Highly connected philanthropic advisor with deep experience in family, domestic, global, & social impact philanthropy
As a women-founded company, we’ve been mindful of ensuring our women team members are not overlooked in professional development and advancement. At Moore Philanthropy, we are committed the following: Be honest about social “norms” Pretending that #women are not relegated to responsibilities seen as a “women’s role” is counterproductive. Instead, we address them directly, devising creative ways to navigate these challenges without penalizing our women team members. Intentional and proactive professional development One of the roles of managers is to professionally grow their direct reports. But how often do you talk with your staff about their potential? How often do you intentionally give them opportunities to build and exert their #influence? Not every person wants or is meant to be a manager, but how do you know they’re not unless you actively engage them? #Rest and Rejuvenation Everyone needs rest, but because of the barriers, hostilities, and role subjugation women face, women need additional opportunities for rest. And this is not soft or favoritism; it is simply honest. We don’t penalize a woman for needing more if they are called upon more outside of the office, and we extend the same to men in similar situations. #philanthropy #leadership #impact #investment #team #gendergap #management
Is there a gender gap when it comes to promotions? Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year. An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women. Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women. Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers? ✍️: Rachel Cromidas 📊: Caroline Liongosari, Matthew Baird
