Sarahi Cardoso’s Post

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

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

Are today's boardrooms stuck in the past or can they build a future where women not only succeed, but lead? As board agendas grow more complex, it's time to focus on building more balanced teams. Our latest report reveals the impact of gender diversity in boardrooms and C-suites around the world. Get the insights: https://deloi.tt/4brJTnm https://lnkd.in/giATNWd2

Are today's boardrooms stuck in the past or can Canada build a future where women not only succeed, but lead? As board agendas grow more complex, it's time to focus on building more balanced teams. Our latest report reveals the impact of gender diversity in boardrooms and C-suites around the world. Get the insights: https://deloi.tt/4brJTnm

Are today's boardrooms stuck in the past or can Canada build a future where women not only succeed, but lead? As board agendas grow more complex, it's time to focus on building more balanced teams. Our latest report reveals the impact of gender diversity in boardrooms and C-suites around the world. Get the insights: https://deloi.tt/4brJTnm

Lately, I’ve been reflecting on the *biases* surrounding “women in leadership” that persist across industries. As a proud member of two incredible women-focused networks, leap.club and Ladies Who Lead I’ve had the privilege of interacting with inspiring women leaders from diverse fields. These conversations were thought provoking highlighting both, the progress we’ve made and the challenges/biases we face few common ones being: 1. Perceived Lack of Competence • Bias: Women are often viewed as less competent than men in leadership roles, particularly in male-dominated industries like STEM and finance. 2. The Double Bind (Leadership Style Bias) • Bias: Women leaders are expected to be empathetic and nurturing while also being assertive and decisive, which can create conflicting expectations. • Assertive women are labeled as “bossy” or “aggressive.” • Empathetic women are perceived as “too soft” or lacking authority. 3. “Likeability” Penalty • Bias: Women leaders are often held to higher standards of likeability than men. Being ambitious or outspoken can make them less liked. 4. Motherhood Bias • Bias: Women with children are stereotyped as less committed and less capable of handling leadership roles. This bias is often termed the “maternal wall.” 5. Limited Access to Networks • Bias: Women leaders often face exclusion from informal networks and mentorship opportunities that facilitate career advancement. 6. “Glass Cliff” Phenomenon • Bias: Women are more likely to be promoted to leadership roles during times of crisis or high risk, setting them up for potential failure. 7. Underestimation of Leadership Potential • Bias: Women are often not considered for leadership roles due to unconscious bias that associates leadership traits with masculinity. 8. Lack of Visible Role Models • Bias: Women in leadership are often seen as exceptions rather than the norm, perpetuating stereotypes. My view on how we can address these Biases: 1. Awareness Training: Unconscious bias training for managers and employees. 2. Mentorship Programs: Encouraging mentorship and sponsorship for women leaders. 3. Objective Promotion Processes: Using data-driven criteria for leadership roles to eliminate bias. 4. Policy Support: Implementing parental leave, flexible work policies, and equal pay initiatives. 5. Highlight Success Stories: Amplifying the achievements of women leaders to challenge stereotypes. It’s time to address these biases head-on and create workplaces where women can lead with confidence, authenticity, and equal opportunities. Together, we can drive change! What’s your view? #WomenInLeadership #BreakingBias #DiversityAndInclusion #WomenEmpowerment #LeadershipMatters

Are today's boardrooms stuck in the past or can they build a future where women not only succeed, but lead? As board agendas grow more complex, it's time to focus on building more balanced teams. Our latest report reveals the impact of gender diversity in boardrooms and C-suites around the world. Get the insights: https://deloi.tt/4brJTnm https://lnkd.in/giATNWd2

As board agendas grow more complex, it's time to focus on building more balanced teams. Our latest report reveals the impact of gender diversity in boardrooms and C-suites around the world. Get the insights: https://deloi.tt/4brJTnm

Shifting the narrative: From women leaders to leaders https://buff.ly/3S19dZI 'Shifting the perspective: Transitioning from female leaders to leaders in various sectors has been a crucial step towards achieving gender equality and diversity in leadership roles. This shift not only promotes inclusivity but also brings forth a more balanced representation in decision-making processes. Embracing this change allows for a more holistic approach to leadership, where individuals are recognized for their skills and capabilities rather than their gender alone. For instance, research shows that companies with diverse leadership teams outperform their competitors. According to a study by McKinsey & Company, companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians. This highlights the importance of having a diverse range of perspectives at the table when making strategic decisions. Furthermore, the shift towards recognizing leaders without gender bias opens up opportunities for individuals to excel based on merit and competence. By focusing on leadership qualities rather than gender stereotypes, organizations can tap into a wider talent pool and drive innovation and growth. In essence, transitioning from women leaders to leaders in a broader sense is not just a trend but a necessary evolution towards a more inclusive and effective leadership landscape.' #GenderEquality #WomenEmpowerment #Feminism #EqualityForAll #EmpowerWomen #GenderJustice #WomenLeaders #InclusiveLeadership #DiversityAndInclusion #BreakingStereotypes

The 2023 Women in the Workplace Report, led by McKinsey & Company and LeanIn, paints an encouraging picture: women now hold the highest level of C-suite roles in history, making up 28% of leadership positions. This isn't just a statistic; it's a sign of progress towards a more inclusive workplace. Having more women in leadership isn't just about ticking boxes—it's about bringing different perspectives and experiences to the table, which leads to better decision-making and more innovative solutions. But let's not overlook the challenges that still exist. We need to tackle biases and barriers head-on, ensuring that every woman has the opportunity to thrive in her career. By doing so, we not only close the gender gap but also create stronger, more resilient organisations for everyone involved. #WomenInLeadership #GenderGap #BusinessEquity