As organizations evaluate programs that support profitable growth, “diversity and inclusion of women in leadership roles” are paramount to success. As we know, great hiring strategy can only succeed upon a well-thought-out formula to achieve goals in diversity.
A survey of more than three thousand women in KPMG’s 2015 Women’s Leadership Study sought to “uncover which characteristics are associated with leadership, examine who influenced the women in learning about applying business leadership; and discover concrete ways to help more women move forward into leadership roles.” By identifying foundations by which women rise to leadership, the study hopes to provide actionable items organizations can leverage to support women in reaching their potential.
The survey demonstrates several pillars of leadership success for women including ambition, confidence, and connections; however, for some women, caution creates a roadblock in taking steps toward assuming certain roles. Although caution may be considered by some as a stereotypically female trait, it can also lead to admirable qualities in leadership such as inclusion. Women tend to be more focused on teamwork which encourages less of a command and control approach. This is likely to be inspirational in forming cultural norms within an organization and supportive of the need for effective modeling.
In terms of actionable items, KPMG emphasizes: “to empower more women to reach the highest ranks, we must focus on three key areas: socializing leadership early in life, modeling leadership and building confidence through role model and networking, and providing or enhancing corporate development programs that move women forward.”
These sentiments were echoed recently at the “Fortune Most Powerful Women Next Gen Summit” where professionals from Heidrick and Struggles, Toyota, and Facebook share similar thoughts on attracting and retaining high caliber professional women. Fortune’s Kristen Bellstrom sums up key points from the round table discussion in “4 Ways U.S. Companies Can Go from a “C-” to an “A” in Hiring Women” where you can learn more about each of the following panelist suggestions.
- “Interview diverse candidates.”
- “Introduce candidates to role models.”
- “Implement policies that benefit family.”
As companies continue to strengthen their commitment to support women in leadership, women need to do their part by being themselves – empowered, driven by values, taking ownership of their success and by disallowing false assumptions regarding gender limitations on what they can accomplish.
Sources: KPMG Women’s Leadership Study & 4 Ways U.S. Companies Can Go from a “C-” to an “A” in H…