HerKey’s Post

🚀 Progress Update -> Women in Senior Management This year’s data reveals that 33.5% of senior management roles globally are now held by women, which sounds like great news, but it’s just a 19.4% rise from two decades ago. While this growth is still significant, the pace remains slow. For example, if the current rate continues, we gender parity in senior management will not be achieved until 2053. This underscores the urgent need for continued focus and action. It’s crucial to not only help women attain these leadership positions but also ensure they retain them. 👉 Comment YES if you agree it’s time to commit to accelerating progress and fostering environments where women leaders can thrive. Source: https://lnkd.in/egMmxGku #iQuestCoach #BusinessCoach #WomenInBusiness #FemaleEmpowerment #CoachingServices #ProsperityCoach #WomenEmpowerment #BreakingBarriers

The Gender Leadership Gap - In the second mini series focused on women, Food Manufacture hears from me on how the food and drink sector can cut down barriers prohibiting female career progression. https://lnkd.in/erNu74Jy

More women in leadership = the means and the end to closing the gender gap We have work to do. The 2023 Women in the Workplace report conducted by McKinsey and LeanIn identified 2 issues that scare me: 1. The broken rung problem - the gender gap starts at the very first promotion with 87 women promoted for every 100 men 2. The 'Great Breakup' - women directors are leaving twice as fast as they're being promoted Both of these are going to make gender parity a tough goal. And the issues are complex. There's the bias women face and women's own reluctance to advocate for themselves (because of bias)... But the solution is the same: More women in leadership. I recently published a Forbes article on this, and shared some compelling data to back it up. More women in top levels of leadership reduces stereotypes and results in more positive attitudes towards women. And just hearing about women in leadership leads to a more positive self-perception in women. The stakes are high. We have so much to gain. Check out the full article here: https://lnkd.in/emnvXxdR Let's do this ✌️💜 Follow me Katy McFee for daily posts on women and leadership #womenleadership #gendergap #womenshistorymonth

🌟 FII in a Flash with Playbook 🌟 The panel "Bridging Borders: What Are Leaders’ Lessons to the Next Generation?" featured insightful speakers: Sara Al Sayed, Noella Coursaris Musunka, Vishaal Gupta, and Nisa Leung. A Deloitte report highlights that organizations with at least 30% women in leadership roles are 21% more profitable than their peers. As the business landscape evolves, current leaders must create pathways for the next generation to foster a culture of inclusivity and capital growth. 🎉 Here are the key insights from the session: 📈 Diversity Drives Success: Organizations with higher female representation see increased profitability, yet many still lack women in executive roles. Addressing this gap is crucial for sustainable growth. 🚀 Advancement Through Vision 2030: Saudi Arabia’s Vision 2030 acts as a catalyst for change, significantly increasing women’s workforce participation and leadership roles, showcasing a model for other nations. 📚 Education as a Foundation: Access to quality education accelerates young women to become leaders. Initiatives like building schools in underserved areas are vital for creating equitable opportunities. 🤝 Mentorship Matters: Establishing mentorship programs for women in various industries fosters a supportive environment, helping them navigate career challenges and advance to leadership positions. ⚖ Balancing Roles: Women often juggle multiple responsibilities. Societal structures, like childcare support, are essential for enabling women to thrive in their careers while maintaining family life. 💪 Authenticity in Leadership: Women should embrace their unique leadership styles rather than conforming to traditional male-dominated norms, promoting a culture of authenticity and diversity in leadership roles. 👥 Inclusion of Male Allies: Engaging men as allies in the movement for gender equality in leadership is essential. Collaborative efforts can drive meaningful change, benefiting organizations and societies as a whole. Want to dive deeper? Check out the full session on YouTube for more insights and inspiration! 📺 ✨ https://lnkd.in/dc3fwE7E #getplaybook #becomeamember

Why do we need more women in leadership and board roles? The National Bank of Ethiopia has issued a directive requiring corporate boards to include at least two women to improve diversity. Research indicates that companies with more women in senior leadership positions are more profitable, socially responsible, and provide safer, higher-quality customer experiences. We should have more women in leadership roles not just for gender diversity but because it's critical for business success and sustainability. An article by Harvard Business Review explains why having more female executives is linked to better business outcomes and the specific mechanisms that drive these positive changes. https://lnkd.in/dqsiN9Uh

Do you believe that leadership is associated with masculine traits? Filmmaker Robin Hauser explores the "likability dilemma" for women leaders and how it affects their careers. Hauser challenges the notion that women must choose between being liked and being a successful leader. She sheds light on how women are penalized for not conforming to gender norms and how this bias is rooted in societal expectations. #WomenInLeadership #GenderBias #LeadershipDevelopment

https://buff.ly/4ci3PtU Key challenges faced by women in leadership and how to overcome them

According to a report by McKinsey & Company, companies with greater gender diversity at the executive level are 25% more likely to experience above-average profitability compared to those with lower gender diversity. As we celebrate International Women’s Month, addressing the gender gap in managerial roles is crucial for fostering diversity in leadership. Objective data affirms that women possess essential traits like empathy and adaptability, which, when nurtured, can strengthen teams and improve equity returns. In honor of Women's Month, we proudly shine a spotlight on two remarkable women who have made significant strides in their respective fields. Our very own top executives, Dette Aruego (Managing Director) and Carol Narciso (Business Alliance Director), have taken Talent Management to greater heights. Embodying excellence, dedication, and leadership, they have been instrumental in the growth of not just Assessment Analytics, but also our clients and partners over the years. Cheers to all the women! Your determination in breaking barriers and empowering others inspires us all. Here's to the remarkable women shaping our world for the better every day! #NationalWomensMonth #NationalWomensDay #AAI

True #empowerment of women is not solely achieved through the provision of preferential treatment or prioritization in attaining CXO positions and board representation. In reality, such approaches risk marginalizing their voices and initiatives in #decisionmaking processes. Rather, it stems from the provision of #equal opportunities to individuals based on #merit and #capability, thereby enabling them to contribute effectively at both strategic levels and in fostering an inclusive work environment.

Increasing number of women at CXO and CEO level improves decision making and more often than not yields positive dividends to an organisation. I feel companies must strive for minimum 25% women at CXO level and minimum 20% at board level. The fact of the matter is women by nature are more intuitive as well as more astute in picking up the unsaid Hence, good to have this skill as more and more decisions today have to be made rapid fast and hence based on gut as luxury of time not an option sometimes. Good to get your perspective on this. Is it an agenda that should be followed or left gender agnostic? Do women tend to do better in certain functional areas? Survey done by Executive Access shared below.