Tag Archives: women

Which Women Have Arrived?

16 Feb

I recently attended the Regional Diversity Roundtable’s event “It’s 2015: Which Women have Arrived?

It was an interesting and thought-provoking evening. One of the speakers was Sandeep Tatla – Chief Diversity Officer from the Ontario College of Trades. Here were a few statistics Sandeep shared:

  • Women are still overrepresented in traditional female occupations (teaching, nursing, health) – many of these are underpaid professions.
  • Women still make 12-31.5% less than their male counterparts.
  • Despite being about half the population, and being about 53% of university graduates (since the 1980s), women continue to be under-represented in higher management positions (37.4% of lower managers, 31.6% of senior managers) and in STEM (22.3%) and trades (12%).
  • In all sectors, less than 50% of leadership positions are filled by women.

None of these statistics are surprising, nor is the fact that women are under-represented in leadership positions across sectors. But what did surprise me is the extent to which some women are more under-represented than others – specifically  women who are also visible minority women, women with disabilities, Aboriginal women, and women who identify as LGBTQ.

I feel like I’m reliving the Oscars debate…

Leadership clearly still has a gender.
But it also has a white, able bodied, heterosexual, (and probably slim) body.

See more.

Copyright 2016 Annemarie Shrouder
Speaker, Author and Facilitator on issues of Diversity & Inclusion
www.annemarieshrouder.com
Interested in how the power of inclusion can transform your organization? Send me an email!

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5 Ways to Increase the Number of Women in Senior Management

6 Sep

On the heels of last week’s interview with Anne Golden (CEO of the Conference Board of Canada) on CBC, here are 5 things Anne suggested companies need to do, to make a conscious effort to increase the number of women in senior management.  Anne made reference to these as steps CP Rail has taken in their effort (with success).

Of course, these are not specific to increasing the representation of women in senior roles…

Strategy
Making a more representative senior management team is not something that will happen on it’s own. It requires commitment and a strategy. Strategies suggest that something is important, and gives it more weight while obviously providing a road map for accomplishing the goal.

Tracking
Anne’s words in the interview were “what you inspect gets respect”. Making sure you know how you are doing vis à vis your goal is a crucial component in reaching it. And tracking your progress also keeps the issue on your radar.

Networking Across the Organization
The opportunity to talk with and learn from others – in this case other women in similar roles, or other women in higher roles – is helpful for personal and professional growth. Networks build support systems, can create opportunities, and at the very least let us know we are not alone.

Recruitment & Succession Planning
Make no mistake, this is not about quotas. But if you have a commitment to increasing the number of women in senior roles, you need a plan. This is an internal plan for the women you currently employ who are on the track to senior management, as well as a plan for your hiring process.

Experience / Training for Promotion
Further to the above, mentoring and providing training  & professional development for the women in your organization so that they have a fair chance of being promoted is key. This is not to say that promotion won’t happen without this, but given our national track record, it would seem that making sure female employees have as much in their professional toolkit as possible would help break through the obvious bias that exists.

Again, these steps can be applied to any group that is under-represented in your senior management. Take a look around and see who is missing.

See more.

copyright 2011 Annemarie Shrouder
author, professional speaker, and facilitator on issues of diversity & inclusion
www.beeing.ca

Women in Management

1 Sep

We haven’t come as far as we think.
Although there are many more women in the workforce than in 1987 when the Conference Board of Canada started their study, the number of women in middle and senior management has flat-lined.

Men are still twice as likely to be in management positions as women. This probably comes as no surprise to many of you, but it’s something that we should not be complacent about.

Yesterday on Metro Morning, Matt Galloway spoke with Anne Golden, CEO of the Conference Board of Canada about the study they have just released (spanning 22 years: 1987 – 2009) that shows these numbers. She also asserts that studies show that companies who have women in senior management positions do better.

So, what’s up?

It’s the same old story: “the way it is” is powerful, so firstly, we often don’t even imagine a change, and often don’t notice who is missing from these positions since we are so used to seeing the same old guard. Plus, challenging our ideas of what a CEO or VP or Senior Executive looks like (not just regarding gender, but skin colour, cultural background, age, ability….) is difficult and often not comfortable. Challenging the status quo is difficult work, but worthwhile work.

Next week I’ll write about some of the ways companies can create change in this area.

In the meantime – take a look around.
Who are you seeing in positions of power? Who is missing in your organization?
Let me know! Add a comment and let’s start a conversation!

See more.

copyright 2o11 Annemarie Shrouder
Author, Speaker & Facilitator on issues of diversity & inclusion
www.beeing.ca

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