Paul Argenti’s Post

In today's challenging job market, the pursuit of leadership and career opportunities can be an uphill battle especially for diverse talent. Women in Leadership's Leading Talent | women in leadership career portal Canada's first dedicated career portal for women. Our mission is clear - to elevate women into management, leadership, and strategic positions, make a positive impact in women's lives, and support employers committed to diversity. Leading Talent | women in leadership career portal  is a Women in Leadership initiative that aims to connect diverse top talent with employers. We're simplifying the recruitment process for recruiters, saving invaluable time for HR professionals, and expanding the pool of diverse highly qualified candidates facing barriers in their advancement to upper management positions. View our featured career opportunities or post a job on Leading Talent: https://leadingtalent.ca/ #jobboard #openjobs #hiringnow #jobalerts #hiringtalent #hiringinterns

As a new year kicks in, my LinkedIn feed has become filled with posts about #inclusive hiring. Thinking back to November at david mcqueen's Brave leadership conference, Collette Philip shared the quote below by Audre Lorde and it sprung back into my mind as all these diverse hiring posts were flooding my feed. Here’s the thing, most companies are still run by straight white men. They walk into a room wearing a nice shirt and before they’ve opened their mouth there is an assumption that they will have something intelligent to say (not always the case). This is the definition of privilege. Some of these men are keen to hire people from minority groups into their senior leadership teams as they are consciously aware of the issue and once that’s done, everyone gives themselves a pat on the back… With all the surface level talk about D&I we are now past the point where inclusive hiring is the main issue. We have a deeper problem that was recently highlighted to me by several people, especially women of colour – what happens after they’re brought in? What I’m hearing repeatedly is that being hired by, or sitting in peer groups of white men and women doesn’t stop oppression. So to all the businesses out there wanting to hire people of colour, don’t just hire them then shut them down in every meeting. You aren’t being inclusive; you’re continuing to be the oppressors. If they’re hired based on expertise and merit, if they deliver on their KPIs (which should be set fairly… the bias is real!) then listen to them and don’t automatically disagree with them. Remember when we used to talk about how men speak over women, or how they plagiarise their ideas? For women of colour, this is on another level, and isn't limited to white men. So, lets ensure we hire diversely and then create an environment of #equity for those we bring in. #womenofcolor #womeninbusiness #antiracism #braveleadership #womeninleadership Colour Of Research (CORe)

Executive presence is a term used a lot in many conversations. We assess the degree of executive presence individuals have, and especially women in senior ranks who are ascending to the C-Suite. We question whether they have enough, will it serve them, gain the support from their teams and impress their stakeholders. But what does the term #executivepresence really mean? Early last year I decided to put this to the test and interview as many women as I could who were successful in their chosen careers and ask them 1. what their interpretation of executive presence was, 2. when they first realised it was important and 3. how they have seen it shift over the past few years Its interesting the different perspectives and observations from these women who are sharing and leading the way for other women to further their knowledge and positioning for their success. If you would like to listen to any of the interviews, they are all on my website and I would like to thank all of the women who have donated their time to have these meaningful conversations to help empower other women following in their paths. Athena Manley Pelagia M. Keren Leshem Michelle Blicavs Kiri Brain Fran Reddan Danette Fenton-Menzies Jenny Hoysted ACC ICF FAHRI Jacqueline Berry Rebecca Lee Louise Baxter Michelle Sales Heather Combs If you are a senior executive and feel you have something to add to this amazing series, reach out in the comments below, knowing your contribution will be adding to an already rich library of knowledge and advice. #professionalwomen #styleforlife #womeninleadership

Assess the gap in your competence. One of the toughest lessons of adulthood is that life doesn't exempt us from its requisites simply because we were unaware of them. The workplace, in particular, operates on its own set of expectations, regardless of whether we were equipped with the knowledge to navigate them. While education and hard work are valuable tools, they alone may not suffice in navigating the complexities of the corporate landscape. For ambitious Black women aspiring to ascend to the highest levels of leadership, understanding the requisites for success in such environments is critical.Once you've identified the necessary competencies for advancement, and recognise gaps in your skillset you are faced with three options. The first option entails dismissing the work required to advance as demeaning or incongruent with your authentic self and remain stuck and aggrieved.The second, a more strategic approach, involves calculating the effort needed to master those skills and determining it to be too daunting, thereby opting out. However, the most empowering choice, and the one I encourage you to embrace, is accepting reality and committing to the necessary work. By doing so, you not only acquire the stature, influence, and power to enact real change but also possess the agency to challenge and reshape the prevailing norms of the workplace game. …………………………………………………………………………………………………………. Are you a Black Woman in the Workplace who is called to the next level of leadership, income and impact? My name is Busisiwe Hlatswayo and I coach Black women to position themselves for leadership, navigate race and gender bias and be effective leaders in the workplace and the marketplace. For a Free 30 Minutes Career Strategy Consultation: https://lnkd.in/dZKvQ555 Enrol now for any of our free webinars : https://lnkd.in/d-zNVXfR Sample our online programs: https://lnkd.in/dfAms_XB Subscribe to our YouTube channel: https://lnkd.in/dZTatcm4 #careermindset #careeradviceforwomen #careeradvice#careerinspiration #careertiktok #corporateadvice #corporateleadership #blackwomenincorporate #corporateworklife #blackwomenempowerment #blackwomenarepowerful #blackwomenmotivational #blackwomenintheworkplace #blackwomen #womenempowerment #blackwomenintheworkplace #officepolitics #careerstrategy #personaldevelopment #influence #leadershipcoaching #blackwomenatwork #womenintheworkplace

Unpopular opinion: Hire the diverse candidate over your #1 pick People get upset when I post this, and I still stand by it. Here's why: 1. Your #1 pick is by definition a SUBJECTIVE choice. And if it's always a white dude, there may be some bias happening that you aren't aware of Ie. Just because you ranked a white man above a black woman, does not necessarily mean that he is the better candidate 2. You won't attract great diverse candidates if your management team is made up of all older white men. People need to see themselves represented. I know I did. And you are unintentionally sending a message with your lack of diversity in leadership. Having diversity will attract more diversity. So if you really care about diversity... Or you've read about the MANY studies showing diverse leadership teams perform significantly better... Put your money where your mouth is and start hiring diverse candidates If you have 3 final candidates and 1 is a diverse hire, and you DON'T currently have ANY diversity on the team... Hire them. Even if they rank #3 of the group. Consider the possibility that ranking them #3 may be more about you than them. You may be thinking - BUT... candidate #1 has MORE experience!! Yes... he probably does. Because the leadership diversity gap widens as you go up in an organization, you are less likely to find a diverse hire with as many years of experience in a leadership role. But that doesn't mean they aren't qualified. It just means it took them longer to get there. Focus on skills and traits over just relying on years of experience. The only way we're going to create real change is to be intentional about it. ✌️💜 PS. For those whose blood pressure is skyrocketing while reading this, relax. Ask yourself why this message bothers you so much. Follow me Katy McFee for more posts on women in leadership #diversity #DEI #womenleadership #leadership

To all the women in corporate: Have you ever felt "too something" or "not enough of something else," making you "never quite right"? Have you ever felt that no matter how hard you try, your identity—age, parental status, attractiveness, or physical ability—seems to overshadow your capabilities? ❓Do coworkers with children get seen as "too busy" for advancement, while childless women are expected to "work harder"? ❓Are you frequently told you're "too young" or "too old" for leadership roles? ❓What type of feedback do women leaders in your organization usually get? ❓Is it often vague, focusing on personal traits rather than concrete skills? As a female executive with 30 years of experience in a male-dominated industry, I believe it's time to change the narrative. We need to move from "We want what you aren't" to "We want what you are." P.S.   What biases have you experienced in your career? ⤵️ P.P.S Share this with your network. I'd like to hear from all ladies in corporate. ♻️

Empowering Black Women in the Workplace: Strategically Position the Work that you do It's an undeniable truth that we're hired for our skills and our ability to effectively utilise them to drive results for our employers. Therefore, it's essential that we carry out our work with integrity and commitment to excellence. However, we don’t stay employed or engaged with the organisation that we work for if we are not growing and advancing in our careers. To achieve this, we must strategically position the work that we do to attract opportunities for mentorship, sponsorship, allyship, and career progression. You may be putting in significant effort and excelling in your role, but are you performing at the level that aligns with your career aspirations? Are you performing at a leadership level, positioning yourself for more advancement opportunities. Or are you confined to the role of a footsoldier, a worker bee that performs tasks that do not have a strategic impact? If you're serious about taking control of your career trajectory, you must be deliberate in showcasing the value you bring, not only to fulfil your role to your employer but also to advance your own professional goals. By doing so, you empower yourself to shape your own destiny rather than leaving it to the whims of others. …………………………………………………………………………………………………………. Are you a Black Woman in the Workplace who is called to the next level of leadership, income and impact? My name is Busisiwe Hlatswayo and I coach Black women to position themselves for leadership, navigate race and gender bias and be effective leaders in the workplace and the marketplace. For a Free 30 Minutes Career Strategy Consultation: https://lnkd.in/dZKvQ555 Enrol now for any of our free webinars : https://lnkd.in/d-zNVXfR Sample our online programs: https://lnkd.in/dfAms_XB Subscribe to our YouTube channel: https://lnkd.in/dZTatcm4 #careermindset #careeradviceforwomen #careeradvice#careerinspiration #careertiktok #corporateadvice #corporateleadership #corporateattireforwomenideas #blackwomenincorporate #corporateworklife #blackwomenempowermentpodcast #blackwomenempowerment#blackwomenarepowerful #blackwomenmotivational #blackwomenintheworkplace #blackwomen

[Event] Decoding your path to the corporate boardroom I’m delighted to share with you that next Monday I’ll be leading an exclusive event for European Women on Boards (EWOB) members. I’ll be interviewing Dr. Keith D. Dorsey, Managing Partner at Boyden, a global executive search firm, who will share more about his extensive research and industry experience Keith is also a researcher, author, advisor, and active board member focused on issues of diversity, governance, and strategic growth for private and public corporate boards. His doctoral dissertation research focused on the lack of gender and ethnic diversity on corporate boards. His articles have been published in Harvard Business Review, Forbes, and MITSloan. Together, we’ll unlock the secrets to landing your first corporate board seat and share actionable steps Key Takeaways: - Practical steps to get your first corporate board role. - Common mistakes candidates make when trying to get their first corporate board seat. - Real-life examples of career paths leading to a corporate board role. If you’re an EWOB member, you cannot miss this opportunity to learn from Dr Dorsey #WomenInLeadership #Governance #CorporateBoards #WomenOnBoards

As a woman or member of a minority group, it can sometimes feel like the deck is stacked against you. At moments like this, it's important to reach out, ask for insight, and make connections. We spoke to three women in leadership at GLOBIS University and here are a few of their success habits and other career advice for women in business. https://glob.is/48GxGcp #womensday #womeninbusiness #DEI

In a post I made some time ago, I first started by acknowledging my acute awareness that I am, in fact, a middle-aged white man. That said, I recently read and commented on a post by the amazing Arlene Dickinson who spoke passionately about, among another things, the struggles woman have achieving their career goals in a capitalist society long-since dominated by men. This has, unfortunately, been the reality I’ve lived throughout my professional career. While there have been some extremely talented women executives that I’ve had the pleasure of working with, or for, they are few and far between compared to men. This lack of representation has been even more apparent within the Boards with whom I’ve worked. Boards play an extremely important and influential role in determining who will be appointed to C-Suite positions while also helping to structure and implement the Company’s longer term strategy on diversity and inclusion. Unfortunately, most organizations are continually seeking board members who’ve had long, illustrious C-Suite careers. In today’s society, woman who fit this description are not overly commonplace, and those who do fit this description are in such high demand that they are more than likely on several Boards already. Companies MUST start to re-think their approach. Many women executives who may not have reached C-Suite status throughout their career, for reasons well beyond their own control, are seldomly given the credit for what they can truly offer a Board and the Company. The fortitude required to navigate their careers, to lead, compete, adapt and succeed in the face of some extremely challenging environments …. how does that not translate to a very powerful, and applicable skill set for a public Board? While I’ve worked with some great boards, and superbly talented Board members, our current Board included, we have to do better. As they say, change starts at the top!!