Women We Admire’s Post

While representation of women in executive and senior leadership roles has improved through the years, there's still a significant gender and race gap in top positions. Results show that organizations with women executives are more likely to outperform other companies by 30%. Each February, we celebrate Black History Month, followed by a spotlight on Women's History Month in March. Let's align the accolades, tributes and words during these observances with meaningful actions throughout the year, including recognizing the contributions and value of the unrepresented with more roles in executive spaces. https://lnkd.in/eCU5PAG7

Hollywood has seen an exodus in recent weeks of senior-level Black women leaving their jobs, and it could feed into a wider problem for diversity, equity and inclusion across the industry. Many of the women led #DEI initiatives, including Karen Horne, senior vice president of North America DEI at Warner Bros. Discovery ; Jeanell English, executive vice president of impact and inclusion at the Academy of Motion Picture Arts and Sciences ; Vernā Myers, Netflix 's first head of inclusion; and Latondra Newton, Disney's chief diversity officer and senior vice president. Additionally, Terra Potts, executive VP of worldwide marketing at Warner Bros. Multiple sources say the exits are being prompted by a mixture of frustrations over a lack of financial support and resources, unnecessary roadblocks that prevent these executives from having a meaningful impact and more importantly, an overwhelming cultural exhaustion that has plagued Black leaders. Industry sources have told Variety that more Black, Indigenous and executives of color are expected to leave or be let go in the coming weeks. Diversity work in Corporate America can itself be a recipe for burnout: Oftentimes, marginalized workers are the ones who are most invested in making workplaces more equitable, and so they're tasked with addressing discrimination and biases that have long been built into their environments. These efforts aren't always prioritized or well-funded, and pressures have only gotten worse in recent years. "DEI leaders are facing extreme fatigue and burnout," says Chandra Robinson. Half of DEI leaders say their biggest challenge is when other leaders fail to take ownership for driving diversity outcomes, and one-third say they have limited power to effectively drive change. Meaningful and lasting progress won't come until workplaces adequately support women, and Black women in particular, to succeed in positions of leadership. Black women are more likely than women overall to aspire to executive roles, according to the joint Lean In and McKinsey "Women in the Workplace" report. The report reveals that only one in four C-suite leaders is a woman, and only one in 20 (5%) is a woman of color. Many report not only wanting to drive business results, but also to make the workplace better for everyone, Rachel Schall Thomas, co-founder and CEO of LeanIn.org. “Black women are not allowed to be difficult, vulnerable, weak or challenging. We must be perfect, have unlimited understanding, and continuously validate a white person’s guilt and empty gestures on how we’re fixing things.” - One former studio executive Black women leaders are more likely to be undermined at work, and 1 in 3 Black women leaders says they've been denied or passed over for opportunities because of personal characteristics, including their race and gender. "Any Black woman who leaves is a wake-up call that we need to do more and we need to do better," Thomas says.

"Today, we spotlight Johnson & Johnson for their remarkable success through a commitment to diversity. Johnson & Johnson have pumped a lot of resources into ensuring that all employees help to create an inclusive environment. The organization’s Global Diversity and Inclusion vision is “for every person to use their unique experiences, abilities and backgrounds, together – to spark solutions that create a better, healthier world.” Johnson & Johnson has 12 Employee Resource Groups (ERGs) that connect and engage employees across the company to develop their potential, build relationship capital, and drive an inclusive environment and culture. By 2025, the company aims to have 50% women in management globally. While, in America, the organization is targeting to have 35% racial diversity in management positions. Their journey shows that embracing diverse representation isn't just the right thing to do; it's a key driver of prosperity. 🌈 #SuccessThroughDiversity #InclusiveLeadership

"Today, we spotlight Johnson & Johnson for their remarkable success through a commitment to diversity. Johnson & Johnson have pumped a lot of resources into ensuring that all employees help to create an inclusive environment. The organization’s Global Diversity and Inclusion vision is “for every person to use their unique experiences, abilities and backgrounds, together – to spark solutions that create a better, healthier world.” Johnson & Johnson has 12 Employee Resource Groups (ERGs) that connect and engage employees across the company to develop their potential, build relationship capital, and drive an inclusive environment and culture. By 2025, the company aims to have 50% women in management globally. While, in America, the organization is targeting to have 35% racial diversity in management positions. Their journey shows that embracing diverse representation isn't just the right thing to do; it's a key driver of prosperity. 🌈 #SuccessThroughDiversity #InclusiveLeadership

Happy Black History Month! As we make our way through October, I've been contemplating the significance of diversity and inclusion in our society. Are they considered mere checkboxes or a "nice to have" addition in today's world? Or should companies prioritise inclusion, diversification, societal normalisation, and marketing efforts as a means to enhance their competitiveness in the current economic and geopolitical climate? Understanding the barriers to diversity and inclusion can be difficult, but it's essential to have an informed perspective. I've been asking questions and seeking out resources, such as the yearly McKinsey report (2020), to expand my knowledge. Check it out here: https://lnkd.in/eqAxRyQq. Additionally, I found a 2023 report (McKinsey) on women in the workplace, which sheds light on the importance of a systematic approach and bold action in achieving progress. Let's continue to educate ourselves and drive change towards a more inclusive future. #diversity #inclusion #blackhistorymonth

📚📖🔍𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐞𝐧 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐀𝐫𝐞 𝐌𝐨𝐫𝐞 𝐀𝐦𝐛𝐢𝐭𝐢𝐨𝐮𝐬 𝐁𝐮𝐭 𝐋𝐞𝐬𝐬 𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐞𝐝 𝐀𝐭 𝐖𝐨𝐫𝐤, 𝐌𝐜𝐊𝐢𝐧𝐬𝐞𝐲 𝐀𝐧𝐝 𝐋𝐞𝐚𝐧 𝐈𝐧 𝐒𝐭𝐮𝐝𝐲 𝐅𝐢𝐧𝐝𝐬 🚀 Every year there is a McKinsey and Lean In publication on Women in the workplace focused on corporate America. This year one of the salient topics was around the ambition of black women and how it is perceived. “ 59 percent of Black women leaders want to be top executives, compared to 49 percent of women leaders overall. But they are also more likely than women leaders of other races and ethnicities to receive signals that it will be harder for them to advance,” the report finds. “Compared to other women at their level, Black women leaders are more likely to have colleagues question their competence and to be subjected to demeaning behavior—and one in three Black women leaders says they’ve been denied or passed over for opportunities because of personal characteristics, including their race and gender.” 📣 𝐒𝐓𝐀𝐘 𝐂𝐎𝐍𝐍𝐄𝐂𝐓𝐄𝐃, 𝐒𝐓𝐀𝐘 𝐄𝐌𝐏𝐎𝐖𝐄𝐑𝐄𝐃 📣 BsquaredC is a platform for connecting, inspiring, and celebrating black women in the corporate world. Tune in bi-weekly to BsquaredC podcast to listen to interviews and reflections on the career journeys of black women, across the globe who are boldly charting their paths to career fulfillment in the corporate world. Stay in the loop and be the first to know about our latest initiatives, groundbreaking episodes, and empowering content. Sign up for our newsletter, and follow on on LinkedIn, Instagram, and TikTok all via this link:https://lnkd.in/ef4SUpQ3 Read the full article on the link below: https://buff.ly/3smvfMM Listen to Katekani's thoughts on ambition on this link: https://lnkd.in/e6EnUwJF #BsquaredCpodcast #BsquaredCSeason3 #womeninbusiness #blackwomenatwork #careertips #blackprofessionals #blackwomenlead

It's Women's History Month...and I am here for all of the corporate emails, LinkedIn posts and employee stories. I really am. I would be lying though, if I didn't say that I often look at them and wonder if on top of the outward displays of support, leaders are asking women what their work experience is like- and how it can be made better. And while this is intimate for me, as a woman, I feel this way about every group we as a culture have gotten more comfortable with spotlighting and supporting. Beyond the outward support- are we taking the simple steps to make sure the inward support is there? I imagine a kind word, a sincere question, would open up worlds of inclusion, diversity and of course, company loyalty... I am going to hold myself accountable to do more of the simple stuff. Ask the question, seek to understand, acknowledge and support however I can. But I would love to hear your perspective. In this time where companies are more and more comfortable and even compelled to moments like women's history month- do we think the pull through is happening within the actual workplace? Hit me with your thoughts below...

Female representation in leadership roles within public companies continues to be an area of limited progress. According to a study published by Equileap yesterday, a mere 22% of executive positions and 27% of senior leadership roles are occupied by women. As we embark on Women's History Month in the US today, it's a poignant reminder of the work that still lies ahead. In this article, I've analyzed five companies that stand out for their exceptional female representation in leadership positions. https://lnkd.in/gDZepVWt #dei #sustainability #womenshistorymonth #internationalwomensday

I highly agree with the article below.. Supporting black women in the workplace sends a powerful message about a company's values and commitment to social responsibility. Organizations that prioritize diversity and inclusivity not only attract top talent but also foster a positive public image and enhance their reputation. By championing black women in leadership positions, organizations can become role models for other companies and inspire change across industries. By actively promoting their inclusion, advancement, and well-being, companies can harness the benefits of diversity, contribute to gender equality, enhance their performance, and foster a more just and inclusive society. It is time for organizations to recognize the value and potential of black women and take concrete steps to support and uplift them in the workplace.

I t’s no secret that most of the top corporate leadership positions are dominated by men. In fact, according to the BoardEx data, only 5% of CEOs are women and 19.2% of corporate leadership team members are female — despite the fact that women’s labor force participation rate is 58.4% . How is it that women make up the majority of the workforce, yet somehow do not hold many of the positions of power that impact the overall work environment? That’s why women who somehow manage to break through the gender limitations and thresholds to land a coveted position in the C-suite have become true pioneers for other career women hoping to do the same. We had the chance to hear from a few pioneer women who have made it to the C-suite. They are leaving a path for others to follow. Here’s what we learned from them. Janice Dupre’ Lowe's Companies, Inc. Denise Brooks-Williams Henry Ford Health Tracey D. Brown Walgreens Marie McLucas Primax Properties LLC Read full article here Subscribe today! #womenleaders #csuite #csuiteleaders #genderequity #diversityinclusion #walgreens #lowes #henryford #careermasteredmagazine https://lnkd.in/gHjcxTaT