Annemart Kroeze’s Post

2024: Reshaping the Future for Women in Business   Could 2024 be the year that women achieve gender equity in the workforce? According to a new article from The Globe and Mail, the year ahead should see positive change—but action needs to be taken.   McKinsey & Company’s latest Women in the Workplace report indicates that women currently make up 40% of the leadership pipeline. However, women at the managerial level need further support to enter senior leadership roles.   To identify how to “move the needle” on women’s professional advancement, The Globe Women’s Collective asked four women leaders where they see the most potential for change. Overall, the executives emphasized the need to inspire and develop women in management through mentorship and increased recognition.   Backed by these insights, we seek to make 2024 a landmark year for women in business. Room provides much-needed support for women in the leadership pipeline, working to shape a future where gender biases are history. https://lnkd.in/g2Hwz23a #WomeninBusiness #InclusiveLeadership #Room #RoomWomen #RoomForWomen #RoomForChange

Investing in women early in their careers is critical for organisations. Identifying high-potential women within the first 5 years of their careers, investing in their leadership development, and actively recruiting them into pathways to promotions is key. According to the latest McKinsey & Company Women in the Workplace report, women have the ambition, they simply crave the tools, pathway, and community support to actualize them. Women and men at the director level when the C-suite is in closer view are equally interested in senior-leadership roles. And young women are especially ambitious. Nine in ten women under the age of 30 want to be promoted to the next level, and three in four aspire to become senior leaders. To be clear, the notion that women lack confidence to get to the next level is a myth. Women tend to value following the rules. So if the “rules of the game” for getting on the pathway to promotion within your organisation are unclear, that’s a critical place to start. Early career development programs, internal mobility initiatives, and providing performance management support are key to retaining and developing all talent, especially those who are underrepresented in leadership. As for ambitious women, we cannot take a passive role in our own career advancement. Remember: you are the boss of your career, so seek out leadership development opportunities, whether they exist within your organisation or you need to find them elsewhere. One thing to keep in mind is that women alone cannot solve for the gender leadership gap. That’s why it’s important to pair our own self-advocacy in the workplace with systemic solutions both when it comes to public policy and organisational initiatives. The effects of such investment are stunning 🤩 Happy International Women’s Day 2024 💖🖤🤍 🦺🥾👷♀️ . . . #IWD #IWD2024 #countherin #inspireinclusion #women #leadership #femaleleaders #internationalwomensday #investinwomen #accelerateprogress #womensupportingwomen #empoweredwomenempowerwomen #kick_asswomen

The “broken rung” is the greatest obstacle women face on the path to senior leadership according to the Women in the Workplace 2023. 🔎 Key Findings: ➤ Women are underrepresented at every corporate level, especially women of color. ➤ Barriers like the “broken rung” hinder women’s advancement. ➤ Women face more microaggressions and discrimination. ➤ Women are more ambitious than before the pandemic. ➤ Remote work improves psychological safety for women. ➤ Managers play a crucial role in shaping women’s experiences. 📝 Key Takeaways: 𖧷 Prioritize diversity training for managers. 𖧷 Create diverse and inclusive teams. 𖧷 Recognize and reward women’s contributions. Do you want to overcome the obstacle in the women's leadership pipeline? Read our "Repairing the Broken Rung" study at https://lnkd.in/eWpyq8hQ. #womenleaders #diversityandinclusion #womenleadership

"As companies work to support and advance women, they should focus on five core areas: • tracking outcomes for women’s representation • empowering managers to be effective people leaders • addressing microaggressions head-on • unlocking the full potential of flexible work • fixing the broken rung, once and for all" I recommend reading the latest edition of the McKinsey & Company report, Women in the Workplace 2023, to learn ways to further psychological safety for corporate women. Women, and particularly women of color, continue to lose the most ground in middle management, and microaggressions have a significant and enduring effect on many women—especially those with traditionally marginalized identities. These insights can provide a backdrop for senior leaders as they plan for the future of their organizations. Empowering women in the workplace is not just a goal; it's a collective responsibility. Let's leverage these findings to drive meaningful change and foster inclusive environments for all. #WomenInTheWorkplace #DiversityAndInclusion #Leadership

Are women leaving leadership due to burnout, lack of support, unequal pay, limited growth, and workplace biases? Not all women are leaving leadership for these reasons—many are staying, driving change, and advancing despite challenges, as companies increasingly focus on diversity, equity, and inclusion initiatives.

Let’s continue the conversation beyond 8M. Women leaders are often more ready than they think for the next level, and the Imposter Syndrome takes place … having major implications for women leaders’ career trajectories. Take a moment to read this article shared by my dear Rocio Diaz and leverage these learnings to close the CEO gender gap.

The 2023 Global Gender Gap Report reveals that women make up nearly half of the workforce, but only 32.2% hold senior leadership roles. The time for us to surpass this statistic is long overdue—so how can we empower ourselves to step into our leadership presence?    Check out our four tips: https://lnkd.in/ey9GP_YC #empowertogether #ccwomen #leadershipdevelopment Shiwon O.

🚀 Unveiling Barriers: The Uphill Climb for Women in Leadership 🚀 In a landscape where ambition meets systemic barriers, the journey up the corporate ladder presents unique challenges for women. Our latest article dives into the complexities behind these hurdles and sheds light on the nuanced strategies that can pave the way for more equitable leadership pathways. 🌟 We explore: ✔️ The invisible barriers that often go unnoticed ✔️ The impact of mentorship and sponsorship ✔️ The power of reshaping organizational cultures 𝐁𝐮𝐭 𝐡𝐞𝐫𝐞'𝐬 𝐭𝐡𝐞 𝐫𝐞𝐚𝐥 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧: 𝐖𝐡𝐚𝐭 𝐡𝐚𝐬 𝐛𝐞𝐞𝐧 𝐲𝐨𝐮𝐫 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐨𝐫 𝐨𝐛𝐬𝐞𝐫𝐯𝐚𝐭𝐢𝐨𝐧 𝐫𝐞𝐠𝐚𝐫𝐝𝐢𝐧𝐠 𝐠𝐞𝐧𝐝𝐞𝐫 𝐝𝐲𝐧𝐚𝐦𝐢𝐜𝐬 𝐢𝐧 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐫𝐨𝐥𝐞𝐬? Have you witnessed innovative practices that support women's advancement in your workplace? Or perhaps faced challenges that need addressing? Join the conversation below and let's collaboratively pave a path toward a more inclusive corporate world. 🌍 🔗 For a deeper dive into our findings and actionable insights, check out the full article below. #WomenInLeadership #DiversityInclusion #CorporateLadder #EmpoweringWomen #LeadershipDevelopment #InclusiveLeadership

2024 holds promise for progress in achieving equitable representation of women in business leadership, but change remains slow.  According to the McKinsey & Company Women in the Workplace report, women comprised only 23% of c-suite leaders in 2023, with women of color representing a mere 6% in top roles.  While women hold 40% of manager-level positions, growth has stagnated at 8% over the past eight years. To address this, leaders emphasize the need for more representation, flexible work environments, and recognition for women’s contributions.  Sharing the spotlight and celebrating each other’s success are essential steps toward achieving gender parity in leadership.

Shining a Light on Women in Leadership (and navigating subtle patriarchy) Happy to share this insightful article shedding light on the incredible achievements of women in leadership roles! While we celebrate these successes, it's crucial to recognize the subtler shades of patriarchy that persist. The article delves into the nuanced challenges women still face, even as more recognizable barriers diminish. As Tabatha Bull says: “The boys’ clubs still exist, but have gone underground, which is perhaps worse. While the overt exclusivity may have diminished, it seems to have found new ways to persist covertly. Too often I still see women interrupted and ignored. We need accomplices to speak up, to stand up and to give up their time to others.” Let's leverage this awareness to fuel discussions and actions that break down the remaining barriers to equality in workplace. Check out the article below and share your insights on how we can *collectively* dismantle subtle patriarchal norms. Empowering discussions lead to empowered actions 😉 https://lnkd.in/gUZw_wt6 Tag a friend or colleague who's driving change in their leadership journey. Let's amplify these stories to inspire and pave the way for a more inclusive future. #WomenInLeadership #Empowerment #InclusiveWorkplaces #BreakingBarriers #GenderEquality #LeadershipInsights #EmpowerHer #DiversityandInclusion #ChangeMakers