Around 65% of Americans believe it’s important for women to have role models when they are starting their careers. But with just 20 companies in the Fortune 500 having female CEOs, there’s a significant lack of role models for women.
In an article for the Harvard Business Review, Wendy Murphy argues that the role models we need are everywhere. Rather than looking to one person within the organisation to help us develop, we (women and men) should look everywhere for role models who can help us develop the specific skills we need to acquire.
Borderless Consultants Rosalie Harrison and June Nilsson will present at the Women in Leadership Forum as part of the CPhI Congress in Barcelona on 5 October. One of the topics they will cover is mentoring and sponsorship. They would like to hear how if you have identified your skill gaps or a mentor that could help you develop. Share your thoughts ahead of the Forum via Twitter @borderlessexec #WomeninLeadership
In the wake of George Floyd’s murder, corporate interest in DEI is higher than ever. But has this increased attention racial justice and inequity led to real, meaningful change? The authors conducted interviews with more than 40 CDOs before and after summer 2020 and identified four major shifts in how these leaders perceived their companies’ engagement with DEI.
Mid-career women are often surprised by the levels of bias and discrimination they encounter in the workplace, especially if they’ve successfully avoided it earlier in their careers. After speaking to 100 senior women executives, the authors identified three distinct kinds of bias and discrimination faced by mid-career women. They describe each bias and conclude with recommendations for overcoming them.
Bain research shows that men and women have consistent motivations when it comes to work, across factors like financial orientation and camaraderie. They also have similar attitudes on inclusion, with fewer than 30% feeling included in the workplace. Despite a lack of intrinsic differences, women and men continue to have different outcomes and experiences at work, due to meaningful imbalances in occupation choice, prioritization of flexibility, and the perpetuation of biases.