What are the meaningful ways that women and gender-diverse individuals can be hired and authentically included in a company’s leadership?
What does ambition mean to you? Do we define success the same for both men and women? In episode 4, we discuss how ambition doesn't favour any particular gender and how you can support gender initiatives in your career and leadership positions. INSEAD is committed to developing the next generation of global leaders who will change the world with initiatives such as the Force for Good Campaign and the INSEAD Gender Initiative. Find out what the next generation of leaders can do to facilitate women’s success in business? Joining us in Episode #4:
What does ambition mean to you? Do we define success the same for both men and women? Find out how our alumni found common ground and an equal footing to soar; and discover a place that encourages your ideas, supports your ambitions and brings out the best in you. INSEAD celebrates ambitious people who place no limits on the size of their dreams and dare to push beyond barriers to conquer obstacles in their lives.
In middle management, women represent 50% and yet, less than 10% cent are in C-suite roles. So what’s stopping women from stepping up and taking on more roles in senior management? Articles and research papers by INSEAD and other institutions reveal the challenges women face at their workplace, and what both organisations and women themselves can do to make leadership opportunities available to all genders. INSEAD staff and alumni also share their views and experiences on the issue.
The Women in Business Club aims to support gender diversity in the workforce by raising awareness of gender-related issues and by providing a networking platform for women and men who want to create more inclusive work spaces.
Men can play a big role in eliminating gender inequality.
Neha Mehta Country Manager Schlumberger INSEAD Executive MBA "Perhaps we don't verbalise enough what we do and what we do well and how we fill our day, what have we achieved in the last five or 10 or 15 years. It's because of the unconscious bias that we have been living in. It's not something that will go away tomorrow, unfortunately, but it is very important to acknowledge it.
Erin Gainer Chair of the Board at HRA Pharma PhD in Epidemiology INSEAD Executive MBA "I have been asked by my company's founder to step up as CEO in the context of a succession plan, and of course it’s the kind of opportunity you can’t refuse.
Women are not a common sight in most executive suites. The number of females in C-level positions is surprisingly low. The problem is compounded by the fact that women rarely hold the roles that lead to the executive suite – even though research has shown that when women participate in leadership, companies tend to have better performance and return on investment. Yet, there are very few women in management roles, and the number of female managers decreases the further up the hierarchy you go.
In the global conversation about gender balance, it’s heartening to see that men are stepping forward as allies offering their support and backing their convictions with solid action. The number of women in the corporate and industrial workforces has risen exponentially over the last two generations, and it is expected to continue rising as longstanding cultural and social mores give way to a new order that values expertise over other demographic characteristics.