Name: Insights: Women's First Promotions Are Crucial to Workplace Parity
Uploaded: 2020-01-21
Duration: 2 min 42 s
Description: Being promoted above entry-level work is toughest in women's careers. (September 2019)

[MUSIC PLAYING] Women leadership-- organizations, as you know, all of us typically start half and half. Women at the bottom, and as you get to the tippy top, they trickle out. We have a ridiculously low percentage of CEOs and boards of directors. What is wrong? First is many companies are trying. You look at the Fortune 100, there's almost no company that hasn't declared gender, more diverse goals, inclusive culture as an active part of their culture. The "profit with purpose" signatories and the fantastic cover story that you have, it's very much a topic of today. And I do think leaders, and I think male leaders-- never mind the female leaders-- mean it 100%. They really do want to see more gender parity and more equity throughout the workplace. But actually delivering it requires you to make systematic changes. If I said to any of your businesses that you were targeting the wrong customer or the wrong channel or the wrong geography or the wrong engineering talent, you'd change. And so we're finding some companies are not yet focusing on the most important levers. The first is that pyramid, hiring enough women at all different roles that you have the participation rates, tracking it, stretch targets, and managing it like you'd manage your PNO. I can't say it any more simply than that. Secondly is promotion. This room is fantastic in being filled with female leaders. But whether it's the first promotion or the promotion to the executive suite, those are the two most difficult points for women. We had one company in our data set that had lots of Hispanic women, lots of young women, lots of diverse women in their entry level jobs. But literally 5% of them got promoted to that first level one promotion. That's interesting. So your first promotion is important, and that's key. And then you get a bunch of promotions, and then it's that, at the end, getting that big tippy top promotion-- Are the hardest. --are hardest. And they're also most correlated with companies that are making progress. So you want women throughout the pipeline, absolutely. But that first leadership role, which also gets into your headset, doesn't it? It gives you the confidence that you can lead at an early age. And you know, once you have a small P&L, you get permission to have a larger one. Once you have a large P&L, you then get more responsibility. And then the pivot into the CEO suite, or the C-suite, is the other real crunch point and is very strongly correlated with higher performance. So that's good, but it means that we really do have to get a head start and break the glass ceiling. [MUSIC PLAYING]

Insights: Women's First Promotions Are Crucial to Workplace Parity

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Being promoted above entry-level work is tough.

Women's First Promotions Are Crucial to Workplace Parity

Being promoted above entry-level work is toughest in women's careers. (September 2019)

women leadership organizations. You know, all of us typically start, you know, half and half women at the bottom and you get to the tippy top. Uh, they trickle out when we have a ridiculously low percentage of CEOs and board of directors. What is wrong? First day, as many companies are trying. When you look at the fourth of 500 there's almost no company that hasn't declared gender more diverse goals, inclusive culture as an active part of their culture, the power, the profit with purpose signatories and the fantastic cover story that you have. You know, it's very much a topic of today, and I do think leaders and I think male leaders never mind the female leaders. I mean it 100%. They really do want to see more gender parity and more equity throughout the workplace. But actually delivering it requires you to make systematic changes. If I said to any of your business is that you are targeting the wrong customer or the wrong channel, or the wrong geography or the wrong engineering talent, you'd change. And so we're finding some companies are not yet focusing on the most important levers. The first is that pyramid hiring enough women at all different roles that you have the participation rate, tracking it stretched targets and managing it like you'd manage your piano? I can't say it any more simply than that. Secondly, is promotion. This room is fantastic in being filled with female leader. But whether it's the first promotion or the promotion to the executive suite, those are the two most difficult points for women. We had one company in our data set that had lots of Hispanics, women, lots of young women, lots of diverse women in their entry level jobs. But literally 5% of them got promoted. That first level one. That's interesting. First, your first promotion is important, and that's key. And then you get a bunch of promotions, and then it's that at the end, you getting that big, tippy top promotion are the harder, harder well, and they're also most correlated with companies that are making progress. So you want women throughout the the pipeline? Absolutely. But that first leadership role, but which also gets into your head, doesn't give you the confidence that you can lead at an early age. And you know, once you have a small p N. L. You get permission to have a larger one When you have a large female, you didn't get more responsibility, and then the pivot into the CEO suite or the C suite is the other real crunch point and is very strongly correlated with higher performance. So that's good, but it means that we really do have to get head start and break the glass ceiling.