WACL (Women in Advertising & Communications Leadership )’s Post

📊 Over the past nine years, women—especially women of color—have continued to be underrepresented across the corporate pipeline. However, there's a glimmer of hope in senior leadership! Since 2015, women in the C-suite have increased from 17 to 28 percent, and there's significant improvement in VP and SVP levels too. 💼 These strides are encouraging but fragile. Slow progress at manager and director levels—only 3-4 percentage points—creates a weak middle in the pipeline, affecting the majority of women in corporate America. The "Great Breakup" trend persists, especially for director-level women, impacting their path to senior leadership. 📉 Moreover, progress for women of color lags behind their peers. At every pipeline step, their representation falls compared to White women and men of the same race. Without direct action, women of color will continue to be severely underrepresented in leadership roles and largely absent from the C-suite. ⚖️ More details in the link: https://buff.ly/3n7jgva #DiversityInLeadership #GenderEquity #WomensHistoryMonth

Last Read for the holidays… a few days to breath, reset and recharge. Over the past nine years, women—and especially women of color have remained underrepresented across the corporate pipeline. However, we see a growing bright spot in senior leadership. Since 2015, the number of women in the C-suite has increased from 17 to 28 percent, and the representation of women at the vice president and senior vice president levels has also improved significantly. But. We still have so much to do.

Save the date! Mark your calendars for our Special February CTC Conversation: "Amplifying and Promoting Women of Color in Leadership Roles." Join us on Thursday, February 29, 2024, from 12:00 PM - 1:00 PM (EST). Register today! https://lnkd.in/gHrk_NP3 Keep an eye out for more details in our newsletter – empowering discussions await! #CTC #WomenInLeadership #CommitmentToChange

Bisnow published a special report on diversity in CRE. Here's a chart on diversity in CRE leadership. What do y'all think about diversity in our industry? ( People of Color in the C-suite = 12.8%, Women in the C-suite = 26.2% )

Women leadership is having an incredible impact on the creative industry in all sorts of ways. This article we developed with Mike Teevee talks about that impact, and why its so needed. #womeninbusiness #women Credit to Phoebe L. for authoring this.

Ladies, (and men as you have the power to make great change) let’s have a chat about something that’s been bugging me and likely many of you too: the double standards women face in leadership roles. The article by Jim Woods on Kamala Harris highlights a pervasive issue that echoes the experiences of many women across different sectors. Kamala Harris, the trailblazing first female Vice President, is constantly under the microscope. Her every move, from policy decisions to her personal life, is scrutinised far more harshly than her male counterparts. This isn't just about politics; it’s a reflection of broader societal biases that have stubbornly persisted. Think back to the inspiring story of Katherine Johnson, Dorothy Vaughan, and Mary Jackson from "Hidden Figures." Despite their critical contributions to NASA, they were often overshadowed by the biases of their time. Fast forward, and it’s disheartening to see similar patterns playing out today with leaders like Harris. The media often focuses on her appearance, her demeanour, and her 'likability' rather than her achievements and policies. This isn't just an issue for women in politics but for all of us striving to break glass ceilings in our careers. We’re often caught in a double bind, criticised for being too assertive or not assertive enough. Our leadership qualities are questioned simply because of outdated gender stereotypes. But here’s the kicker: these biases not only undermine our potential but also discourage other women from aspiring to leadership roles. The solution lies in both systemic changes and cultural shifts. Organisations need to implement equitable policies, and we must continue to challenge the narrative around women in leadership. Let’s use this reflection as a reminder of our strength and resilience. We need to support each other, mentor the next generation, and call out these double standards whenever we see them. Ladies, have you faced similar challenges in your career? How have you navigated these double standards? Let’s share our stories and strategies. Together, we can reshape the narrative and pave the way for future leaders. #genderbias #womeninleadership #breakingtheglassceiling #supportwomen #equity #coachmonica #askmonicawatt #incrediblebuzz

Featured in The Times Enterprise Network: Georgina Fraser, Head of Human Capital Consulting, discusses the future of leadership with Editor Richard Tyler. With 74% of the workforce expected to be made up of #GenZ and #Millennials by 2030, Georgina surveyed her peer network to determine if the trends she has been observing are more widely spread, and drew some interesting conclusions: - The reluctance to be leaders appears to be linked to not knowing how - A continuing gender divide in how women want to be led versus men - The desire to be at the very top, but not necessarily a leader in the middle Read the full article below or reach out to Georgina directly to discuss this topic in more detail. https://cbre.co/3V1d3UM. #FutureLeadership

We are honored to introduce this year's 50 Women to Watch for Boards list! Out of nearly 1,000 talented applicants, the finalists were hand-selected by an elite Selection Committee of Independent Corporate Board Directors, Board Chairs, and Stock Exchange leaders. Diverse boards enhance decision-making, improve financial performance, and mitigate risk. Our Gender Diversity Index, First Quarter 2024 Key Findings, reveals that 41% of Russell 3000 public companies still have two or fewer women on their boards. We are committed to achieving gender parity, with women occupying 50% of corporate board seats, and at least 20% held by women of color. This initiative and vetted list of candidates aim to bridge the gap between board-ready talent and corporations seeking to diversify their boards. View the full 2024 list of awardees below: https://lnkd.in/gzx_UZJS #5050WomenOnBoards #WOB2024 #WomenToWatch #Leadership #Diversity #Inclusion #WomenInBusiness #BoardLeadership

As we CONTINUE to celebrate Women’s month this August, it’s the perfect time to reflect on the progress and the challenges facing women across various sectors. The Harvard Business Review article “More Women Work in Nonprofits, So Why Do Men End Up Leading Them?” explores this intriguing phenomenon and some of the underlying factors at play around why women make up a significant portion of the nonprofit workforce, yet men predominantly hold leadership positions. The article sheds light on the subtle challenges women face in advancing to leadership roles and offers thoughtful insights on how to address them. Thoughts around how we can foster a more balanced leadership within our organisations? https://lnkd.in/gP5pkBYr

Level up your career and consider a new role in one of the states with the highest percentages of women in top executive roles. New Mexico sets the standard with 46.1% female top executives, while Vermont, Delaware, and Montana showcase rates surpassing 40%. Tennessee, Maryland, Maine, South Dakota, Oklahoma, and Mississippi exhibit notable female leadership percentages. While progress is evident, women still occupy only 42.1% of managerial roles despite comprising 47.4% of the workforce. Recognizing regional variations is key to fostering equal opportunities. https://lnkd.in/gAywq9iJ #womeninleadership #womeninbusiness #womenintheworkplace