The Economic Development Association for Black Communities’ Post

Latinas underrepresented in corporate America?? You don't say! "An underrepresentation of Latinas in entry-level corporate roles only worsens as their careers progress, making them the least-represented group of C-suite executives in the U.S., according to a new report.  Latinas encounter two critical “broken rungs” as they climb up the corporate ladder, according to the report. They are overlooked for management roles and then again for senior leadership roles. While Latinas hold just 4.9% of entry-level corporate jobs, the number shrinks to 3.3% at the managerial level and 2% for senior leadership roles.  “This holds Latinas back at a key moment when the C-suite is finally in view,” the report says." https://lnkd.in/gzYhhBnX

Latinas underrepresented in corporate America?? You don't say! "An underrepresentation of Latinas in entry-level corporate roles only worsens as their careers progress, making them the least-represented group of C-suite executives in the U.S., according to a new report.  Latinas encounter two critical “broken rungs” as they climb up the corporate ladder, according to the report. They are overlooked for management roles and then again for senior leadership roles. While Latinas hold just 4.9% of entry-level corporate jobs, the number shrinks to 3.3% at the managerial level and 2% for senior leadership roles.  “This holds Latinas back at a key moment when the C-suite is finally in view,” the report says." https://lnkd.in/gST-kDhJ

💡✨ Katharine Graham, the late CEO of The Washington Post and the first woman to lead a Fortune 500 company, once said, ‘To love what you do and feel that it matters—how could anything be more fun?’ Her words resonate deeply because they capture the essence of what many of us strive for in our careers: the alignment of passion and impact. Graham’s journey wasn’t just about breaking barriers; it was about finding deep meaning in her work. She guided The Washington Post through some of the most pivotal moments in American history, including as it reported on the Watergate Scandal leading to President Nixon's resignation, and she did so not just with skill but with a profound sense of responsibility. Her legacy reflects not just the thrill of leadership, but what happens when we’re rooted in a belief that our work matters, that it can shape society for the better. In our own careers, we can take inspiration from Graham’s legacy. The true joy in work comes not just from success or recognition, but from knowing that what we do has a positive impact. When we find that intersection of passion and impact, our work becomes more than a job—it becomes a source of fulfillment that drives us forward. May we all strive to find that sense of purpose in our work, just as Katharine Graham did. 💛 #WorkWithImpact #LeadWithPurpose #LeadershipLessons #Leadership #WomenWhoLead #WomeninBusiness Tory Burch Foundation Chief The Forum of Executive Women

Good, timeless advice for enhancing diversity in the boardroom.

This time last week, I had the privilege of attending the Bath and North East Somerset Women's Leadership Network Quarterly Dinner, started hosted by Hannah Wilson FCCT FRSA ACC. I must admit, I battled with imposter syndrome. Questions swirled in my mind: "Am I truly a leader? Should I even attend?" It was during this time that I sought reassurance from Hannah, who kindly reminded me of the leadership role I hold in running my own business. With her encouragement, I took the leap and registered. In the days leading up to the event and even as I entered the room, the lingering sense of being an imposter persisted. However, as conversations unfolded, I realised I wasn't alone. Many of the remarkable women in attendance shared similar feelings. It was a humbling revelation that vulnerability is not a sign of weakness, but rather a testament to our shared human experience. The best highlight of he evening was Dr Helen Curran ACC enlightening discussion on Neuroinclusion in the workplace. Her insights struck a chord with me, resonating deeply with my own journey through various career paths and personal struggles. Being surrounded by 30 dynamic women, all driven to connect and empower one another, Thank you Hannah for creating such an inclusive and empowering space. Reflecting on the energy and camaraderie of the evening, I find myself wondering: Is there an appetite for a dedicated women in property networking event? #WomenInLeadership #WomenInProperty #Networking #Inclusion #PropertyEntrepreneurship

Talk about one mighty #glasscliff... I know things are far from clear in terms of Kamala Harris's nomination, campaign, and chances of winning in the US November presidential elections. So I will refrain from too many interpretations. For sure there will be room to discuss unfolding events from now to November. But Lord, speak about migthy glass cliffs for women leaders... 🤦♀️ Theresa May, brought in to clean up the Brexit mess after David Cameron's gamble and crash. 🤦♀️ Linda Yaccarinno, CEO of X, brough in to clean up the endless mess made by a reckless narcissist. 🤦♀️ Marrisa Mayer, former CEO of Yahoo, the impossible-to-sell. It's wonderful that women show more readiness to take chances and embrace risk in top leadership. It's heartbreaking that this is usually happening mainly in times of "war," when the systems previously led by men get into trouble and stakeholders need someone trustworthy and caring at the helm. In other words... a high-level cleaning lady. The thank you such women get? Tougher scrutiny than the one applied to men. Shorter leadership mandates. Lower compensation than their male counterparts. If they are successful, lower recognition. Read more about the glass cliff in practice: https://lnkd.in/egwgCEXC Best of luck, Kamala Harris. May what comes across as a glass cliff now become your trampoline into a role from where you can do so much good for democracy and for our world. Needless to say all eyes in the world will be on her performance from now on. Let's wish her luck! #womeninleadership #glasscliff #themessweneedtofix #hope

"Businesses, government agencies, professional sports teams and leagues, military branches, and other organizations have launched an unprecedented number of #dei programs and positions over the past decade. In response to uprisings that ensued in the aftermath of Minneapolis police officer Derek Chauvin’s murder of George Floyd in summer 2020, several organizations haphazardly created chief diversity officer (CDO) roles without a clear vision of what those persons were supposed to do. With no real authority and too few resources, an alarmingly high number of CDOs hired during that time departed their companies within 18 months. There are at least a dozen explanations for this turnover, many of which are attributable to insufficient executive investment into CDOs as people and into DEI as an essential corporate imperative." Shaun Harper provides 7 actions that leaders in organizations can take to assist their leaders understand the importance of DEI for their organizations. The are the following: 👉 Localize the business case 👉 Articulate the business risk 👉 Use Culture and Climate Data in Casemaking 👉 Advocate Together, Not Solo 👉 Expand the Role of Executive Sponsors 👉 Strategically Market DEI Work 👉 Show Other People’s Work What's your organization doing to move from #performativestatement to action? How are you supporting your #diversity, #equity, and #inclusion leaders in your organization? These are important questions that your organization needs to answer if it going to start taking action and making progress if it is going to become the inclusive organization it wishes to become. I listen, bring clarity, provide support: Apoyo Coaching and Consulting hashtag #inclusionmatters #inclusionmatters #organizationaldevelopment https://lnkd.in/gZs53Ysi

“There’s not a lot of margin for failure for women CEOs,” says Marianne Cooper, a sociologist at the Stanford University’s VMware Women’s Leadership Innovation Lab. Recent women executives were expected to transform struggling businesses operating in the deeply broken health-care sector — and were not given much time to do it. They lasted less than four years in the job, even shorter than the average 4.5-year tenure for female Fortune 500 CEOs, according to research firm Equilar. Meanwhile, the average male Fortune 500 CEO lasts 7.2 years. https://lnkd.in/guVQyKg9

Research shows that businesses that appoint women to leadership roles for the first time tend to have been in crisis for five months or more. The author of the book Glass Cliff, Sophie Williams, states, "I don’t think it’s a coincidence that when there is this big public mess, when there’s a possibility of someone’s reputation being tied up with this problem, we suddenly default to women in a way that we haven’t historically." THE SKILLS LEADERS NEED IN A CRISIS ARE THE SKILLS WE NEED OUR LEADERS TO ACCESS AND ENGAGE EVERY SINGLE DAY! Since the term was introduced in the early 2000s, it has expanded to apply not just to women but, more generally, to people of color. I immediately think of people like Delrish Moss, Yvette Gentry, and many other BIPOC leaders hired to "fix" their respective police departments after making national headlines for police brutality and after decades of white leadership. Women and BIPOC leaders, folks who have overcome obstacles and acquired the relational skills to lead despite the circumstances, are tapped more often when the building they are walking into – and the people, the resources, and the budgets – is already on fire. Christy Glass is quoted in the article as saying, "We’re building this incredible pool of talented C.E.O.s, and we’re giving them this one shot that is high risk, and if they fail or perceive to fail, they’re gone." Imagine what these people could do to accelerate and grow their businesses versus fixing them with one (or both) hands tied behind their backs.

Another report confirming that Latinas face the biggest drop in representation in the C-suite, and yet "Latinas remain deeply motivated to ascend the corporate ranks: they are more interested in being promoted to the next level and in becoming senior leaders than white women and women overall." For companies, and many other types of organizations, that are committed to supporting Latinas with opportunities to grow, develop, and lead, check out the specific actions and next steps suggested in the report. I'm particularly interested in the conversation around cultural norms and practices that may often be misunderstood. #Adelante #SíSePuede #Liderazgo #UnidasSomosMás #LatinaLeaders #RepresentationMatters