Janine Firpo’s Post

The past decade has seen a significant push for diversity on corporate boards, with women making strides in representation. From 23% in 2018 to 32% in 2023, the number of women on S&P 500 boards has soared. Similarly, directors from racially and ethnically diverse groups grew from 20% to 25% during the same period. However, recent data indicates progress has slowed, with only a 1% increase year over year, according to a recent article by Chief. Despite these challenges, women like Shelly Lombard are leading the charge to advocate for greater representation of women on corporate boards. Our recent event discussed the importance of diversity on boards and how women can leverage their presence to drive positive change. Subscribe to our newsletter to stay informed about upcoming events like these, and as a member, you receive exclusive access to event recordings, even if you aren't able to make it. We believe we can make progress, but we have to take action and do it together. 📩 Subscribe now: https://lnkd.in/eKsN7_WN #WomenOnBoards #DiversityInLeadership #Empowerment

Celebrating the invaluable contributions of women in business this Women's History Month! Women's leadership, innovation, and resilience continue to drive positive change across industries. Let's collectively champion diversity and inclusion for a more robust and dynamic business landscape.   #womenshistorymonth #businessleadership #diversityandinclusion #dei #hr #executivesearch #womeninbusiness

The 10th annual Women in the Workplace report reveals both progress and challenges in corporate America. Women now hold 29% of C-suite roles, up from 17% in 2015. However, this progress is fragile, with only 7% of these roles held by women of color. The increase in female leadership is often due to the expansion of C-suite roles rather than intentional policy changes - companies must adopt sustainable strategies to ensure true equity and diversity. The journey to parity is predicted to take 50 years, which, as Lean In’s Editor-in-Chief, Caroline Fairchild, stated at the Women in Work Summit, is far too long. With focused efforts, this timeline could be shortened. We have a responsibility to keep fighting for the next generation of women in work. #WomenInWork #WiWSummitUS #SupportingWomen #GenderParity

Every day is International Women's Day. #IWD But if there's a spotlight today, let's use it to shine a light on these stats: - Since 2015, the number of women in the C-suite has increased from 17 to 28%, and the representation of women at the VP and SVP levels has also improved significantly. - However, women represent roughly 1 in 4 C-suite leaders, and women of color just 1 in 16. - Because of the broken rung, in a typical company, men end up holding 60% of manager-level positions, while women hold just 40%. As a result, there are fewer women to promote to director, and the number of women decreases at every subsequent level. So what can we do better? Support women, hire women, promote women. That's it! https://lnkd.in/gHQpAMQh

🤔 Should you nominate that woman who inspires you or nominate yourself? How do I know if a profile applies? Learn about the categories of this year's Women that Build Awards. Select the category that best suits you or your candidate. 👉 https://lnkd.in/eetwjjUr All the women are inspiring because of their capabilities on the field and their inclusiveness. 💪 #WomenThatBuildAwards

Please read this our latest report 2024 Women CEOs in America. Here is an excerpt: Change starts at the top. Boards and business leaders must continue to push for greater diversity in the C-Suite and in the top CEO positions, for the good of the company and its stakeholders, but also for the continued efforts to achieve a more robust business environment and a just and equitable society. To be sure, there has been improvement over the past 20 years in the number of women CEOs, but the pace is slow, “glacially slow” in the words of Jennifer McCollum, President and CEO of Catalyst. It is imperative that companies continue to push for greater representation of women at all levels of the company and to make strategic commitments to fill the leadership pipeline by encouraging and promoting women into positions that give them the experience, development opportunities, and skills to compete for top leadership positions at their organizations. #womenleaders #womeninleadership #womeninfinance #Ascendleadership #Ascend #Globalleaders #asianleaders #DEI

The disparities in career advancement opportunities for women, particularly women of color, underscore the need for systemic change. McKinsey & Company's findings highlight the persistent gap in first-time managerial promotions, with only 81 women advancing for every 100 men. To bridge this gap, organizations must adopt a multifaceted approach: 1. Implement evidence-based diversity and inclusion strategies, leveraging data analytics to identify and address biases. 1. Develop inclusive leadership competencies through targeted training and coaching. 1. Foster sponsorship and mentorship programs, pairing women with senior leaders and providing access to networks and opportunities. 1. Ensure equitable performance evaluation and promotion processes, utilizing standardized criteria and blind hiring practices. 1. Cultivate a culture of flexibility and work-life balance, supporting women's career longevity and advancement. 1. Set measurable diversity and inclusion targets, tracking progress and ensuring accountability through regular audits and assessments. Ultimately, addressing these disparities requires a fundamental shift in organizational culture and mindset. By prioritizing inclusive talent development, companies can unlock the full potential of their workforce, driving innovation, competitiveness, and sustainable growth. Key considerations for effective implementation: - Intersectionality: Addressing intersecting biases and barriers faced by women of color. - Accountability: Establishing clear metrics and consequences for diversity and inclusion outcomes. - Leadership buy-in: Securing CEO and senior leadership commitment to driving change. - Employee engagement: Fostering an inclusive work environment through open communication and feedback. References: McKinsey & Company's Women in the Workplace 2024 report World Economic Forum's Global Gender Gap Report UN Women's Empowerment Principles Society for Human Resource Management's (SHRM) Diversity and Inclusion Resources.

100 Men vs. 81 Women The 2024 McKinsey & Company report also found that it will be another 48 years before we reach parity for women. I may not be here to see that. My daughter, who is 10, will be thinking about retirement. But if I’m lucky enough to have a granddaughter, she may just find herself blissfully unaware that workplace equality between men and woman was something we’ve been striving for. This study is based on Corporate America and statistics and research may not always be perfect, but globally we must continue to have the tricky conversations, take action and try to improve these outcomes faster. We can all play our small part in making a difference. Mentoring is one of many tools that we can use to help empower women. Thank you McKinsey & Company for continuing to compile this information. #mentoring Mentortees

As we continue to honor Women's History Month, it's crucial to champion pay equity within organizations. Pay equity isn't just about fairness; it's about recognizing the intrinsic value of every individual's contributions, regardless of gender. When women receive equal pay for equal work, families are better supported, communities thrive, and businesses benefit from diverse perspectives and talents. By closing the wage gap, we have the opportunity to uphold the principles of justice and equality central to women's history. Let's empower women to negotiate for their worth, challenge outdated norms, and create workplaces where everyone has an equal opportunity to succeed. #equalpay #womeninbusiness #payequity

We often hear about initiatives aimed at leveling the playing field for women in business, but what are the tangible results? A study conducted by StrategicCHRO360 reveals both promising and concerning trends surrounding female representation. Read more here: https://lnkd.in/ef47D34z #FemaleRepresentation #SeniorLeadership #USBusinesses #WomenLeaders #WomenLeadersCONNECT