50/50 Women on Boards San Diego’s Post

We are honored to introduce this year's 50 Women to Watch for Boards list! Out of nearly 1,000 talented applicants, the finalists were hand-selected by an elite Selection Committee of Independent Corporate Board Directors, Board Chairs, and Stock Exchange leaders. Diverse boards enhance decision-making, improve financial performance, and mitigate risk. Our Gender Diversity Index, First Quarter 2024 Key Findings, reveals that 41% of Russell 3000 public companies still have two or fewer women on their boards. We are committed to achieving gender parity, with women occupying 50% of corporate board seats, and at least 20% held by women of color. This initiative and vetted list of candidates aim to bridge the gap between board-ready talent and corporations seeking to diversify their boards. View the full 2024 list of awardees below: https://lnkd.in/gzx_UZJS #5050WomenOnBoards #WOB2024 #WomenToWatch #Leadership #Diversity #Inclusion #WomenInBusiness #BoardLeadership

One of the key pillars of this year’s IWD #inspireinclusion theme is the promotion of diversity in leadership and decision-making positions. Women, especially those belonging to underrepresented groups, continue to face barriers when seeking leadership roles. By championing inclusion, organizations and communities can harness the full potential of diverse perspectives, leading to better decision-making and innovation. By providing support and resources, women can be empowered to overcome obstacles and achieve their full potential. #iwd2024 https://lnkd.in/eJVCNMRy

How well are women represented in your organisation? What steps could you take to ensure that they are represented at all levels? 'One of the key pillars of Inspire Inclusion is the promotion of diversity in leadership and decision-making positions. Women, especially those belonging to underrepresented groups, continue to face barriers when seeking leadership roles. By championing inclusion, organisations and communities can harness the full potential of diverse perspectives, leading to better decision-making and innovation.' #IWD2024 #InspireInclusion

Why support women in leadership? Only good things can come out of more women in leadership roles. It’s good for business, it’s good for women, and it’s good for society. Female entrepreneurs bring a fresh perspective, and companies with more gender diversity better reflect our society. That’s why #Desjardins created the Empowering Women network: a unique Canada-wide organization dedicated to diversity and inclusion! It brings together women and their allies from different backgrounds and situations. Cultivating this strong bond will unite us and help take female leadership to the next level! Tell me about a woman who inspired you! 👇 #EmpoweringWomen #WomenLeadership

With all that is out there on DEI initiatives being dropped or reprioritized, companies will feel repercussions in the coming months in their ability to recruit and retain top talent in the future if they don't invest in their women. "Recruiting women and underrepresented talent is not the same as retaining them. And bona fide gender equity is key to retaining them: 80% of women would leave their companies if they felt a different company offered greater gender equality. (Cue the leaky pipeline of women talent.)" You read that right, 80%! and "Men need to be the ones to drive progress toward gender equity. As 91.2% of all Fortune 500 CEOs and 76% of all C-suite executives, men have a monopoly on corporate power. It’s on them to change the system." There are a number of great organizations who do good work in this space and NextUp is one of them. It's worth the investment to continue your DEI initiatives, have opportunities for professional development, and invest in allyship training for all as when you break the glass ceiling for one group, you help crack it for others.

The media often stereotypes female leaders. This #WILAN31DaysofAdvocacy, let's champion media that shatters those stereotypes and shows the true diversity and power of women leaders! 💪 Ready to join the movement? ✨ Share this to demand better representation 📣 Amplify stories of trailblazing women 🙌 Support creators breaking gender norms Together, we'll rewrite the narrative and uplift female leaders across all spheres! #IWD2024 #InvestInWomenLeadership

Ladies, (and men as you have the power to make great change) let’s have a chat about something that’s been bugging me and likely many of you too: the double standards women face in leadership roles. The article by Jim Woods on Kamala Harris highlights a pervasive issue that echoes the experiences of many women across different sectors. Kamala Harris, the trailblazing first female Vice President, is constantly under the microscope. Her every move, from policy decisions to her personal life, is scrutinised far more harshly than her male counterparts. This isn't just about politics; it’s a reflection of broader societal biases that have stubbornly persisted. Think back to the inspiring story of Katherine Johnson, Dorothy Vaughan, and Mary Jackson from "Hidden Figures." Despite their critical contributions to NASA, they were often overshadowed by the biases of their time. Fast forward, and it’s disheartening to see similar patterns playing out today with leaders like Harris. The media often focuses on her appearance, her demeanour, and her 'likability' rather than her achievements and policies. This isn't just an issue for women in politics but for all of us striving to break glass ceilings in our careers. We’re often caught in a double bind, criticised for being too assertive or not assertive enough. Our leadership qualities are questioned simply because of outdated gender stereotypes. But here’s the kicker: these biases not only undermine our potential but also discourage other women from aspiring to leadership roles. The solution lies in both systemic changes and cultural shifts. Organisations need to implement equitable policies, and we must continue to challenge the narrative around women in leadership. Let’s use this reflection as a reminder of our strength and resilience. We need to support each other, mentor the next generation, and call out these double standards whenever we see them. Ladies, have you faced similar challenges in your career? How have you navigated these double standards? Let’s share our stories and strategies. Together, we can reshape the narrative and pave the way for future leaders. #genderbias #womeninleadership #breakingtheglassceiling #supportwomen #equity #coachmonica #askmonicawatt #incrediblebuzz

Hiring or promoting more women into leadership positions won’t patch equity holes in the employee lifecycle. In other words: more women in leadership isn’t a solution to systemic inequity. And that’s a good thing. My latest Fast Company op-ed explains why. #genderequity #feminism #womeninleadeship #CEO #leadership #genderpaygap #diversity #equity #inclusion #intersectionalgenderequity #intersectionality #genderparity #BeBrave Lydia Dishman

You can hire your way to diversity, but you cannot hire your way to inclusion! Recruiting women and underrepresented talent is not the same as retaining them. And bona fide gender equity is key to retaining them: 80% of women would leave their companies if they felt a different company offered greater gender equality. Men need to be the ones to drive progress toward gender equity. As 91.2% of all Fortune 500 CEOs and 76% of all C-suite executives, men have a monopoly on corporate power. It’s on them to change the system.

Meet Sara. She's a CEO who's led her company to 35% higher ROE and a 34% better total return to shareholders, simply by being at the helm. Sara's secret? She knows that gender diversity isn't just a quota; it’s a business strategy. Stories like Sara’s remind us of the power of women in leadership. Let's celebrate and elevate more women like Sara. To learn more about our services, check the below link: https://lnkd.in/gfY_mKyC #WomenInLeadership #SuccessStories #envisionpatnership #hiring #executivesearch #successhiring