. In 2023, female representation in key executive roles declined, marking a concerning trend in our journey toward gender parity. Key themes: Stalled Progress: The growth in women’s representation in senior positions slowed significantly, with a noted decrease in C-suite roles. Cultural Shifts: Mention of diversity and inclusion in corporate discussions has decreased since its peak in 2020. Long-Term Outlook: At the current rate, achieving gender parity in leadership might not occur until 2072, a setback from earlier predictions. The extended timeline to 2072 is a stark reminder of how slow progress has been, and it underscores the need to not only accelerate efforts broadly, but to pay particular attention to advancing Black women, women of colour, and diverse talents. These groups often face even greater barriers, which may extend these timelines further if not addressed directly and with intention. This brings us to reflect on critical questions: How can organizations build and implement strategies that not only accelerate women's ascension to leadership roles, but also ensure these strategies are inclusive of Black women and women of colour? In what ways can HR departments modify their practices to better support the advancement of diverse talents to top executive positions? Let's discuss how we can turn these challenges into opportunities for growth and equality in the workplace. https://lnkd.in/g4tUcSmw #womenofcolor #diversityequityinclusion #csuite #psychologicalsafety

🌍 Closing the Gender Gap in Leadership Despite strides in boardroom diversity, the UK still faces a significant gender gap in leadership roles. Explore the challenges and opportunities for fostering true equality in the workplace. Read to learn more. #GenderEquality #LeadershipDiversity #WomenInLeadership #WorkplaceInclusion #LeadershipRoles #WomenEmpowerment

Objective and specific selection criteria underpin a better workplace (especially for women) is my latest blog post prompted by the mixed results reported in the latest Lean In and McKinsey & Company Women in the Workplace report and the sharp recent shift to the political right made by Gen Z men in the USA. https://lnkd.in/ggBjiKxv

In light of recent industry trends revealing a decline in female representation within the C-suite, it's imperative to address this concerning issue. At First Horizon, we're dedicated to fostering gender diversity within our leadership ranks. Our efforts have resulted in women comprising 62% of our executive team and 54% of our top managers. While we're proud of our progress, we acknowledge that industry-wide challenges persist. For valuable insights on how HR can better support women aspiring to executive roles, check out this article from HR Brew. #WomenInBusiness #WomenInFinance #WomeninLeadership