Gender Diversity
In our leadership coaching business, We have traditionally resisted the idea of a different approach for women: first we don’t like to entrench differentiation if it is not necessary and second, any women-specific issue can be approached with traditional methods and adapted for context.
However, we have also realised that we could play a part in helping accelerate the accession of women to the boardroom, creating financial value for our clients. Here is why and how:
Research on the business case for women in senior roles is compelling on both sides of the Atlantic; but although women make up more than 50% of graduates, then only take 14% of FTSE100 board seats (5% of all UK companies). You get to a tipping point when middle management is made up of at least 30% of women, but how do you get there when most companies are haemorrhaging talent? You will find details of our research and solutions in our book Coaching Women To Lead (Routledge), but the bottom line is that companies with high gender diversity are more profitable, are more attractive as employers, have better governance and are better connected to their customers.
Yet the evidence shows that most companies fail to promote the appropriate number of women to top jobs, let alone enjoy the benefits of a more diverse management team: many initiatives but little to show for them, often resulting in despondency and fatalism.
As a result of our research, we have developed a whole new area of activities aimed at increasing gender diversity by working with women in corporate environments and their companies. What we offer here is our consulting offer to reap the benefits from gender diversity in companies:
- Quantifying the opportunity of Gender Diversity
- Delivering early success and learning from pilots
- Embedding Gender Diversity across the organisation
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