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When women lead, firms win: S&P Global carried out a study in 2019 and found that:
The business case has been made for gender equality and women in senior leadership roles, however the following is also true:
‘Women are less likely to be given credit for their work, tend to command lower salaries, and are less likely to be promoted, especially to key leadership and C-suite positions.
Due to gender biases in our culture, women often struggle to make their voices heard, avoid getting involved with office politics and shy away from negotiating for the roles and salaries they deserve.
Whilst systemic biases are not women’s problems to solve, they still need to navigate around them to reach their career goals. They can break past these biases and become more effective in the workplace and take more control of their career. Women at Work (HBR)
Clearly, diversity and inclusion policies and programmes are increasingly front and centre of the agenda for organisations. Public companies are facing growing investor pressure to improve diversity among their director ranks, underscoring a greater awareness of the need to address environmental, social, and governance (ESG) issues.
The historical model of the leader as hero has been successfully challenged and research tells us that the leadership traits that lead to success in businesses now, are gender neutral, but are organisations doing what it takes to achieve balance and equality within a reasonable timescale?
Our clients tell us that achieving gender balance at senior levels in their organisation is difficult and progress is slow, despite a raft of interventions and investment. One of the problems is that whilst there is a good gender balance at lower and mid-levels, women are opting out as they become more senior and further on in their careers, resulting in a shrinking talent pool further up. This exacerbates the problem as there are not enough role models in senior leadership positions to convince women who are less senior that it is possible and attainable in their organisation.
Whilst our clients want to solve this problem at the organisation-wide level, they know that it also needs to be tackled one woman at a time and that is why we have created a coaching offering that addresses the key issues that women face. Issues that can be worked on and addressed through coaching, with the benefit that the coaching is tailored to each woman’s individual context rather than a ‘one size fits all’ approach.
Lead magnet: A document making the business case for gender diversity and investing in women’s development including the research, the data, organisations supporting women in leadership and further reading.
Graham Lee’s Authentic Leadership Model
How Women Rise by Sally Helgesen and Marshall Goldsmith
Act like a leader, Think like a leader by Herminia Ibarra
On Women and Leadership – HBR’s 10 Must Reads
Women at Work – HBR Guide
What Works by Iris Bohnet
Own the Room by Jen Su and Maignan Wilkins
How Confidence Works by Ian Robertson
McKinsey & Company: Diversity wins: How inclusion matters (2020)
International Finance Corporation (IFC): Women in Business Leadership Boost ESG Performance (2019)
International Labour Organisation: The Business Case for Change (2019)
S&P Global study: When Women Lead, Firms Win (2019)
The Thirty Percent Club
Global Institute for Women’s Leadership
Liz Codd – Chief Coaching Officer Leadenhall ABOUT LIZ
Our programme covers the following key topic areas and is designed for women in, and aspiring to, senior leadership roles:
(Some of these areas apply to all leaders irrespective of gender as they are derived from the requirements of the leadership role.)
This programme can be delivered in a number of formats, such as:
For more information about this or any of our other special programs don’t hesitate to drop us a line.