Women and men enter the workforce at the same rate, but as women climb the corporate ladder the percent of women in leadership positions drops significantly, according to the 2018 Women in the Workplace report. Paradigm for Parity® coalition companies are working to prioritize diversity as they hire and promote employees. Executives from Bloomberg LP, Ingersoll Rand and Willis Towers Watson share the steps they are taking to get more women into leadership positions.
Unconscious bias can create barriers that greatly impact women in the workplace. That’s why the first step in the Paradigm for Parity® coalition 5-Point Action Plan encourages companies to minimize or eliminate unconscious bias. AEP, Eastman and Juniper Networks are three companies that are working to help employees understand and address their own biases.
The research is clear — companies that are diverse perform better. A 2018 McKinsey study shows that companies in the top quartile for gender diversity on executive teams were 21 percent more likely to experience above-average profitability than other companies.
The Paradigm for Parity® 5-Point Action Plan is comprised of actionable steps that companies can take to achieve gender parity in corporate leadership by 2030. Our 92 committed companies are using the action plan to design programs and practices within their own companies to close the gender gap. Edison International, Heidrick & Struggles and VF Corporation are making meaningful changes within their companies to increase the number of women in leadership positions.
A critical step to closing the gender gap in corporate leadership is setting measurable goals and communicating about progress. Since the Paradigm for Parity® coalition launched two years ago, our 92 companies are putting our 5-Point Action Plan into practice and they are seeing the results. Leaders from three coalition companies — Accenture, Sodexo and UTC — are sharing the goals that they’ve set and how they are working to achieve them.
Although women in the United States make up close to half (47%) of the total labor force, they still only represent 21% of corporate leadership roles in the U.S. The Paradigm for Parity® coalition was created to thoughtfully address this imbalance and help companies advance more women to leadership positions.
by Maryann Bruce, October 29, 2018
Originally appeared on Visier.com
When I think about women’s leadership, several big words come to mind–empowerment, leadership, parity–but I keep coming back to smaller words. In fact, it’s a string of two-letter words that, together, make a BIG impact: If it is to be, it is up to me.
By Sandra Beach Lin, Jewelle Bickford and Ellen Kullman, Paradigm for Parity ® Co-chairs
On August 26th we celebrate the 98th anniversary of the ratification of the 19th Amendment that granted women the right to vote! We remember the women who would not be denied. Because of their persistence, generations of women were given the opportunity to participate in our democracy. But as history has shown, despite having made great strides, women have a long way to go to achieve true equality.
by Jewelle Bickford, Paradigm for Parity Co-chair
As we observe this year’s Pay Equity Day, we are faced with the stark and sobering reality that many women had to work approximately four months into 2018 to make the same amount as men earned in 2017.
by Stacey Tisdale, a member of Paradigm for Parity
The global conversation about women’s equality, however, must move from focusing on problems to highlighting solutions that acknowledge that different women have different experiences if we are to ever find the unity within our diversity.
This month the Paradigm for Parity® coalition has celebrated the many contributions of women in business. And while there have been so many amazing women leading the way, it is important to address the next generation of women trying to reach their full potential and become leaders
The companies that have joined the Paradigm for Parity® coalition understand that men play an important role in getting more women in leadership positions. During Women’s History Month, several male leaders from Paradigm for Parity® coalition member companies offer some advice on how men can empower women with opportunities to advance that will help pave the way for parity in the workforce.
As we celebrate the many achievements and contributions of women this International Women’s Day, we must not forget that to achieve true equality, women must have the same opportunity, access and power as men.
On Wednesday February 7th, Paradigm for Parity® co-chair, Ellen Kullman, was on CNBC’s Closing Bell talking about the need to get more women in leadership positions. Click here to watch the interview.
The findings released today by LeanIn and SurveyMonkey are deeply concerning: in the wake of the sexual harassment scandals, men are uncomfortable participating in common work activities with women, including mentorship. If women are ever going to have access to the same career and growth opportunities as men, they need the help of sponsors and mentors. Because the reality is, male managers are often steadfast allies to Jack, but not Jill.
As part of our Path to Parity series, this week we’re showcasing the fifth and final step in the Action Plan, Providing sponsors, not just mentors, to women well positioned for long term success with insights from Paradigm for Parity®companies.
As part of our Path to Parity series, this week we’re showcasing the fourth step in the Action Plan: Basing career progress on business results and performance, rather than physical presence in the office, with insights from Paradigm for Parity® companies.
As part of our Path to Parity series, this week we’re showcasing the third step in the Action Plan: Measuring targets and maintaining accountability by providing regular progress reports, with insights from Paradigm for Parity® companies.
Women are underrepresented at almost every level in the corporate pipeline, and they are drastically underrepresented at the senior levels. And while company commitment to gender diversity is at an all-time high, calls for greater diversity haven’t moved the needle.