Why the ‘Glass Ceiling’ is Still Part of the Conversation
No one will argue that women have made great advancements in leadership–both in our communities and in our companies. While more and more women are “breaking through” the preverbal glass ceiling, it appears corporate America has a little further to go. A recent Catalyst report found that only 19.2% of S&P 500 companies have women on their boards. “Hence the ‘glass ceiling’ is still part of the conversation, raising the question of just how much progress has been made,” writes Generation W speaker Debra Walton, Chief Content Officer for Thomson Reuters, in her blog for Huffington Post. Here is an excerpt from Debra’s latest post:
Encouragingly, however, there is now a deep talent pool of women and a healthy shift in the dialogue. The question is no longer: “Should we have women in leadership roles?” Rather, it’s “How do we get them there?” The challenge is no longer overt gender-based discrimination — it’s unconscious bias. Unfortunately, that is in some ways more difficult to address. There are some notable measures of success, and there are still some areas that need work.
What has improved:
- Women are graduating at higher rates than men: During past 15 years, more women graduated, received advanced degrees and boosted their numbers in managerial ranks.
- Diversity and inclusion programs: More companies implemented diversity and inclusion programs to eliminate structural biases and foster women’s full participation in leadership
- A higher rate of women starting their own firms: In the last 17 years, from 1997 to 2014, an average of 591 new women-owned businesses started each day. Women-owned firms account for about 30% of all enterprises.
- The attitudes and expectations of Millennials: According to a Deloitte survey, Millennials will make up 75% of the global workforce by 2025 — and they may reject what we have to offer. They have a reputation of wanting to text rather than talk, for not staying loyal to one company for long, and for wanting to climb the ladder faster than ever before. How do we engage them?
- Women in government: Data on the number women in government varies widely, but the percentages are up. In Nordic countries 41.5% of women on average hold government roles, followed by the Americas with 26.3% and Europe (excluding Nordic countries) with 23.8%
What has not changed:
- Women in senior leadership are still scarce: Women comprise almost five percent of Fortune 500 CEOs, 15% of board directors, and less than 14% of corporate executives at top publicly-traded companies. According to Catalyst, there has been no significant change in these statistics over the years.
- Pay disparity: On average, women are still paid nearly £5,000 less per year in their first job than men.
- Small roles for women in venture capital and funding: Women are more likely to be outside of the investor (VC) network and are less likely to gain funding opportunities for women-led businesses. The numbers show they represent only a small percentage of those on the management track at venture capital firms.
I firmly believe these remaining lagging indicators can be turned around. There’s certainly no reason why that can’t happen. It’s a matter of increasing the momentum we already have. The frameworks are all there.
Click here to read the entire post.
Your Turn: What do you think corporations need to do in an effort to eliminate the “glass ceiling”?
image courtesy of flickr CC/Jon Seidman