Meet’s Post

Happy Women's History Month! As an organization that’ s nearly 70% female, we are dedicated to empowering and advancing women in the workplace. 💗 Learn more about how Insight Global prioritizes women in leadership here:  https://lnkd.in/gmDXN9b8

"One of the most significant challenges BIPOC women face is navigating systemic bias and discrimination. This can manifest in various ways, including microaggressions, lack of opportunities and pay inequity," says Chelese Perry. While I am not a BIPOC women, I very much agree with the strategies outlined in this article. Empowering women leaders isn't just about equality. It's about unlocking the full potential of innovation, diversity, and progress. When women lead, diverse perspectives flourish, driving creativity and resilience. Empowered women leaders inspire positive change, mentor the next generation, and contribute to more inclusive and equitable societies. We need to continue to recognize the transformative power of empowering women in leadership – it's not just a choice; it's a strategic imperative for a brighter future. #WomenLeaders #Empowerment #DiversityandInclusion #Leadership

A recent survey of 900 women business leaders found that women of all ages face challenges when moving into leadership positions. According to the research, women under 40 may be seen as too young and inexperienced, women between 40 and 60 are perceived to be too busy with their children and families, and women over 60 may be past their prime or even distracted by menopause. The authors recommend that as managers make decisions about a woman’s leadership potential, they ask themselves if they’d use the same rationale if the employee was a man. Shouldn’t “too young” shift to “shows potential” and “too old” become “experienced and full of wisdom”? #WomenInLeadership #DEI #Ageism #TalkAboutAgeism #Employability #FutureofWork

📣 Women Executives, Here's Your Oasis! 📣 Did you know? 📌 52% of women in Sr. Manager roles and above are primarily responsible for household and childcare tasks, compared to just 13% of men. 📌 Women leaders are 2x more likely than men to grapple with doubts about their qualifications, being mistaken for someone at a lower level, and having their judgment questioned. The stats rise to nearly 3x for black women leaders. 📌 Women make up 48% at entry-level, but only 26% at C-suite. These stats aren't merely numbers; they mirror our daily realities. But here's the good news: Enter the Women Leaders Community: 🌟 Dive into a close-knit, rejuvenating space. 🌟 Experience deep connections, not vast networking. 🌟 Get group and 1:1 coaching sessions tailored for you. 🌟 Celebrate your journey in a space where every voice is valued. 📅 Curious? Join our sneak peek events on September 9 or 23! It's time to lead on our terms. 🔔 Register for Sneak Peek: https://lnkd.in/gcwA7deW 👉 Learn more: https://lnkd.in/gkECgjUX 💌 Help another leader. Share this! 💌 #WomenInLeadership #Empowerment #TogetherWeRise

Stop asking women to LEARN how to be successful! A common discussion lately, is stop being proud of creating extra work for women. Instead create mandatory trainings to change the behaviors of those that need it! Women leadership training, women mentorship programs, women communication classes, etc just make women take on “extra tasks without any clear incentive or additional compensation, and often at the expense of doing work that would more directly lead to career advancement.” https://lnkd.in/gxVA_Hne #equality #diversity #GenderEquality #WomenInTheWorkforce #LeadershipTraining

Interesting research approach into the underlying reasons men are promoted into senior leadership roles at a higher rate than women. It’s less about differences in behaviour but rather the biased perceptions of behaviour at work and in expectations outside of the workplace. Organisations are advised to: 🚨 Invest in bias reduction programs to explicitly level the playing field 👩⚖️ Mandate diverse short-lists / successor pools for leadership positions 📝 Review how they support working parents to make the option of staying in the workforce more of a reality 📊 Use data to address key questions such as ‘when are women dropping out?’ ‘what about our company culture has limited women’s growth?’

An excellent (but rage inducing) share from Lianne Picot. It seems that studies are confirming what many women feel in terms of workplace leadership: we're viewed as too young, too young, too young, then suddenly too old. More from the article: In the study, middle-aged women were seen as “difficult to manage” and had “too much family responsibility.” But their male counterparts did not face that same bias. and “As they do grow older and more mature in their careers, [women] lose some of the fear of speaking their mind. And certain men don’t like that,” Diehl [the study author] said. “Men will allow women into the workplace ... and will be supportive of women in the workplace to the extent that women are compliant, supportive of the men, and they don’t push back.” Read the full piece here: https://lnkd.in/gRtVTQSS And go give Lianne a follow for more great resources and information on her excellent coaching programs for women leaders. #genderbias #genderequity #leadership

At Bayes, we support women who are dedicated to unlocking their unique path to success, one that extends beyond traditional corporate or entrepreneurial roles to include community engagement, mentorship, and other impactful initiatives. Our Bayes Global Women’s Leadership Programme is committed to providing women with the tools, skills, and insights needed to achieve their career aspirations. We foster strong partnerships with businesses, societies, research institutions, and regulatory bodies to create a supportive ecosystem for women leaders. 🙌 This year, in celebration of International Women's Day, our programme delved into a thought-provoking discussion on "The Wellness Trap: How wellness culture is impacting women's careers." Wellness is a relevant topic, but it's crucial to be aware of the challenges and pressures within the wellness industry. Watch the enlightening highlights from our panel discussion below and get inspired by the insightful perspectives shared. ➡️https://ow.ly/S7Jb50Sfhvt #BayesWomen

We partner with LeanIn.Org each year on the Women in the Workplace report, the largest study of women in corporate America and Canada. The 2023 report was published earlier this month. You can read it here: https://lnkd.in/gqyZEFr8 Some bright spots: Women are more ambitious than they were before the pandemic—especially young women. Nine in ten under the age of 30 want to be promoted to the next level, and three in four aspire to become senior leaders. And more women than ever are realizing that aspiration. Since 2015, women’s representation at the VP and senior-VP levels has improved significantly, and the number of women in the C-suite has increased from 17 to 28 percent. In our own firm, women make up 48 percent of our global workforce—and we aren’t done yet. We have also elected twice the number of women partners in five years. There’s still so much more to do here. Can we better track inputs and outcomes to identify gaps in promotion processes? Can we ensure performance reviews and promotions are fair and free from bias? Can we ensure career development programs are having their intended impact and not inadvertently perpetuating inequitable outcomes? The best leaders believe the answer to each of those questions is yes—and they work every day to build workplaces where everyone can thrive. I want to thank my colleagues Emily Field, Alexis Krivkovich, Lareina Yee, Nicole Hardy Robinson, and Sandra Kuegele for leading this work. #SustainableInclusiveGrowth

Women Leaders – Can we Have It All? Part 2 -1 Continuing on from my post last week, I’ll focus on the challenge of women deciding to have a successful career and a successful family this week. Firstly I should declare that I don’t have children, it didn’t happen, so I have a rescue greyhound instead. She definitely needs looking after but not as much as kids do! For some it may be aging parents, other family members needs or another part of life you want to make time for as well as your professional career. I’ve been having some fascinating conversations recently with senior women leaders, some with children, some not. I’ve also been reading some of the latest research into this topic and a few themes strike me. And of course as always, there are exceptions to all of these! The theme I’ll start with this week is called ‘The second shift’. Women still do more of the house-work and child care in many families. See chart below from 2001 to see the stark differences! It may well have changed slightly, but not dramatically I suspect, since then as each generation brings different approaches to this. So women need more time and energy to be able to do the same work as men, on top of the second shift, it would appear! I’d love to hear your thoughts! #womenleaders #worklifeharmony #successfulcareers #haveitall