Indira B.’s Post

“Our survey – and experiences of the women of the Boardroom – smash both the misconception of a lack of qualified women to serve on boards and the prevailing excuse that companies cannot find them. Women are here – and they are ready to lead."   ⭐️ Excited to share an insightful article by our Founder and CEO, Diana Markaki - Bartholdi on "How to run a high-performing business: Hire more women leaders."   Gender stereotyping hinders not only women's career advancement but also impedes businesses from achieving sustainable success.   As Diana emphasizes, the business case for gender diversity is clear, with studies showing tangible financial benefits and enhanced performance for companies that promote gender equity. Yet, women continue to face challenges such as the "glass cliff," where they are appointed to lead failing companies, often unfairly bearing the consequences.   There is a need for action to address gender imbalances in leadership, including building diverse boards, fostering mentorship opportunities, and challenging traditional perceptions of women's roles in the workplace. Thank you IMD for offering this great platform for thought leadership! For more insightful articles, subscribe to the weekly 𝘐 𝘣𝘺 𝘐𝘔𝘋 𝘐𝘯𝘴𝘪𝘨𝘩𝘵𝘴 newsletter.   Read the full article 👇🏻 #Together, #WeArePowerful!   Elena Papadonikolaki Helle Wehl Elena Spanou Jacqueline Hess Libby Vincent Delia Fischer [she/her]

Are you also tired of talking about ‘Breaking Glass Ceilings’. Our credo: Let’s open all windows and get some fresh perspective! All facts are leading us towards more women in leadership roles. Still in doubt? Check this out: 📊 Innovation and Problem-Solving: Studies consistently reveal that diverse teams, including gender diversity, outperform homogeneous counterparts in innovation and problem-solving. Women bring unique perspectives, fostering creativity and out-of-the-box thinking. Countries fostering gender-inclusive leadership consistently rank higher on innovation indices. The correlation between gender diversity in leadership and a nation's innovative prowess is a testament to the transformative impact of women's contributions. ✨Financial Performance: Research by McKinsey & Company shows that companies with more gender-diverse executive teams are 21% more likely to outperform their counterparts in terms of profitability. It's not just about equality; it's about economic sense. 🌐 Economic Growth: The World Economic Forum emphasizes that closing the gender gap could add trillions to the global economy. Empowering women in leadership positions isn't just a moral imperative; it's an economic driver. 🚀 Representation Matters: Organizations with women in leadership roles demonstrate a commitment to equality and inclusion. This not only attracts top talent but also fosters a positive workplace culture where everyone feels seen and heard. 🌍 Role Modeling for Future Generations: Women in leadership inspire the next generation. Visible female leaders debunk stereotypes, encouraging young girls to aspire to leadership roles across various industries. Let's adjusting our work set-up to the needs of working mothers and you will gain high performing team-members. At the upcoming #FutureofLeadershipSalon we will highlight a power panel conversation with Leentje Chavatte Heidi Rundt and 💙 💛 Vanessa E.. And we also like to see more women thrive and want to give the gift of participation. Nominate the ladies around you (or yourself). Who should we Eve Simon Maria Franke also invite into the exploration of the shift in Future Leadership?

Research shows that companies with more women on their boards outperform those without, yielding significant financial gains. Organizations benefit from greater gender diversity among senior leaders, leading to increased profitability. Despite this progress, the proportion of women in senior management roles globally reached 32% in 2022, the highest recorded number. However, women remain underrepresented in leadership positions. Women’s leadership is not only a matter of equality but also a strategic advantage for organizations worldwide.

"S&P now projects that gender parity at the C-suite level for U.S. companies won’t happen until somewhere between 2055 to 2072. That’s five to seven years later than researchers had previously projected before the slowdown." – From yesterday's Washington Post (article linked in comments) Well, this is disappointing. And not surprising. LEADERS: don't bury your DEI initiatives because it's no longer "trendy." Good business isn't trendy, and study after study shows that women in leadership is GOOD for business. Don't believe me? As the HBR article linked here states: "Research has shown that firms with more women in senior positions are more profitable, more socially responsible, and provide safer, higher-quality customer experiences — among many other benefits." What are you seeing at your organization? Is it continuing to invest in DEI initiatives? Is there open discussion about the need for greater diversity at the top? If not, what can you do to ensure it remains a focus so you don't miss the opportunity to cultivate a significant advantage? #womeninleadership #DEI #womenexecutives https://lnkd.in/eDGgJFr7

One or our focus topics at Birn+Partners! Thanks Arne Paul Bender for bringing up again! #leadership #womeninleadership

Over the past decade, women have made remarkable strides in the corporate world. As the recent #Forbes list of the "World’s Top Companies For Women 2024" highlights, more organizations are prioritizing gender equity and actively working to create inclusive workplaces. While progress is evident - 29% of C-suite positions in the U.S. are now held by women, compared to just 17% in 2015 - there are still significant gaps to address, especially when it comes to the talent pipeline. Globally, only 25% of senior management roles are held by women, and fewer than a third of junior management positions are filled by women, despite their academic achievements surpassing those of men for decades. This data tells us something important: hiring is just the beginning. It’s the progression and retention strategies that build truly equitable workplaces. At Birn+Partners, as one of the leading Scandinavian executive search and consulting firms, we are passionate about building diverse, high-performing leadership teams that drive innovation and inclusivity. Working closely with clients, we’ve seen first-hand how businesses thrive when they embrace diversity—not just for compliance, but as a core business strategy. Let’s continue to challenge the status quo, ensuring that progress for women in leadership isn’t just a trend but a transformation. If your organization is looking to strengthen its leadership team with talented individuals who bring diverse perspectives and expertise, make sure to contact us. Check out the Forbes article and please share your thoughts on how companies can accelerate progress for women in leadership? #Leadership #Diversity #Inclusion #ExecutiveSearch #TopTalent #BirnPartners

One persistent argument heard in discussions regarding gender diversity is the supposed difficulty of finding women with relevant experience for leadership positions. Yet, data from S&P Global’s Corporate Sustainability Assessment challenges this. The research states that while women still hold fewer board positions than men, women are bringing more relevant industry experiences to the table. In fact, across 16 of 25 industry groups analyzed, women board members outpaced their male counterparts in terms of relevant experience. Relevant experience, in this case, was defined as practical work at another company in the same industry, whether as an employee or within an executive role, or in academia, consulting, research, etc. The definition did not include sitting on another board in the same industry. So, why the disparity between women and men board members? There are multiple factors. One may be that fewer women hold revenue-generating roles, experience often valued by boards, although chief human resources officers, positions more often held by women, have been appointed to corporate boards more frequently in recent years. Another, highlighted by S&P Global, may be that the bar is set higher for women to achieve the same career results as men, and they need to show up with more experience to get a foot in the door. What is clear is this: Qualified, experienced women are leading important functions and have the expertise to bring high value to corporate governance. Our belief is that a culture that embraces women leading and succeeding is best poised for success. Source: https://lnkd.in/ecgt4xCJ #Inforum #SeeWhatsPossible #GetThereFaster #Leadership #Statistics #WomenLeaders #LeadershipEquality #BoardDiversity

Why aspiring women leaders need to upskill. Promoting women as leaders and decision-makers at all levels is crucial for advancing gender justice, equality, and societal progress. Women bring their unique slant and knowledge to leadership roles, which can lead to more thoughtful decision-making processes. What makes the difference? Women leaders are role models for younger generations, inspiring them to aspire to leadership roles. This helps break down traditional gender stereotypes and encourages girls and young women to pursue their ambitions without limitations. Women comprise roughly half of the global population, and their representation in leadership positions should reflect this demographic reality. When women are actively involved in decision-making, their interests and concerns are adequately addressed. Companies with diverse leadership teams often outperform those with far less diversity. Women leaders bring special skills such as empathy, collaboration, and communication, which are increasingly valued in today's complex and interconnected world, to the table. Empowering women isn't just a matter of fairness; it's also crucial for achieving broader social progress. When women are given equal opportunities to participate in decision-making processes and leadership roles, societies, by default, become even more innovative, resilient, and prosperous. The correlation between gender diversity in executive teams and improved financial performance is compelling enough to promote women to leadership roles. When companies prioritise diversity and inclusion in their top ranks, they often reap the benefits of profitability and competitiveness. Considering this, women in middle management upskill themselves through certifications and value add-ons in their stride to achieve success in their workplace. Many well-known institutions offer programs specifically targeted at upskilling women leaders and completing their quest for the brass ring. In short, promoting women as leaders and decision-makers isn't just about achieving gender justice—it's about creating a more equitable world for everyone.

Dismantling the structural biases and organizational barriers that impede women's growth remains vital. This Forbes article showcases an interview with Jennifer McCollum, author of In Her Own Voice, on pervasive issues, such as: - Gender Equity Hurdles "Seeing women, especially women of color, leading from the front, whether in politics or business, can be uncomfortable for many, especially those currently in positions of power." This discomfort signals the deep-seated biases and structural hurdles that women face, accentuated by stark statistics: women constitute half of the entry-level workforce yet represent only 30% in senior roles and a mere 10% at the helm of Fortune 500 companies. - Inclusive Leadership McCollum points to a critical shift required in our approach: "Inclusive leadership demands not only a seat at the table for everyone but also a voice in the decisions that shape our future. It's about recognizing the unique contributions of each individual and leveraging those differences to drive innovation and growth." - Silencing the Inner Critic McCollum describes the inner critic as "the voice inside the heads of women" that can be particularly loud and critical, often holding them back from pursuing their aspirations. Highly recommend this article and checking out her book. Article Found Here: https://lnkd.in/gqrP-yZJ In Her Own Voice Book Found Here: https://lnkd.in/gJBCDiVF

McKinsey & Company and Lean In recently published their annual report on Women in the Workplace. This year it is particularly compelling because it marks 10 years of the report, allowing a deep look at how far (or not) we have come in advancing women in the workplace. It's a dense read at 69 pages, but so important for all leaders to take the time to read. Here are three of my key takeaways: 🚩 Over the last 10 years there has been some progress in women holding leadership positions, but not as much as there should be with only a 2% increase in women in Manager roles, 5% increase in Director roles, 7% increase in VP roles and 6% increase in SVP roles. The shining star here is a 12% increase in female representation in the C-Suite. 🚩 The root cause continues to lie at the first step towards management with only 81 women for every 100 men being promoted to manager. 🚩 There has been a 10% decrease in the number of companies who say that gender diversity is a priority What we find particularly helpful about this year's report is that they have mapped out clear criteria against which Companies can assess their efforts to advance women, as well as practical and tactical solutions to drive momentum forward. At Nua, we believe it is absolutely critical for there to be tangible ACTION. So, we have taken the time to extract the criteria for assessment and recommended solutions into a toolkit that can be used to look at your own company's efforts and map out a plan for improvement. Please take the time to do this. We all need to put in the effort to move the needle forward! Check out our assessment and action planning toolkit for advancing women in the workplace here! 👇 https://lnkd.in/gyQreNNW #womenintheworkplace, #leanin, #genderequity