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The number of Fortune 500 companies run by female CEOs is holding steady at about 10.4%. While this is a remarkable increase since 1998, it's interesting to note the pace of change is slow, yet steady. The dynamics at the top of the American business world can be viewed as a reflection of broader societal shifts, yet it seems we're stuck in a period of stagnation. Isn't it intriguing that while the impact of Fortune 500 companies grows, the gender representation at the top doesn't match this growth? As we look to the future, let's aspire to accelerate the pace of change, because a world where leadership is diverse is a world that is truly progressive. #Progress #Leadership #Diversity

Women didn’t make any progress in CEO roles at Fortune 500 companies this year! There is also a problem in the senior level roles that feed the C-Level roles. “According to a 2022 report by McKinsey & Company and LeanIn.org, 10.5% of female leaders in senior management positions and above voluntarily left their companies in 2021, compared to 9% of male leaders.” #womeninleadership #leadership #dei

Why not more female CEOs? Good question, not a lot of good answers. But to begin with, companies need to have and implement relevant diversity strategies to internally develop and grow female leaders. The share of Fortune 500 companies run by female CEOs held steady from this time last year at 10.4%. Since that stat first crossed the 10% threshold at the beginning of 2023, the number has barely budged. While the share of Fortune 500 businesses led by women seems to have stalled around 10%, that number represents a gigantic leap from just six years ago, when only 24 Fortune 500 businesses had female leaders. #ceo #ceos #women #gender #leadership #career #femaleleaders #strategy #culture #business #investing #diversity #dei #diversityandinclusion #innovation #technology

Myth: The glass ceiling impedes advancement 🔍 Fact: For every 100 men we see leap forward, only 87 women advance. And if you’re a woman of colour, it’s 73. If you’re a Black woman, it’s only 54. And it starts at the very beginning of a career. The challenge with this is that it sets up a slower and harder pathway to progress forward. Companies just don’t recover from that, and it’s what we see in the pipeline. The reason we only have 28% in the C-suite is because we aren’t building that leadership path at the very beginning of [women’s] careers, to create a pool of talent that would be available and ready for those opportunities when they open up. It's actually about the broken rung, not the glass ceiling. Read McKinsey's 2023 Women in the Workplace report to learn more https://lnkd.in/eimpeQuh

The 2024 Fortune 500 ranking just came out and the share of Fortune 500 companies led by female CEOs has remained steady at 10% over the past year. Only 52 Fortune 500 companies run by women. While this represents progress compared to the past, the pace of change remains slow. At the Rutgers Center for Women in Business (CWIB), we encourage leaders and boards to follow Jennifer McCollum’s, CEO of the workplace gender equity organization Catalyst Inc., suggestions, which are: - fill the pipeline of qualified CEO candidates at senior manager and VP levels - sponsor those women and support them in those roles - enact "gender allyship" at the leadership level   Read More here: https://lnkd.in/eatHHtaA #fortune #leadership #rutgers #cwib #womeninbusiness

In partnership with Lean In and McKinsey & Company, Sheryl Sandberg released the Annual Women in the Workplace Report a few weeks ago. Among many other important findings, we found this one to be particularly interesting: Despite progress, it will take almost 50 years to reach parity for all women in corporate America. In an interview with CNBC Make It, Sheryl notes that her biggest concern is the lack of female employees who could be promoted into leadership roles. She states "People have added women to senior leadership in staff roles, but if you’re looking for, ‘Where’s the CEO pipeline?’ You still don’t see it.” She also shared that there aren’t enough women in roles directly connected to companies’ output, like product and revenue generation - roles that are more likely to get promoted to CEO. Read more from the article using the link below. https://lnkd.in/eN5ixdBG #sherylsandberg #womeninbusinessreport #womeninbusiness #womenintheworkplace #femalevoices #femaleleaders Lauren Argenti Rawlings

Over time, the number of BIPOC women in executive positions has gone up. Unfortunately, this improvement doesn’t extend to all roles, including some of the largest. While women make large percentages of roles such as chief communications officer and DEI leadership, only 10% of Fortune 500 company CEOs are women, with similarly low percentages for other high-level jobs. This number becomes much lower when it comes to women of color specifically, even when they are as qualified as their peers.    Elevating BIPOC women to the top of the C-suite won’t happen overnight — but it’s vital that we continue to work toward reducing these promotional gaps and increasing the diversity at the executive level. More training, education, mentorship, and intentional pipelines for BIPOC women are needed, and organizations must remain intentional in their hiring and promoting practices.    #BIPOCExecutives #BIPOCWomenExecutives #WomenInBusiness #WomenInLeadership 

What does it mean to be a woman in business nowadays? It's no surprise: this topic has taken center stage in some discussions and initiatives across industries. It's not just a trend; it's a movement. Who hasn't checked the latest news about Taylor Swift amazing behavior towards her women colleagues (even competition)? Always supporting, always highlighting their achievements. Isn't it just nice sometimes to be able to see the genius in someone else's work instead of being jealous of it? So, some might wonder why the spotlight is on women's leadership now. 🤔 Well, for starters, it's about time! Women have been breaking barriers and making waves in business for decades, but their contributions haven't always received the recognition they deserve. It's high time we shine a light on our incredible achievements and the value brought to the table. ✨ But it's not just about acknowledgment; it's about progress. Studies have shown that diverse leadership teams drive innovation, foster creativity, and deliver better business results. By championing women's leadership, companies can tap into a wealth of talent, perspective, and experience that's been underutilized for far too long. 💪 Plus, highlighting women's leadership isn't just the right thing to do; it's the smart thing to do. In today's rapidly changing business landscape, diversity isn't just a buzzword; it's a business imperative. Companies that prioritize diversity and inclusion are better positioned to adapt, thrive, and lead in an ever-evolving world. So, yes, it's still important to celebrate female leaders and pave the way for a future where every voice is heard and every talent is valued. Because when women succeed, we all succeed. 💖 On my side, I must name the women who influenced my marketing path: Isabelle HENRY and Anamaria Bacsin: Thank you for everything you've taught me, about marketing AND human collaboration! Take a moment to acknowledge the powerful ladies in your network! You don't need a specific occasion: it's just nice to do it. 🙃

I get asked this a lot, and yes, it is true: Women's tenure in the #CEO spot in the #Fortune500 are shorter, per Fortune's Lila MacLellan fantastic article. This also the case for the #Russell3000 and the #ftse100. Lila quotes Jack (Rusty) O'Kelley , head of board and CEO advisory partners for Russell Reynolds Associates: "the problem here sits at “a very particular part of the pipeline." Why? Longer lasting CEOs tend to be internal candidates, of which fewer are women, given their meager representation in senior leadership teams. The women are brought when an outsider is needed, thus the so called "glass cliff." Hypatia's research shows that senior leadership teams of women CEOs are 80% more female than those of men, 35% vs 20%. More women CEOs would dramatically improve this "very particular part of the pipeline." Furthermore, despite the shorter terms, what is clear from Sandra Lawson's, "Lifting financial performance by investing in women, Long-term capitalism at BlackRock", is the positive link of women's representation in seniority and corporate financial performance. So, women's tenures are shorter, but they promote more women to senior leadership teams and improve performance while they are there? Clearly the solution is more women CEOs! In order to increase the number of women CEOs running public companies, we must invest in the women CEOs that are already running public companies! Please join us at the WCEO ETF!

Lila MacLellan from Fortune takes an interesting look at (shorter) female CEO tenure in Fortune 500 companies. Reasons cited range from glass cliff scenarios to lack of internal female leaders in roles most likely promoted to CEO. As we look to get more women and for longer in CEO roles across the board, it’s important to remember the role boards play in succession planning and CEO support. Getting more women on boards can only help progress. https://lnkd.in/deScjVZg