Women remain dramatically underrepresented in #leadership roles: Just 8% of Fortune 500 companies are led by women, and less than 1% by women of color.
Although a lot of companies say they have adopted #genderequality and #womensempowermentpolicies, it often remains a box-ticking exercise instead of being fully embedded in the company’s culture. It is also true that a number of barriers are holding women back at every stage of their employment. These barriers can be shattered by a structural action plan.
Harvard Business Review recently published an article (https://hbr.org/2021/05/how-to-close-the-gender-gap) describing common forms of #genderdiscrimination in seven key areas of #talentmanagement:
➡️ Attracting candidates
➡️ Hiring employees
➡️ Integrating newcomers
➡️ Developing employees
➡️ Assessing performance
➡️ Managing compensation and promotion
➡️ Retaining employees
Some examples of actions to be taken to overcome barriers:
➡️ Educate managers about gender bias
➡️ Avoid gendered language in job postings
➡️ Implement objective criteria for career development opportunities
➡️ Track retention by gender
How can companies move from a box-ticking exercise towards a fully engaged workforce? Any success stories to share?
