Susan-Stefanie Breitkopf’s Post

"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

Good morning all! I just came across this article this morning that is leaving me feeling empowered and motivated. The article's name is "Women in Business: A Trend That Is and Should Be Growing" and as a woman pursuing a career in business I appreciate the insight it brought. It is evident that the evolving landscape of women in business reflects a promising trend that signifies a transformative shift in societal attitudes. The increasing presence of women in the business world is not merely a statistical upswing; rather, it shows the epitome of a broader recognition of contributions that women bring to the professional arena. As more women assume leadership roles, breaking through previously limiting glass ceilings, businesses are benefitting from diverse perspectives and innovative approaches. This trend is not just a numerical progression but a testament to the resilience, capability, and determination of women in navigating and excelling in traditionally male-dominated domains. As a junior graduating in Spring of 2025, it is fulfilling knowing that I am beginning my career during a time where women have an impact and are holding executive positions that was deemed not possible in times before. Happy Wednesday! #womeninbusiness #article #womenempowerment Macy Pham Amy Vandaveer Novak The Stephen Stagner Sales Excellence Institute

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.

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?

Women almost never make it to the top. Grant Thornton’s “Women in Business Report 2024” reveals that in a population of 39 million working women, only 36% are in management positions. This is termed the ‘Theory of Missing Women.’ In the corporate world, women support the company from the bottom, but very few climb up the ladder to become leaders. Numerous reasons explain why this phenomenon occurs on such a large scale. But how does this impact the overall financial sector? Here’s how: 💡 A 2022 article by Investopedia stated women struggle to succeed in the financial sector due to a lack of female role models. 💡 According to an IE University panellist, in 2022, women felt isolated and stressed due to fewer female colleagues in financial-sector jobs. These numbers point to one conclusion: 🎯 A lack of female role models in the finance sector affects every woman who enters it. Since finance has been a male-dominated industry, female representation becomes of higher importance. You can say that the lack of women in management or leadership positions is a self-perpetuating cycle. When young women don’t see other women in authority positions, they don’t see a potential path towards those positions either. This leads to more and more women discouraging themselves and fellow women from even trying for those positions. Thus, we need women in leadership positions because they set the precedence for more women to come. A study by Keys and Turner reveals that the presence of female leadership leads to better gender diversity on all levels. We don’t want female role models; we NEED them. ................................................ What do you think companies should do when it comes to increasing female representation in top positions? Would love to hear your thoughts in the comments section. #womeninbusiness #femaleleadership #genderdiversity #financewomen #womenempowerment

In honor of #WomensHistoryMonth, here are four fascinating research findings on the power of women leaders.

I spoke to 40 women over the last 3 weeks, and here are the top 3 things they told me they need to thrive in their careers: 1️⃣ Elevating personal leadership skills Many women see themselves as capable leaders, but often lack the strategic skills needed to effectively navigate male-dominated environments. 2️⃣ Building connections with other women Women working in companies and organisations with less than 10% female representation crave more female role models in their environments. They also need more opportunities to connect with other women and exchange experiences, ambitions, and challenges. 3️⃣ Increased support from their organisation Even when women are ready to grow, they often feel their organisations aren't fully recognising the importance of gender diversity. It's crucial for companies to listen, learn from best practices, and lead through meaningful actions. 🎯 How I had these conversations: 🤝 Group meetings (both in-person and online) with alumnae women who completed my Stratego for Women® program. 🤝 1-on-1 Intro calls with women interested in upcoming editions of Stratego for Women® (online and in Utrecht) 🤝 Prep meetings with a DEI team from a biotech company (all-women team! 🙌) for a workshop I'll facilitate at their HQ in Amsterdam Science Park - Science & Business organisation. 🤝 Meetings with three HR directors from a financial services company, a sanitary fittings manufacturer, and a tech company to explore the implementation of a Women’s Leadership Program at their organisations. 🤝 Attending the Dutch Women in Tech meet up in Amsterdam From these conversations, I’ve also came up with actionable steps that leaders can take in Q4 of 2024 to improve gender equality in their organisations and I’ll be sharing these steps tomorrow here on LinkedIn. Make sure to follow my profile and tap the 🔔 to get notified! The key to understanding what women need in the workplace? 🔑 Talk to them, not about them. #Leadership #DiversityAndInclusion #WomenInLeadership #GenderEquality #CareerDevelopment #StrategoForWomen 

Wonderful idea, from Candis McInnes & team at Ivey Publishing! Check out these cases featuring some phenomenal female protagonists. On this International Women's Day, I hope that we will have more of them in the future. We need to fix this imbalance: 10% of CEOs in large companies (SP 500) are female while there are at least 40% of female students in business schools! #internationalwomensday2024 #inspiringinclusion #dei #leadershipmatters #leadershipdevelopment #ceos #managementeducation

In honor of #WomensHistoryMonth, here are four fascinating research findings on the power of women leaders.

In honor of #WomensHistoryMonth, here are four fascinating research findings on the power of women leaders.