Lindsey has 20 years of experience in human resources and currently is Director of People & Culture for Westchester Country Club in Rye, NY.
Women climbing, holding hands
Mary Long - stock.adobe.comResearch consistently demonstrates that diverse leadership teams, inclusive of women, outperform homogeneous ones, as they can draw from a broader range of talents, ideas and insights. Despite recent progress over the years, women still remain underrepresented in leadership teams, holding only 28% of C-Suite roles. As managerial levels increase, the representation of women decreases.
Beyond the immediate benefits to organizations, women in executive roles serve as catalysts for change. Their presence challenges traditional gender norms, inspires future generations of women leaders, and contributes to breaking down systemic barriers to gender equality. By advocating for policies that promote gender diversity and inclusivity, women leaders not only advance their own careers but also pave the way for others to follow in their footsteps.
As an HR leader, I often emphasize the importance of having mentors and sponsors—people in executive roles with decision-making power. Women need people at this level of influence who will advocate for them to advance to leadership roles.
So how can we expand access to executive roles for women? I turned to members of the Women Executives Group, a community I lead within Forbes Human Resources Council, to share their top advice.
1. Work With Your HR Leaders
Those in leadership or powerful positions should continue to champion gender issues within the organization. Work with your HR teams and executive leadership to support initiatives that champion gender equity and leadership opportunities for all in the workplace. - Halai Shukran, Pluribus Digital
2. Create A Women-In-Leadership Curriculum
Create a women-in-leadership (WIL) curriculum that incorporates external and internal mentorship paths. This accelerates internal sponsorship and encourages external membership of professional organizations. As a result, women will hone their skills, increase their visibility, and push for leadership roles. - Kunbi Adeoti, Leadway Group
3. Be The Subject Matter Expert In Your Field
Focus on your learnings, seek support from mentors, and build your sponsors. In order to advance gender equity, build equity in your company, industry and the wider fraternity. Your knowledge, skills and brand define you and create or open a wide array of opportunities both internally as well as externally. - Hitashi Malik, Rasan
4. Participate In Industry Events
One strategy for women to prioritize advancing gender equity in executive leadership roles is to actively participate in industry conferences and events. Networking at these gatherings allows women to build connections and advocate for other women by referring them for various roles in their company. This helps create opportunities for women to enter leadership and contribute to gender equity. - Kimika Banfield, Arootah
5. Ask For Stretch Assignments
Managers, mentors and sponsors should identify and enable access to stretch assignments and projects that require women to develop new skills, adapt and grow. Stretch assignments are a powerful tool for the advancement of women because they provide real-world experience, expand a woman's network, enhance her visibility, build her confidence, and demonstrate potential for more significant roles. - Heide Abelli, SageX
6. Build A Diverse Network Of Mentors
Advancing gender equity in executive roles requires cultivating a diverse network of mentors and sponsors. Mentors offer guidance and skill development, while sponsors advocate for women’s advancement in leadership. This strategy helps women navigate career paths, access opportunities, and break through barriers like the “glass ceiling” and ascend. - Loren Rosario-Maldonado, Cultura, Inc.
7. Share Your Personal Journey
As leaders, active participation in mentorship, shadowing and engagement is essential. It goes beyond guiding mentees. We openly share our personal journey, providing insights into both the challenges and successes encountered. This collective effort contributes to a more inclusive and equitable landscape in executive leadership, creating opportunities for aspiring leaders to thrive. - Misha Ford, 3TG Staffing Solutions
8. Identify High-Potential Women In Your Organization
Identify high-potential women in your organization and provide them with targeted training and experience to expedite their professional development. This will speed up their career and allow them to compete for executive leadership roles sooner. Having more qualified women in the candidate pool for high-level positions will lead to greater gender equity in the workplace. - Lynne Marie Finn, Broadleaf Results
9. Advocate For Yourself
Self-advocacy is a key skill often downplayed by women, yet it's crucial for professional growth. It's more than speaking up—it's about confidently communicating our achievements and setting clear career goals. Realizing the importance of negotiating for deserved opportunities, resources and fair pay is vital. This skill enables us to assert our worth and shape our career path independently. - Rocki Howard, Diversiology.IO
10. Offer Strategic Feedback To Other Women
Be a sponsor, an advocate and a partner for other women in and out of rooms they may or may not be in. We may not always agree, and that is alright, but be strategic in how you present rebuttals and provide feedback to other women in spaces not exclusive to just women. Remember, strife among women and from executive leaders only perpetuates the gender inequities we are all trying to overcome. - Evelyn Reed, HR Jawn
11. Be The Bridge
Be the Bridge. If every woman decided to support other women with feedback, acknowledgment or encouragement, women would move forward in all places. Being in the minority and hesitant to gather, our approach to parity is prolonged. We need each other at every step. Once we recognize this and extend support to everyone, we will see all of us move. - Dr. Lisa Toppin, Input to Action
12. Involve Male Colleagues As Allies
Actively engaging male colleagues as allies in pursuit of gender equity can be a game-changer. Men can be influential advocates for change, helping to challenge and reshape the organizational culture and perceptions about gender roles in leadership. Their involvement helps influence policies for equality and creates a supportive environment for discussing and addressing gender issues. - Katrina Jones, Acacia Network
13. Create A Culture That Values Diversity
Implementing mentorship and sponsorship programs tailored to women is a critical strategy to achieve gender equity. These programs offer essential guidance, support and advocacy, empowering women to advance their careers. Equally important is cultivating an inclusive culture that recognizes and values diversity, creating an environment that enables women to excel in leadership roles. - Reema Akhtar, Seer Solutions
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
