Gender Diversity is an ongoing conversation we’re having at MomWarrior™.
Take this into consideration*: According to the latest annual U.S. Department of Labor statistics, 57% of women participate in the labor force, and of those women, 70% have children under the age of 18. Many of the women (43%) work full-time.
In 2017, the number of women CEOs in Fortune 500 companies increased 21 to 32; despite this increase, the total percentage of female CEOs remains miniscule (improving from 4% to 6%). And, with Indra Nooyi stepping down as the CEO of PepsiCo., there is only one woman of color in this pool of CEOs: Geisha Williams, President & CEO of PG&E.
Many companies (53%) have also increased the number of women on their boards, increasing representation from 21% in 2017 from 15% in 2011 when this information was first tracked.
An article from August 2018 in Forbes states that “the idea that having a couple of women in leadership equals gender diversity is a problem that goes far beyond social justice. Research has shown over and over again that having more women in leadership has significant business benefits. We found that organizations with women holding at least 30% of leadership roles are 1.4 times more likely to have sustained, profitable growth.”
The research and the stats are there. But how much is really being done to bridge this gap? Is this merely becoming a “check-the-box” exercise, or is it being integrated into the overall culture and strategic plans within organizations?
(*excerpt from ‘State of Gender Equality in the Workplace’ study from Fairygodboss.com)