Promoting women into senior management

Promoting women into senior management

Promoting women into senior management

Is your organisation doing enough to promote women into senior management and leadership positions?

The advantages of eliminating the gender gap are obvious and well-rehearsed but are you aware that it may shortly become a compliance issue as well? Consultation has closed on the government’s proposals under the Equality Act 2010 for companies with more than 250 employees to publish data on their gender pay gap. Perhaps this will help strengthen your case in trying to do more for women in your organisation?

We’ve been pleased to have the opportunity to do a couple of pieces of work in this area recently. The London office of an international bank was concerned that they were not getting enough women into senior positions. They established an internal women’s network to help deal with the issue and got us to come in to deliver a series of group coaching sessions to hep those in the network progress to the next step up the ladder. Our Coaching Practice Director, Elizabeth Crosse, in tandem with one of our other very experienced coaches, Janet Waters, did a sterling job for them.

And now we are delivering a series of bite-sized for the women’s network of an international property company, also based in London and grappling with the same issues. The sessions – delivered by two of our expert trainers, Justine Ballard and Rosanne Bernard – focus on presence, communication skills and career development and are being very well received.

I hope these two examples help show the ways in which we could support your efforts to get more women into senior positions. Whether you’re looking for training, coaching, facilitation of internal networks, or mentoring for women in the boardroom (a specialism of one of our corporate governance consultants,Samantha Griffiths), there are numerous ways in which we can contribute.
 

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