6 Ways to Advance Gender Equality in the C-Suite - Workology

6 Ways to Advance Gender Equality in the C-Suite - Workology 6 Ways to Advance Gender Equality in the C-Suite This blog first appeared on The Economist’s Executive Education blog  here. The author,  Kate Rodriguez    is a former senior career search researcher and government analyst who covers career development and higher education marketing for The Economist Careers Network. In 2016 top management still looks old-school. Despite research showing that professional women have the same leadership aspirations as men and plenty of evidence that  companies with female CEOs outperform  those led by men, only five percent of SP 500 companies’ CEO slots are, in fact, filled by women. When it comes to gender equality in the C-suite, the gap between vision and action is wide. In an October 2015 study sponsored by Weber Shandwick and KRC Research and conducted by the Economist Intelligence Unit, 73 percent of global senior executives surveyed believe that women will occupy an equal share of C-level jobs in multinational firms by 2030. Yet only 39 percent of these same executives ranked gender equality as a top-ten business priority, and only half admitted they have established goals to get there. 6 Ways to Advance Gender Equality in the C-Suite What to do? The way forward (or upward) is not easy, nor will it happen overnight, but organisations could make significant progress toward promoting women into the highest levels of business by focusing on these six areas: 1. Understanding the Problem In the case of gender equality in the workplace, many organizational leaders don’t yet appreciate the extent that business structures and attitudes work against women attempting to climb the ladder. “They have to see from top management down that the system favors men over women,” says Diana Bilimoria, KeyBank endowed professor of organisational behaviour and director of the  Women in Leadership programmes  at Weatherhead School of Management, Case Western Reserve University. She stresses that the bias toward valuing men’s contributions at work more than women’s is subtle and implicit, and that awareness is the best way to guard against it. Weatherhead’s executive education programmes for emerging and current women leaders help them understand the system and how to overcome it. Others do the same. “We call out and identify the things that women do that put them at a disadvantage, like not taking risks and not showing confidence,” explains Elana Weinstein, programme director at Athena Leadership Center at Barnard College and co-director of  Women in Leadership: Expanding Influence and Leading Change. The programme is a joint venture between Barnard and the Columbia Business School and is aimed at mid-level female professionals poised to take on higher roles. 2. Action From Top and Bottom Bilimoria believes that only a CEO-lead effort to change the organisation to a gender equal one will be effective: “It should be like introducing any transformational management approach, such as TQM or lean manufacturing.” Weinstein agrees that CEO’s must be fully committed and make parity a priority, but underscores the importance of ground-up pressure, too. Policy changes that facilitate equal opportunities for women leaders can also be pushed, for example, by employee groups, affinity networks and even clients. To give female leaders the skills to push for these changes at an individual level, Columbia’s programme coaches them on the power of strategic networking and on the importance of storytelling, or how to communicate and pitch ideas in a compelling way. 3. Applying the Right Resources Weinstein cites Google as one company that’s leveling the playing field for women. Google has empowered its leaders to offer tours of duty (limited employment tenures) to the most promising hires. Although that means losing some female leaders, it helps the company attract some of the best ones and prepares these women for greater leadership roles elsewhere. Bilimoria believes a targeted infusion of resources is what makes the National Science Foundation’s Advance Programme a model of gender equity for others to follow. The programme promotes women working in academic STEM careers through a multi-level strategy that addresses everything from university recruitment procedures and flexible career policies to career support programmes for women. 4. Mentoring, But Seriously Informal mentoring is most effective, according to Weinstein, because the pairing methodology of formal mentoring programmes often fails to create good partnerships. In Bilimoria’s experience formal mentoring initiatives by companies fizzle out unless they are administered well â€" mentor-mentee pairs need to fit well together, and both sides need to be held accountable for the progress made. 5. Making Pay Transparent One way to chip away at workplace gender inequality is to make employee pay rates an open book. According to Bilimoria, silence about salaries creates a breeding ground for bias, and she advocates that organisations conduct salary analyses to reveal inconsistencies. Weinstein agrees, and is also hopeful that the initiative by U.S. President Obama requiring federal contractors to file employee salary data with the government will encourage companies to move toward transparency. 6. Moving More Women into Line Management Rita McGrath, associate professor of management at Columbia Business School and co-director of the  Women in Leadership programme, argues that an important factor in getting women to the top is encouraging more into line management positions and away from “female-only ghettos” like HR and legal counsel. Concentrating on women in line jobs, Weatherhead has launched leadership labs for high-potential women in STEM and manufacturing careers, where they continue to be underrepresented at all levels. Demographics will also play an indirect role in making gender equality in the C-suite a reality. McGrath believes that as baby boomers retire and millennial take their places, management priorities will shift to reflect millennials’ values around work culture â€" particularly their desire to work for people-focused organisations. Hopefully, it will help speed up the pace of a change long overdue.

An Easy Guide to Writing Your Resume with Substance - Hallie Crawford

An Easy Guide to Writing Your Resume with Substance Your resume is one of your best advertising instruments. It speaks to you as an expert: your achievements and what you can give an association. Notwithstanding, it tends to be difficult to limit your experience down to only a couple of pages. Here is a manual for keeping it quick and painless without yielding substance. (To discover how your resume has the right stuff, look at our brisk Resume Quiz!) Set up an ace report. Prior to beginning your resume, it's useful to make an ace record with the entirety of your training, past experience, abilities, and achievements. Record all that you can consider, don't forget about anything. This is like an achievements archive, however this report ought to contain a running rundown of everything in your vocation. It's smarter to utilize this record to see yourself on paper before you begin making your resume. Make an ace duplicate. While we prescribe fitting your resume to each activity position you apply for, it's useful to make an ace duplicate of your resume. Making a base report will permit you to rapidly make changes as opposed to beginning without any preparation each time. To begin with, figure out what sort of resume group is best for you as an expert. On the off chance that you are going after positions in a similar industry you as of now are working in, an ordered resume may be ideal. On the off chance that you are hoping to change to an alternate industry, think about a practical resume. Set up the report, remembering that the initial segment of your resume should catch the eye of an employing chief. You might need to specify instruction or preparing you have gotten in your profile outline. This will permit you to tailor your resume for explicit employment positions all the more without any problem Abstain from summing up. Abstain from utilizing general expressions or proclamations that you may discover in layout resumes. Rather, express your experience and achievements with quantifiable outcomes. For instance, attempt to incorporate activity action words to discuss your abilities. For instance, supplant this general expression Experienced in PC programming with Prepared group in cutting edge PC programming, increasing a 20% expansion in general profitability. Utilizing activity action words and quantifiable outcomes will help arouse the curiosity of the employing supervisor. Ensure it's important and watchword explicit. So as to ensure the data is pertinent, consider the activity posting. What is the association explicitly searching for? Next, check your base report and figure out what instruction, past experience, and achievements would make you stand apart for this position. At that point pick the ones that best speak to you as of right now. What catchphrases has the posting utilized? Make a point to remember them for your resume alongside a guide to show how you have utilized that catchphrase effectively in your vocation. While you would prefer not to over decorate or lie on your resume, discover the connection between your abilities and what the association is searching for. This will permit you to compose a resume that has genuine substance that will make your resume stand apart from the rest. Composing a resume with substance can be testing, so we are here to help! Our resume journalists don't utilize any layouts, so each resume is remarkable. For more data about how we can support you and your resume stand apart from the group, visit our Resume Services page.

Social Recruiting Is Staying Strong

Social Recruiting Is Staying Strong Social enlisting, utilizing informal communities to source and recruit ability, isnt new and it isnt leaving. To comprehend what enrollment specialists and HR experts are never helping to individuals for openings, you simply need to take a gander at the most current Jobvite study. Who Was Surveyed Jobvite studied 1,855 enlisting and human asset experts in August of 2014. This is the seventh year the examination has been directed. They picked a cross segment of experts from different ventures, the two clients and non-clients of the Jobvite social selecting programming. Utilization of Social Networks Growing(oops) From 78% in 2008 to 93% in 2014, that is the percent of enrollment specialists/HR experts utilizing informal organizations to source ability. In a couple of brief years, this has become 15%! The uh oh is the way that last year (2013) 94% said they were utilizing interpersonal organizations to enlist. Not a major slip, however I needed to toss that in there. Snap here to see the full INFOGRAPHIC What Are Recruiters Looking For? Enrollment specialists were approached what they were searching for when looking at competitors on two of the more well known informal communities (LinkedIn and Facebook) . Heres what they assessed: Proficient experience Length of expert residency Industry-related posts Common associations Explicit hard aptitudes Social fit Instances of composed or configuration work Social Recruiting Is Growing Because It Works! 73% of spotters reviewed said they have recruited applicants found through informal organizations. Of the 73%, this is the place they employed from: LinkedIn 79% Facebook 26% Twitter 14% Competitor blog 7% Quantifiable profit The explanation social enlisting isnt leaving is on the grounds that it is compelling! The information represents itself! For scouts who employed utilizing social selecting, they announced the accompanying upgrades: Nature of applicants 44% Amount of applicants 44% Time-to-employ 34% Worker referrals 30% Stressed Over Your Online Presence? Dont stress, assess it and fix it! Google yourself and ensure everything that appears in page one list items is sure. Cautiously survey your announcements and social profiles to perceive what is perceptible publically. It is never sheltered to accept that anything you share is private or among your companions as it were. Trust me on this. Post nothing to online life that you would humiliated by! Spelling and language are significant! Dont disregard that little detail. 55% of selection representatives have reevaluated an up-and-comer dependent on these negative discoveries. Prepared, Set, Get Social! Truly, youre persuaded this is significant. Go spiff up your LinkedIn profile. All the more significantly, USE LinkedIn. Is Your LinkedIn Profile Awesome? (includes a 20 point agenda of intentions for improve your profile) 10 LinkedIn Status Updates for Job Seekers and that's only the tip of the iceberg! All picture credit to Jobvite

3 Situations When Its OK to Say No to Your Boss

3 Situations When It's OK to Say No to Your Boss 3 Situations When It's OK to Say No to Your Boss Regardless of whether you have an extraordinary chief or an excessively requesting one, you'll no doubt land in a situation where you're approached to accomplish something you would prefer not to do. Possibly your director will request that you tackle a modest managerial errand you feel is underneath you. Or then again perhaps you'll be called to a gathering you want to join in. Disapproving of your manager is not really simple, and regularly, it really isn't justified. All things considered, in light of the fact that you hate doing desk work doesn't give you the option to keep away from it. And keeping in mind that you should seriously think about gatherings a drag, that doesn't let you free, participation savvy. In any case, there are a few circumstances where saying no is completely sensible. Here are only a couple. We as a whole work late every once in a while, and a considerable lot of us work late as a rule. On the off chance that the last is a typical practice at your organization, you'll likely make some hard memories saying no more often than not. Be that as it may, that doesn't mean you can't ever push back. Eventually, your director needs to understand that you're an individual with duties, commitments and interests outside of the workplace. Furthermore, in case you're never allowed to be an individual, you're going to wear out rapidly. So if your supervisor demands that you remain late for what will wind up being the fourth or fifth night straight, courteously yet immovably clarify that you have individual things to keep an eye on that you can not, at this point put off, and since you've spent the better piece of the week working late, you need a night to yourself. Any sensible chief will comprehend where you're coming from. What's more, if yours doesn't, it might be an indication that it's an ideal opportunity to get another line of work. It really is great to be occupied busy working, since it implies that your organization unmistakably needs you around. In any case, there comes a moment that you can indeed deal with a limited amount of a very remarkable burden, so if your supervisor requests that you tackle another task and you're as of now checking in 50 hours per week or more, you shouldn't spare a moment to consciously decay. On the off chance that you disclose to your supervisor that your general execution will endure in case you're compelled to extended yourself excessively far, with any karma, they will comprehend. Also, if not, have a go at covering a no with a substitute proposition along the lines of, Which of my present assignments would you like me to empty to take on this new one? There's a contrast between browsing your email now and then while away and going through hours at your PC during what should be an excursion week. On the off chance that your manager demands that you do the last mentioned, you reserve each privilege to cannot - politely, obviously. Odds are, you've paid an incredible premium to escape, and as long as you tried to handle your squeezing activities and train a reinforcement before taking off of the workplace, you reserve each option to appreciate that excursion without limit, without interferences. On the off chance that your manager isn't the conscious kind and demands that you hop in on a given assignment, you can generally play the patchy web card. Simply make a point to remain off online life so your administrator doesn't discover and challenge your blustering. It's normal to need to satisfy your chief, yet the exact opposite thing you need to do is chance your own life and rational soundness with an end goal to help your notoriety. So in the event that you happen to land in any of the above situations, don't be modest about supporting yourself. You may come to find that it really helps your profession over the long haul. This article was initially distributed by The Motley Fool . Republished with authorization.