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Women in business have long held fewer C-suite positions than their male counterparts. Many companies today are making an active effort to change that trend, seeking to leverage the unique perspectives of female leaders.
To help organizations looking to attract and retain women in C-suite roles, 20 members of Forbes Human Resources Council share their expert insights. Whether it's offering coaching opportunities or prioritizing inclusive work policies, implementing these strategies can support female leaders and help them advance in their careers.
1. Help Women Move Past The 'Frozen Middle'
Prioritize building leaders from within. Many women become stuck in the “frozen middle” when work and personal responsibilities accelerate exponentially, often at the cost of their growth and wellness. Development programs focused on women’s unique experiences at this career stage will foster a community of high-performing women leaders and allies who become the organization’s culture carriers. - Sherika Ekpo, Shaw Ekpo Enterprises (SEE)
2. Encourage Men To Become Active Allies
Supporting an opportunity for women is actually the role men should play. Men must go beyond simply being aware of the unique challenges women face. Participate and take ownership of women’s advancement. Actively support female colleagues. Break down barriers to women’s growth. Becoming partners and allies is both a moral imperative and a vital way to enhance organizational performance and value. - Barry Asin, Staffing Industry Analysts (SIA)
3. Intentionally Hire And Coach Women
Ensure that the talent acquisition team has a clear written mandate for the percentage of women and diversity hires. Then, provide the hires six months of executive coaching so that they can assimilate fast and add value, thus enhancing retention. - Sanjay Sathe, SucceedSmart Inc
4. Combat Toxic Narratives
Toxic narratives, such as impostor syndrome, can hinder the progress of women leaders within a corporate setting. Organizations should create a supportive environment that recognizes achievements and fosters confidence. When was the last time a seminar on overcoming impostor syndrome was recommended to a male executive? - Jamie Savage, The Leadership Agency
5. Establish Supportive Work Policies
Companies must establish or update policies to support women throughout their career and life. Women must be supported without facing passive-aggressive behaviors or microaggressions when they practice work-life balance and take advantage of policies. An organization's actions must align with its words, or retention will be a challenge, even with the most robust programs. - Laura Giangiuli, CALIBRE Systems, Inc.
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6. Offer Mentorship Programs
Mentorship programs are extremely effective in creating succession and allowing experienced C-suite women to be in a position where they can use their foresight and experience to prepare more women for the roles at this level. A mentorship program says that the organization sees the support and development of women as a priority. - Tiersa Smith-Hall, Impactful Imprints, Training & Consulting
7. Provide Equal Access To Opportunity
Fundamentally shift the corporate culture to one that not only values diversity in its leadership but also actively supports and champions it. This means going beyond mere representation and ensuring that women in leadership positions have the same access to opportunities, support and resources as their male counterparts. - Kyle Samuels, Creative Talent Endeavors
8. Prioritize Coaching And Well-Being
Offer coaching to enable retention and prioritize the well-being of women in C-suite roles. Coaching should be part of every executive's role and offer package. Not only is it a valuable benefit to the new executive, it is also a critical element to their success. By sponsoring an executive coach, an organization demonstrates its investment and commitment to that success. - Lindsey Garito, Westchester Country Club
9. Create Networking Opportunities
Establish an informal women's networking program. By creating a "chat" board for women, various topics can be discussed in a social media-type forum. Quarterly well-being events featuring activities chosen by the group (such as book clubs and chunky blanket knitting) foster connections, offer guidance and build a supportive community, enriching both career development and holistic well-being. - Liz Corey, Velosio
10. Practice Pay Transparency
Pay transparency benefits all workers and can help attract and retain women in the C-suite by closing the pay gap. Employers who prioritize pay transparency are taking steps to ensure all women are being paid fairly, based on their experience, performance and contributions. Women at all levels are more likely to stick around and grow with the organization when they feel valued. - Lynne Marie Finn, Broadleaf Results
11. Have Senior Leaders Advocate
Formalize policies for senior leaders to advocate for the women on their team. Organizational leaders need to work deliberately to propel and keep women in the C-suite. This can be done through mentorship and sponsorship, tapping women for stretch assignments and highly visible projects and advocating for promotions and flexible work arrangements that help women succeed on their terms. - Casey Huebsch, South End Partners
12. Partner With Strategic Headhunters
Partnering with a trusted talent acquisition partner who truly understands the impetus to recruit and retain talented female leaders will open businesses up to a wider and more varied pool of candidates; strategic headhunters will proactively target diverse profiles. - Alex Gillespie, Gillespie Manners
13. Promote An Inclusive Culture
To retain women in C-suite roles and enhance holistic well-being, companies should develop tailored mentorship and sponsorship programs that address unique career challenges and support work-life balance. Additionally, promoting an inclusive culture through flexible work policies and wellness initiatives can significantly improve retention and job satisfaction for all employees. - Amit Sahoo, Narwal
14. Ask What Your Women Employees Need
Regularly ask what employees need to feel more supported and balanced, and find ways to deliver those benefits. Flexible work, remote work, mental health benefits and mentorship—these are all key supporters of women leaders and, frankly, all employees. But taking the next step to understand the unique needs of your workforce will help you adapt those policies to your teams and business. - Ursula Mead, InHerSight
15. Implement A 'Well-Being Scorecard'
Incorporate a "well-being scorecard" to regularly assess the physical, mental, emotional and social health of women. This can guide the development of targeted well-being initiatives based on employees' scores and needs. It showcases commitment to employee health and can drive retention of women in the C-suite by prioritizing their well-being. - Katrina Jones, Acacia Network
16. Give Women A Voice And An Avenue
Make sure you give women a voice and an avenue in your organization. If you want to enhance retention rates, look at what keeps employees happy beyond the salary and benefits packages. For women in leadership, that is the confidence of their executive team, a supportive manager, an opportunity to bring their whole selves to work, to take risks, to be heard and to be fairly rewarded. - Nakisha Dixon, Vercara
17. Internally Identify Talented Women
One effective strategy is to internally identify talented women—not just from the first level, but from the second and third levels as well. This will help to broaden your talent pool. Evaluate these candidates not only for existing leadership skills but, crucially, for their leadership potential. Providing these women with the necessary tools and knowledge to advance ensures retention and promotes well-being across the board. - Shiran Danoch, Informed Decisions
18. Create C-Suite Sponsorship Programs
Create sponsorship programs with active C-suite involvement. In sponsorship programs, senior leaders should commit to: 1. using their influence and networks to actively open doors and create visibility for high-potential women, 2. publicly advocating for their sponsored employees (protégés), 3. providing direct opportunities for the protégé to gain exposure and advance within the organization. - Raunak Bhandari, Google Asia Pacific
19. Make Wellness Part Of Your Compensation Package
Add psychological and well-being wages to your compensation package. Explicitly lay out what dollar investment you will make in strengthening and developing the well-being of individual current and prospective team members. Offer talent an opportunity to customize this offering before they start and refresh it during the annual review time. - Michael D. Brown, Global Recruiters of Buckhead
20. Treat Everyone As Human Beings First
Express sincere interest in the challenges women may be experiencing and help them address or resolve those issues. We've found treating everyone as human beings first goes a long way in managing our desired company culture. - Shay Hurst, OncoHealth
