Amy Haddon, SEP, CC-P’s Post

Though women workers are back in the workforce -- to pre-pandemic levels -- the job, experts say, isn't done. How do companies retain their female employees? Jen Colletta speaks with experts Allison Robinson, Sadie Funk and Cassandra Pratt on the issue. https://ow.ly/nagg50QKJ6h #WomenInBusiness #EqualOpportunity #InclusiveWorkforce

Today is International Women's Rights Day, and it's an important reminder of the continued gender gap in the workforce. The statistics are clear, with only 87 women promoted for every 100 men promoted from entry-level to managerial positions. And for women of color, the number drops to only 82. This disparity means that men significantly outnumber women at the managerial level. It's not just about promotions either - women leaders are leaving their companies at an alarming rate. For every woman promoted to director level, two women directors are choosing to leave their employers. These numbers highlight the urgent need for change and the importance of prioritizing women in the workforce. #womenatwork #internationalwomensday #hrbp Check out this blog post for more eye-opening stats: https://lnkd.in/guF57DnS

🌍 Women in Work Summit Highlights 🌍 This year's Women in Work Summit highlighted many of the, quite frankly ridiculously persistent challenges women continue to face in the workforce - is it really 2024 we ask?! as well as actionable steps on the path forward toward gender equity. Some of the key takeaways were both eye-opening and inspiring: 🔸 Gender Pay Gap & Motherhood Penalty: Women still face a significant pay gap, worsened by the "motherhood penalty." On average, women earn 5-10% less per each child, and a staggering 85% leave full-time employment after having a child, with 57% leaving the workforce altogether. 🔸 Lack of Fertility Support: Only 23% of companies offer fertility support, despite the fact that fertility issues directly affect workplace participation. The workplace needs to prioritise support systems that allow women to thrive economically and personally. 🔸 Part-Time Transition: 70% of women work part-time after having a baby—often not by choice but because of a lack of workplace support. Historical inequities continue to shape these outcomes, but we can do better. 🔸 Women in Leadership: Only 10 out of 100 FTSE executives are women—a glaring indicator that we're still far from gender parity at the highest levels. And if we can’t see it, we don’t think we can be it? We need inclusive policies that recognise and address the unique challenges women face, whether it's fair pay, childcare support, or parental leave policies. However, this isn't just about fairness; it's about maximising economic potential and driving progress. It's time to bridge these gaps and remove the barriers that hold back women's economic progress. The goal is clear: true gender equity at work is an imperative for successful business. 🤝 We were proud to be Bronze Sponsors at an event with such a clear mission. Working together to create a future where women can thrive in their careers and personal lives. What a day - thank you to Mariella Frostrup, Laura Biggs, Hayley Granston and everyone who worked so hard to make this event such a success! 

When it comes to the state of women in the workplace, there have been significant improvements in some areas in the past few years. But they're still severely underrepresented & underpaid compared to their male counterparts. The current state https://lnkd.in/gANpRwNB #GenderEquity #WomenintheWorkplace

💡As we progress through 2024, the landscape of the corporate world for women continues to evolve. While there are significant strides in gender diversity and inclusion, many challenges remain. 📊Current State of Women in the Corporate World 🔸As of 2024, women hold approximately 28% of senior management positions globally, a modest increase from previous years. 🔸In Fortune 500 companies, women occupy about 10% of CEO roles, showing gradual but steady progress. 🔸The gender pay gap persists, with women earning about 82 cents for every dollar earned by men. 🔸This gap is wider in higher-paying roles and industries, highlighting the need for continued efforts toward pay equity. 🔸More companies are adopting flexible work policies to support work-life balance. About 70% of companies now offer remote work options and flexible hours. 🔸However, only 25% of companies provide comprehensive parental leave policies, which disproportionately affects women. 🔸Women are still underrepresented in professional networks and mentorship programs. Only 20% of women report having a mentor or sponsor, compared to 30% of men. 🔸Companies with formal mentorship programs see higher rates of retention and promotion for women. ⚖️Challenges for Women in the Corporate World 🔺Gender Bias and Stereotyping: Women often face unconscious biases and stereotypes that question their capabilities and leadership potential. 🔺Balancing Work and Personal Life: Women are more likely to shoulder the burden of household and caregiving responsibilities. 🔺Limited Access to Networks: Women often have fewer opportunities to network with senior executives, which can limit their career advancement. 🔺Gender Pay Gap: Despite increased awareness, the gender pay gap remains a significant issue. Women’s financial progress is hindered by pay disparities, affecting their long-term economic security. Though we have a lot of opportunities and benefits for women in the corporate world, the scenario in today's market is getting better and frustrating at the same time. Let's evolve everyday by sharing feedbacks and insights with each other. Let's make this world a better place to live :) Share your thoughts about this. Happy Tuesday to y'all ! #tuesdaythoughts #corporateworld #womenatwork

What's missing from the latest report on women in the workplace? The number of women stepping down from senior roles in the last year. Sharon White, John Lewis boss, is just one of many. Scottish First Minister Nicola Sturgeon and New Zealand Prime Minister Jacinda Ardern have also stepped down. As a woman AND a woman of colour, I've never felt represented at a senior level in any of my workplaces, and this trend is concerning for my career. Check out the latest report on women in the workplace from McKinsey & Company for more insights. #WomenintheWorkplace #GenderEquality

Women on verge of quitting IT | Information Age | ACS However, the impact of poor performance, experiences of negative bias, burnout and a lack of leadership has many women working in IT unsure of their career path. Almost half (46 per cent) of those working in IT admit that have considered walking away from the industry in the past 18 months, while 33 per cent have thought about reducing their hours. https://lnkd.in/dFEpiprt Found via nottheonlyone.org as one of 9900+ #DEI #Diversity, #Equity and #Inclusion items.

Another interesting piece around ageism in the workplace, this time by Laetitia Vitaud explores some reasons why women ‘disappear’ from the corporate world, especially at the 50+ bracket. She writes: "So many women over 50 disappear from the corporate world even though they have so much to give. What an immeasurable waste for the economy! " "There are at least two fundamental reasons why women over 50 should be better nurtured and put at the heart of diversity and inclusion programmes. First, there are so many of them: they really represent the most untapped and promising pool of workers to recruit from in the future. Second, every young woman is an older woman in the making (if she survives) so minding the intersection between age and gender will help every woman feel more secure!" So true! Úna Herlihy, Peter McPartlin #ageism https://lnkd.in/e-BXhdbC

60% of gender diverse companies report increased profits and productivity. Yet U.K. women earn just 91 pence for every £1 a man makes, and women fill only 5.4% of CEO roles globally. Fortunately, Gen Z is stepping up and demanding change.   We’re investing in women at KellyOCG, and I’m challenging companies everywhere to lead by example when it comes to empowering women in the workplace   Have you made investing in women a priority? Let me know in the comments.   https://lnkd.in/eE8ubNV5   #empowerinclusion #equalpay #inclusion #impactthefuture #IWD2024 #workforcestrategy #thetable

Recent survey by Women of Influence+ validates my own research findings: "Not only does ageism exist, but it is also more visible than we may want to believe. More than 80 per cent (80.7 per cent) have witnessed women in the workplace being treated differently because of their age. Almost half (46.2 per cent) report it to be an ongoing issue" There's more and more data proving this is a pervasive issue for women in the workplace. Now how do we fix it? https://lnkd.in/g52ST5Fp #genderedageism #womenintheworkplace #ageism #genderbias