MOMs Lead’s Post

Embracing Gender Diversity in Leadership: A Pathway to Enhanced Performance As we stand at the precipice of significant change in corporate governance and leadership dynamics, the message is clear: "Women are here – and they are ready to lead." The imperative for more balanced gender representation in leadership roles has never been more critical, not just for ethical reasons but for the tangible value it brings to organizations. With increasing diversity and inclusion regulations globally, companies are encouraged, if not mandated, to embark on this transformative journey. The dichotomy between career advancement and personal life decisions often disproportionately impacts women, compelling them to make tough choices that can hinder their professional growth. Whether deciding between family life and promotion or navigating the challenges of being a primary carer while aspiring for leadership roles, women face unique hurdles. These challenges underscore the need for organizations to adopt more inclusive practices that support women throughout their careers. The evidence is compelling: diverse boards foster a positive culture and significantly enhance financial performance. Countries like Iceland, Norway, Finland, and Sweden, leading in the global gender gap index, exemplify the benefits of gender-balanced leadership. It's time for companies to take proactive steps to include, nurture, and retain female talent in leadership pipelines. This includes addressing the 'Career or Carer Zero Sum Game,' challenging traditional norms, and ensuring transparent recruitment processes prioritizing skills and diversity. Moreover, with the impending EU Women on Boards legislation mandating 40% female representation by July 2026, the urgency for action has never been more pronounced. With its blend of cultural expectations and regulatory mandates, the Nordic model offers valuable insights into creating more inclusive and diverse leadership structures. As we move forward, companies must recognize the intrinsic value of gender diversity in leadership roles. By embracing and implementing strategies to support and elevate women in leadership, organizations can unlock untapped potential, drive innovation, and enhance performance. Let's commit to this change as a compliance requirement and a strategic imperative for sustainable growth and success. Thank you, IMD, for sharing this article. #Leadership #GenderDiversity #Inclusion #CorporateGovernance #WomenInLeadership #Boardofdirectors London Intercultural Center (LIC) London Intercultural Academy | LIA Dr. Hala ElMiniawi Hadi B.

The rise of women in society is not a trend, it's an evolution. Let’s be forthright – Equality isn’t a concession. It’s a necessity. • Female leadership isn’t a luxury, but a gem that fuels innovation and growth. • The tapestry of diversity isn’t just colourful, but enriching and empowering. Imagine the possibilities if we cease to consider gender as a limitation, but rather as leverage for innovation? We need to value the contribution each individual brings to the table - feminine or masculine - equally. Women deliver. Period. From boardrooms to science labs, from politics to arts, women are demonstrating the presence, power and potential. They are showing the world that compassion and resilience, empathy and decisiveness, can co-exist. Do you agree? 👩🔬A woman in a lab doesn't just 'do science’. She leads, motivates, invents and innovates. 👩💼A woman in business doesn't just 'survive’. She thrives, excels, and sets new benchmarks. Women are the stronghold of our society. It’s the female spirit, the lionhearted spirit, that is ushering us into a new era of leadership. The dawn of female leadership is here. Embrace it. Praise it. My call to action: •Evaluate your leadership style – does it welcome diversity, inclusivity, and collaboration? •Rethink the definition of strength – can it exemplify compassion, resilience, and empathy? And the RESULT? A powerful, diversified, and balanced community of leaders that drives growth & innovation. Because the courage to lead, irrespective of gender, should be celebrated and championed. #lionheartedleader #women #leadership #diversity #inclusion #equality #innovation #strength #empathy #resilience

Celebrating International Women's Day 2 ways. 1. Sharing this report from McKinsey. I love that they have data busting this myth Myth: Women are becoming less ambitious Reality: Women are more ambitious than before the pandemic—and flexibility is fueling that ambition 2. Getting ready to launch my new product, Design U, ~ a transition for me to use my ample accumulated experience and wisdom to help mid-career women leaders ~ learn the art of designing an integrated purpose driven work and life future ~that fulfills their ambition for more impact on things they care most about This legacy lap is a great fit for my wisdom, curiosity and own ambition to make an impact. More talented women leaders solving the big problems of the world. What could be better.

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

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

“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]

Women in Leadership: Progress, but Still a Long Road Ahead Recent research shows a steady increase in female representation in leadership across industries, but the journey is far from over. According to Fortune and other studies, while more women are breaking through glass ceilings, systemic barriers persist, particularly at the executive and boardroom levels. Women still face disproportionate challenges, including pay gaps, limited advancement opportunities, and underrepresentation in high-impact sectors like tech and finance. Despite recent gains, the pace of progress for women in leadership roles remains uneven. According to Fortune's latest analysis, only a small percentage of women hold C-suite and board positions, with even fewer women of color represented at these levels. While policies promoting diversity are gaining traction, the shift toward equitable leadership requires more than policy changes. It demands a rethinking of workplace culture and systemic bias. The future will belong to companies that not only commit to gender parity but also actively work to remove barriers and champion inclusion from the ground up. True progress will come when leadership reflects the diversity of the world it serves, creating role models for future generations of women. 

Gender Diversity in Executive Leadership... we still face significant gaps. why? Last week, our colleagues at Embera Partners read through two recent studies by the AllBright Stiftung and McKinsey & Company, both focusing on gender diversity in leadership functions as well as some of the recent developments. The results show clearly, there is a lot left to do: 👉 Allbright report: As of September 2024, the representation of women on the executive boards of Germany's DAX, MDAX, and SDAX-listed companies has seen only modest gains. Women now hold 19.7% of these roles, with DAX companies leading at 24.7%. Internationally, Germany trails countries like the UK (32.1%), USA (30.1%), and France (28.8%). Details here: https://lnkd.in/dq26EpEB 👉 The McKinsey 2024 Women in the Workplace report, which was put together with LeanIn, (https://lnkd.in/eRyC5nT) highlights similar barriers in the U.S., such as slow progress in promoting women to senior roles and the persistence of the "broken rung," limiting early promotions. Both reports suggest stronger institutional efforts are needed to improve female representation in leadership. There is so much to do with many areas and perspectives to tackle. A few ideas and food for thought. Because, why does this problem still exist to such a large extent? 🔷 Targeted Initiatives: Companies need to prioritize diversity as a strategic focus, enhancing gender representation at all levels. 🔷 Address Structural Barriers: Programs to support early promotions for women and leadership pipelines are critical. 🔷 Transparency and Accountability: Clear reporting on diversity targets can help maintain momentum and commitment. These insights show that while progress is being made globally, challenges persist, especially at the executive level, requiring more comprehensive solutions. #capitalmarkets #leadership #esg #DEI #governance #executives #genderpaygap Andreas Posavac

🌟 𝗞𝗶𝗰𝗸𝗶𝗻𝗴 𝗼𝗳𝗳: 𝗔 𝗧𝗿𝗶𝗯𝘂𝘁𝗲 𝘁𝗼 𝗪𝗼𝗺𝗲𝗻 𝗶𝗻 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 🌟 Today marks the beginning of an empowering journey as we dedicate this month to celebrating the remarkable achievements and addressing the unique challenges of women leaders across various industries. The landscape of leadership has been transformed by the resilience, innovation, and wisdom of women who have shattered glass ceilings and paved new paths for equality and diversity in the corporate world and beyond. From tech titans and business moguls to pioneers in sustainability and social change, women leaders are reshaping the narrative of success and leadership. 🚀 𝗢𝘂𝗿 𝗠𝗶𝘀𝘀𝗶𝗼𝗻 𝗧𝗵𝗶𝘀 𝗠𝗼𝗻𝘁𝗵: Each day, we'll shine a spotlight on the inspiring stories of women who lead with courage and vision. We'll delve into the successes that have propelled industries forward and the obstacles that continue to challenge the status quo. Through interviews, case studies, and personal anecdotes, we aim to foster a deeper understanding of the multifaceted roles women play in steering the helm of leadership. 🔍𝗪𝗵𝘆 𝗜𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀: Celebrating women in leadership isn't just about acknowledging past and present achievements; it's about inspiring the next generation of leaders. It's about dismantling barriers and creating a more inclusive, equitable future where leadership reflects the diversity of our global community. 💡 𝗝𝗼𝗶𝗻 𝘁𝗵𝗲 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻: We invite you to engage with us as we embark on this journey. Share the stories of women leaders who inspire you, the challenges you've faced or observed in the quest for gender equality in leadership, and the initiatives you believe can support and empower more women to take up leadership roles. 🌐 𝗔 𝗚𝗹𝗼𝗯𝗮𝗹 𝗖𝗮𝗹𝗹 𝘁𝗼 𝗔𝗰𝘁𝗶𝗼𝗻: This month is a call to action for organizations, communities, and individuals to champion the cause of women in leadership. It's an opportunity to reflect on progress, recognize gaps, and commit to actionable steps that elevate women's leadership across all spheres of society. Stay tuned as we explore the power, potential, and promise of women in leadership. Together, let's celebrate the achievements, learn from the challenges, and advocate for the empowerment of women leaders today and tomorrow. #WomenInLeadership #Empowerment #ESGStrategicLeader