The presence of women in employment has improved dramatically over the last half-century. Jacinda Ardern of New Zealand, Angela Merkel of Germany, and Mette Frederiksen of Denmark are remarkable examples of women in leadership; not to forget women achievers in the corporate world \u2013 Sheryl Sandberg (Facebook), Ginni Rometty (IBM) and Indra Noori (Pepsi).<\/p>\n
Although there are powerful women in leadership, only a few who aspire to such positions reach the C-suite level. According to a\u00a0Mckinsey report<\/a>, women constitute 42% of all employees, yet comprise only a quarter of executives and only 10% of CEOs for large for-profit companies. The transition point from crucial management positions to CEO has the highest drop-off (59%) in women\u2019s representation.<\/p>\n While gender equality awareness has been on the rise, and companies have been increasingly active in driving the diversity agenda, women remain underrepresented across industries.<\/p>\n Research from\u00a0Mckinsey<\/a>\u00a0found companies with higher numbers of women at senior levels have better organisational and financial performance. The report also revealed that having women at the decision-making table was not only good for the business, but it made the organisation one where more people wanted to work.<\/p>\n Men and women enter the workforce in relatively equal numbers, yet when it comes to managerial positions and leadership roles, women fall short. People and culture can nurture women into leadership positions.<\/p>\n Women bring different perspectives to drive effective solutions which is why companies need a healthy representation of both genders.\u00a0 Companies that aspire to be great places to work and succeed in business should make a genuine effort towards gender equality. It helps to have a plan that is backed by accountability. True equality needs to go beyond the \u2018check-the-box\u2019 mentality and must be supported by senior leaders \u2013 both male and female.<\/p>","protected":false},"excerpt":{"rendered":" Despite many powerful women in leadership, only a few reach the C-suite level. Find out why this happens and what companies can do to move the needle.<\/p>","protected":false},"author":2,"featured_media":10320,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[374,504],"tags":[],"class_list":["post-10319","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-recruitment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\tWhat\u2019s keeping smart women from climbing up the ladder?<\/strong><\/h3>\n
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Why should organisations have women in leadership roles?<\/strong>\u00a0<\/strong><\/h3>\n
Here\u2019s how companies that care for their women workforce can move the needle.<\/h3>\n
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The way forward<\/strong><\/h3>\n