Women_in_the_Workplace_2020 power of parity_full report_september 2015Aon’s Assessment and recent reports find that by 2025, gender parity could add $12 trillion to the world economy. In the U.S. alone, as of 2010, 47 percent of the nation’s labor force was female. Across the globe, it’s slightly lower at nearly 40 percent, according to the World Bank. While equality is crucial across all levels in a company, it’s particularly important within the C-suite. Studies have shown that companies with greater gender diversity in leadership roles tend to be more profitable.

Strategies for Women’s Economic Impact and Empowerment: Journey to the C-Suite,

A Science-Based Approach to achieving and maximizing your performance as a leader.

Executive and Business Coaching Leadership Development to Reach Your Potential

Research Data Analysis

Abstract: In the United States, gender equity and representation are critical issues. Previous research is limited in its development of specific strategies focused on the transformational process required to obtain executive and senior leadership roles. The specific problem is that the strategies are not known, readily available, or in use to fundamentally change the career trajectory of executive women. A qualitative exploratory case study approach was used to investigate the strategies used by women chief officers. The case study was triangulated with three data sources: semi-structured interviews, various related documents (participant resumes, company job descriptions, succession planning tools) and direct observations. The research questions were designed to investigate the perceptions of chief officers regarding strategies used in their career and filling the talent pipeline. The findings are important to the future development of executive women and organizational development. Four themes emerged from data analysis and are formulate four Pillars of Success.

Conclusion…The findings in the research conducted by Dr. Vivian Smith-Del Toro indicate that women executives must be intentional, build a strategic leadership and personal development plan. Succession planning and the executive development process specially designed to facilitate gender representation must be included in an organization’s strategic business plan. Research conducted by (Schellenberg, Krauss and Hättich, 2016) confirmed that the overall assumption of more beneficial consequences (for both genders) for “upward mobility”, followed by “fluctuating patterns”, whereas changing patterns such as “downward” and “horizontal changes” show negative effects. In conclusion the study shows that for career counseling practice it is important to look into the future and talk about long-term perspectives. Executive Coaching or career counseling will have a profound impact on the 20,000 women executives that participate in The C-Suite Paradigm Project over the next 10 years.

 
Schellenberg, C., Krauss, A., Hättich, A. et al. Occupational career patterns over 30 years: predictors and outcomes. Empirical Res Voc Ed Train 8, 15 (2016).