Diversity Woman Magazine

SPR 2018

Leadership and Executive Development for women of all races, cultures and backgrounds

Issue link: https://diversitywoman.epubxp.com/i/955125

Contents of this Issue


Page 35 of 51

As discussion of gender equity hits the workplace, there's some good news! Here are five com- panies that are relentlessly work- ing to level the playing field and narrow the leadership gap. B Y C A R O LY N M . B R O W N Companies That Are A ll eyes are on women in the workplace as issues around sexual harassment and equal pay continue to grab headlines. e prob- lem extends beyond Hollywood into Corporate America, where there isn't just a pay gap but a leadership gap. High-potential women advance more slowly than their male peers, in both career progression and pay, even though they employ career management strategies as men do, according to Catalyst, the leading national organization for research on woman's leadership and equity. Women make up 47 percent of the US workforce. Yet, they represent 25 percent of executive- and senior-level officers and managers. At Fortune 1000 companies, women hold 20.8 percent of board seats and only 54, or 5.4 per- cent, of CEO roles, of which just two are women of color. One is PG&E's CEO and president, Geisha Williams, who is Latina; the other is PepsiCo's chair- woman and CEO, Indra Nooyi, an Indian American. So how do employers get more women into the upper ranks? Research un- derlines the need to foster female advancement throughout the corporate structure through formalized development programs with buy-in from senior management. ese practices include pairing women with mentors, who provide feedback and coaching, and with sponsors, who use their positions of authority and influence to help women gain access to vital experiences and senior executives in the organization. Many companies also support employee resource groups (ERGs) and employee

Articles in this issue

Archives of this issue

view archives of Diversity Woman Magazine - SPR 2018