Talent is left on the table when women are not hired at the leadership level.

Where God has distributed talent equally among all women and men, an economy that does not completely bang into the leadership skills presented by women is necessarily ineffective, talent is left on the table when women are not hired at the leadership level, and the economy suffers.

I am sure you have heard about the glass ceiling and its effect. The glass ceiling is the invisible barrier that stops women to grow to a higher position in a corporate. It is very difficult to realize is just how persistent the glass ceiling still is, even multiple years into the 21st century. Sexism has stopped many brilliant women from achieving their full potential at work, there are problems beyond gender discrimination in the workplace that are holding women back.

Where God has dispersed talent similarly among women and men, an economy that does not entirely tap into the leadership skills offered by women is necessarily ineffective, talent is left on the table when women are not hired in leadership positions, and the economy suffers. The term “glass ceiling” points towards invisible barriers that stop some people from growing in the workplace. You can figure out you’ve touched it when less qualified peoples keep passing you by.

Any talented person can grow in the position at work and take the perks that come with the position. There are legal protections and corporate protections that should make the glass ceiling outdated. But the invisible barriers “glass ceiling” still persist. For the last five years, the number of women in senior-level leadership positions, especially the C-suite, has increased. Still, despite the fact that women now hold 21% of C-suite labels, as compared to 17% a few years ago, women are still underrepresented at each level of the corporate channel. 

Most of us are not aware of BROKEN RUNG. The study demonstrates how crucial it is that women be promoted from entry-level positions to managerial positions. It is the best stake if gender pay and opportunity gaps are going to stop forever. To explain this point in a better way try to understand this study – if women were promoted and hired to the first-level managerial level at rates similar to men, there would be further almost 1 million more women added to a management position over the next five years.

HR leaders are aware that the fact that “women are less likely to be encouraged to first-level managerial role” is the major challenge to achieving gender parity in leadership. Instead, HR leaders recognized the issue that women don’t receive as much sponsorship as the main challenge. Women are judged by different standards. Research shows that men regularly underestimate workplace gender inequality subjects. And that’s holding up progress in a big way.

There’s a long-standing custom of pointing the finger at women themselves when looking for someone to blame for the lack of gender parity incorporated. But the research report indicates that women are certainly doing their part when it comes to progressing their careers.

Here are a few key points which explain women’s expectations:

   Women have been requesting promotions at the same rate as men for n number of years.

   Women don’t quite an organization at higher rates than men. And, the men and women who do leave usually plan to stay in the workforce. Only 2% of employees plan to leave to focus on family.

   Women negotiated salaries at the same rate as men every year.

Unless we stop the disparities in hiring and promotion and the broken rung is repaired, most companies won’t get their time soon. Many companies are decades far from reaching gender parity if they ever get there at all. In fact, another study from the World Economic Forum, the Global Gender Gap Report 2020, found that gender parity will not be attained for another 99.5 years if things continue at this rate.

According to the research of this year’s Women in the Workforce report, one of the best ways they can do that is to focus on opportunity and fairness. Together, researchers found these qualities to be the greatest predictor of overall employee satisfaction. Companies that focus on diversity made treads toward this end.

Diversity efforts are the key to fairness for everyone. Companies may benefit from reframing the importance of diversity and inclusion. Diversity efforts are often viewed as only benefiting women and underrepresented groups. In reality, they are about ensuring that employees of all genders, races, and backgrounds have access to the same opportunities. These efforts start with understanding what’s really getting in the way of fairness and addressing the barriers disadvantaged groups face head-on — this is in fact, the path to fairness.

At the end of the day, companies win when all human beings are treated with fairness. Employers of choice focus on offering the same opportunities to all their workers. And, they’re transparent about their hiring and promotion policies and programs.

Lastly, I would say there’s still a long way ahead. Employers will have to be wise enough to consider the facts and focus on fairness and opportunity for all.

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