The gender leadership gap is well established and well known. However, it differs across industries. In health care, women represent 65 percent of the overall workforce but only 30 percent of the C-suite and 13 percent of CEO roles.
The hashtag #MeToo went viral in the fall of 2017 in the wake of an onslaught of sexual harassment and assault allegations against entertainment, business and political leaders. Just over a year later, has anything changed? Are workplaces fairer and safer?
While training programs provided by colleges and community organizations are important, there is much that companies can do to encourage and then reskill and upskill current employees who want to move into technical roles.
Women may be more subject to technology-driven marginalization than any other group, according to the World Economic Forum: Fifty-seven percent of the jobs that will be disrupted by technology by 2026 are currently held by women.
We are at a turning point when it comes to having women in leadership roles in the workplace.
A new, better approach to gender diversity training would carefully consider what research is available and would add in a dose of common sense and humanity.
Statistics show that women are still in comparatively short supply throughout industries such as manufacturing, construction and engineering – particularly when it comes to management and director-level positions.
Many coaching engagements address the challenge of managing underlying emotions. Surprisingly, this challenge is more often present for men than for women, possibly because women are more transparent and tuned into the emotions they experience and express.
In the second episode of "The Business of Learning," we speak to Joanna Barsh on how L&D can close the gender leadership gap.