Bridge the Gap: The Rise of Women in Executive Leadership

The glass ceiling remains mostly unshattered, but the cracks are spreading. In 2015, the New York Times revealed a startling truth: there were more CEOs named John than female CEOs in the Fortune 500. Fast forward to today, nearly 10 years later, and we are still grappling with the same landscape. A recent e.l.f. Cosmetics campaign launched earlier this year, "Change the Board Game," exposed the still shocking reality: more corporate board seats are occupied by men named Dick than women. It's time to rewrite this narrative.

Progress, But Not Victory

Globally, women comprise 47% of the workforce, and their inclusion in executive circles can drive innovation, improve decision-making, and boost business performance. In the US, female CEOs now outnumber those with any single male name among S&P 500 companies. Canada has made strides too, with 20% of top publicly traded companies led by women and 97 of those companies boasting over 30% female executive representation.

Yet, women hold only one-fifth of Canada's 18,000 board seats, and 25% in the US. 

The Obstacles

Why is this the case? Here are just a few of the many obstacles: 

1. Unconscious Bias: C-suites failing to see their collective and organizational biases holding back diverse perspectives.

2. Lack of Opportunity: Women often lack sponsorship, getting stuck in mid-level managerial positions where access to profit/loss and other c-level qualifiers are limited.

3. Systemic Barriers: Outdated work schedules, a culture of overwork, and societal expectations stifle women's professional advancement.

It's Time for Change

If your organization genuinely wants to shatter the glass ceiling, here’s where you can start:

1. Confront biases and create a customized plan to overcome them

2. Develop diverse talent through targeted coaching and training

3. Redefine leadership to include diverse perspectives

Take action. 

Connect with me to assess your organization's unique barriers, co-create a diverse leadership strategy and talent pipeline, and empower women to lead. 

Do you have women in your C-suite? Let's build better tables, better leaders, and better business together. The future of business is diverse.