Santander Open Academy’s Post

Why do we need more women in leadership and board roles? The National Bank of Ethiopia has issued a directive requiring corporate boards to include at least two women to improve diversity. Research indicates that companies with more women in senior leadership positions are more profitable, socially responsible, and provide safer, higher-quality customer experiences. We should have more women in leadership roles not just for gender diversity but because it's critical for business success and sustainability. An article by Harvard Business Review explains why having more female executives is linked to better business outcomes and the specific mechanisms that drive these positive changes. https://lnkd.in/dqsiN9Uh

Empower women to succeed in leadership roles! 👤✨ The Glass Cliff phenomenon highlights issues of gender disparity and organisational leadership expectations. Discover strategies to support women leaders and promote equitable opportunities in senior management: https://lnkd.in/euZdAu86 #WomenInLeadership #GlassCliff #WomenInBusiness

The world has awakened to the urgent need to focus on women’s advancement— yet just 10 percent of Fortune 500 CEOs and less than 30 percent of senior leaders are women, and the pace of growth is shockingly slow. Based on 25 years of research into the specific hurdles facing women in business, author Jennifer McCollum offers sage advice and empowerment for any woman striving to advance her career—and any organization ready to improve gender equity at every level. 🧡 Learn more + get your copy! 👇👇 #WomensEmpowerment #WomensLeadership #FemaleCEO #Growth #StrongHumanCapital #HumanPotentialAdvisors #LeadershipDevelopment

Empower women to succeed in leadership roles! 👤✨ The Glass Cliff phenomenon highlights issues of gender disparity and organisational leadership expectations. Discover strategies to support women leaders and promote equitable opportunities in senior management: https://lnkd.in/eDDZxsXi #WomenInLeadership #GlassCliff #WomenInBusiness

The importance of empowering women in leadership

Shareables: #Study Says 17.4% of Leadership Positions in C-Suites Are Attained by Women: EdelGive Foundation Launches “Stree-Leads womenAccelerate: Voice of Emerging Women Leaders” At EdelGive Foundation , fostering women’s leadership is a core pillar of their work. With the launch of ‘womenAccelerate: Voice of Emerging Women Leaders,’ as part of the Stree-Leads campaign, EdelGive Foundation continues to champion the rise of dynamic women leaders, amplifying their impact in the professional world. This new initiative aims to accelerate the advancement of women professionals to leadership roles within the private sector, addressing critical barriers to gender equity in the workplace. While gender diversity is recognized as essential for driving organizational and societal progress, women remain significantly underrepresented in leadership positions across India. A recent […] - https://lnkd.in/g5pvQ_qC 𝗖𝗹𝗶𝗰𝗸 𝘁𝗼 𝗝𝗼𝗶𝗻 𝘁𝗵𝗲 𝗙𝗮𝘀𝘁𝗲𝘀𝘁 𝗚𝗿𝗼𝘄𝗶𝗻𝗴 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 - https://lnkd.in/gsYmD_BZ #IndianConventions #TaleesRizvi #News #Awards #Conferences #India #HR #Marketing #Finance #StartUp #Business #B2B #B2C #C2C #D2C #leadership #Management #HumanResources #Healthcare

Women in Leadership: Progress, but Still a Long Road Ahead Recent research shows a steady increase in female representation in leadership across industries, but the journey is far from over. According to Fortune and other studies, while more women are breaking through glass ceilings, systemic barriers persist, particularly at the executive and boardroom levels. Women still face disproportionate challenges, including pay gaps, limited advancement opportunities, and underrepresentation in high-impact sectors like tech and finance. Despite recent gains, the pace of progress for women in leadership roles remains uneven. According to Fortune's latest analysis, only a small percentage of women hold C-suite and board positions, with even fewer women of color represented at these levels. While policies promoting diversity are gaining traction, the shift toward equitable leadership requires more than policy changes. It demands a rethinking of workplace culture and systemic bias. The future will belong to companies that not only commit to gender parity but also actively work to remove barriers and champion inclusion from the ground up. True progress will come when leadership reflects the diversity of the world it serves, creating role models for future generations of women. 

Gender Diversity in Executive Leadership... we still face significant gaps. why? Last week, our colleagues at Embera Partners read through two recent studies by the AllBright Stiftung and McKinsey & Company, both focusing on gender diversity in leadership functions as well as some of the recent developments. The results show clearly, there is a lot left to do: 👉 Allbright report: As of September 2024, the representation of women on the executive boards of Germany's DAX, MDAX, and SDAX-listed companies has seen only modest gains. Women now hold 19.7% of these roles, with DAX companies leading at 24.7%. Internationally, Germany trails countries like the UK (32.1%), USA (30.1%), and France (28.8%). Details here: https://lnkd.in/dq26EpEB 👉 The McKinsey 2024 Women in the Workplace report, which was put together with LeanIn, (https://lnkd.in/eRyC5nT) highlights similar barriers in the U.S., such as slow progress in promoting women to senior roles and the persistence of the "broken rung," limiting early promotions. Both reports suggest stronger institutional efforts are needed to improve female representation in leadership. There is so much to do with many areas and perspectives to tackle. A few ideas and food for thought. Because, why does this problem still exist to such a large extent? 🔷 Targeted Initiatives: Companies need to prioritize diversity as a strategic focus, enhancing gender representation at all levels. 🔷 Address Structural Barriers: Programs to support early promotions for women and leadership pipelines are critical. 🔷 Transparency and Accountability: Clear reporting on diversity targets can help maintain momentum and commitment. These insights show that while progress is being made globally, challenges persist, especially at the executive level, requiring more comprehensive solutions. #capitalmarkets #leadership #esg #DEI #governance #executives #genderpaygap Andreas Posavac

An ‘executive gender paradox’ on FTSE 250 Boards is occurring. Cranfield University recently published its annual Female FTSE Board Report, linked below. The Report provides particular focus on FTSE 100 and 250 Boards and found that: ◾ Women comprise 43% of FTSE 100 Board directors and 42% of FTSE 250 Boards – thereby meeting the target of the FTSE Women Leaders Review. ◾ Yet the number of women in executive positions fell from 47 in 2022 in the FTSE 250 to 42 in 2024 – a decline of 11%. ◾ The Report labels this an ‘executive gender paradox’ across FTSE 250 Boards, as the split between the number of women Non-Executive Directors and women Executives widens. The divergence clearly needs addressing. Fidelio has been accredited by the FTSE Women Leaders Review for our contribution to gender diversity in UK Boardrooms, as well as internationally, and we work with leading organisations to develop female leadership skill throughout the pipeline and to increase gender diversity at Board and Executive level. Please get in touch if we can support your Board and Executive team to enhance gender diversity. https://lnkd.in/evesSXGm #boardroom #diversity #governance #womenleaders Cranfield University Gillian Karran-Cumberlege Mark Cumberlege Patricia Godfrey https://lnkd.in/e7izN-4w

The Critical Role of Female Leadership in Modern Business As organizations worldwide strive for greater diversity and inclusion, the data becomes increasingly clear, women excel as leaders. #FemaleLeadership #GenderEquality #Inclusion #Diversity #LeadershipMatters #WomenInBusiness #Empowerment #Innovation #TeamDynamics #BusinessPerformance