Millie Flanagan’s Post

Next month, we are hosting our next Talent Acquisition roundtable focused on diversity, with a particular emphasis on attracting more women to roles traditionally dominated by men. Recently, I have spoken with some senior HR leaders who have observed challenges in securing certain recruitment roles. They noted that organisations are prioritizing gender diversity, particularly at the C-suite level, where there is a focus on hiring female CHROs to bridge the existing gender gap. This raises an interesting question: Are organisations also considering women for non-HR leadership roles at the executive level? I found this perspective thought-provoking, especially as it’s not one I often hear from male candidates. I would be interested to learn if others in my network are experiencing similar trends.

Redefining Leadership: Women at Helm of Southeast Asia's Workforce Revolution In a conversation with the #GlobalWomanLeader Magazine, Kimberlyn Lu, CEO - Southeast Asia, Robert Walters talks about the importance of gender diversity in leadership, discussing key strategies for making recruitment gender-neutral. Discover More: https://bit.ly/3XVjqt0 #genderdiversity #workenvironment #mentoringandsponsorship #WorkforceRevolution

The article raises an interesting point, but with a high percentage of organisations using third party recruiters to hire those hard to find leaders, there is a disconnect, whilst organisations are changing culture, this culture shift is rarely filtered through to these external recruiters, who are only measured by quotas for example a candidate shortlist with a 50/50 gender split. #DiversityAndInclusion #FemaleLeaders #WomenLeaders #DEI

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

In the realm of recruitment, we often witness affirmative actions aimed at benefiting female candidates, a commendable initiative in itself. However, I propose that organizations must go beyond mere recruitment efforts and actively work towards elevating capable female professionals to leadership roles within the company. 🌟 This shift towards gender diversity at the management level holds the key to fostering a more inclusive and progressive workplace culture. 💼 A recent study delved into the gender dynamics within a local company, revealing a stark gender disparity in managerial positions. Despite an employee composition of 75% male and 25% female, only 7 out of 78 managerial positions were held by women, a notable deviation from the expected 20 female managers based on the workforce demographics. Statistical analysis further underscored the significance of this imbalance, with the likelihood of such an outcome occurring by chance being less than 1 in 1000, indicating a systemic issue at play. 📊 The underlying reasons behind this gender skew in managerial roles warrant deeper exploration. Are female employees lacking the requisite skills and competencies for leadership positions, or is there an inherent bias favoring male employees in promotion and performance evaluations within the organization? Unraveling these complexities is essential to dismantling the existing male-centric managerial structure and paving the way for a more equitable and merit-based progression framework. 🔍 #GenderDiversity #InclusiveWorkplace #StatisticalAnalysis #EqualityInLeadershi

🌟 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

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

Have you ever noticed that most HR professionals in companies seem to be women? Is this observation accurate, or is it just a coincidence I've picked up on? Whenever I come across hiring posts and HR profiles within specific companies, they often feature women in these roles I'm not entirely sure if this is a widespread trend or just my own perception What are your thoughts on this? Is there a reason why we see more women in HR positions, or is it just a random observation? I'd love to hear your perspectives! #thoughts #company #HR

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

Research shows that companies embracing diverse teams are not only more innovative but also significantly more profitable. McKinsey found that companies with higher gender diversity are 25% more likely to outperform competitors, while those with ethnic diversity see a whopping 36% increase in profitability. 📊 So, how do you create a truly inclusive workforce? 🤔 In our latest blog, we break down essential strategies, from crafting a targeted diversity plan to expanding your sourcing channels and tracking your progress. 🌈 Check out the full article on our blog here and discover how Commit HR can help you implement these winning strategies. Together, let's make diversity a core part of your success story! ✨ https://lnkd.in/gbDqM7R8 #DiversityHiring #InclusiveWorkplace #HRStrategies #workplaceculture #CommitHR #businesssuccess #peoplefirst #companyculture #businessgrowth #talentacquisition #hrsolutions #hrstrategy #hrsupport #humanresources #smallbusinesssupport #hrservices #hrconsultants #hrmanagement #businesssuccesstips #recruiting #hrbestpractices #hiringtoptalent