Editor’s Note: This post is by Paul Slezak, Cofounder and CEO of RecruitLoop – the World’s largest marketplace of expert Recruiters and Sourcers available on-demand.
Despite a decade of research highlighting the accomplishments of women in leadership roles, gender diversity in corporate America remains woefully imbalanced.
While many enterprises have invested in inclusion initiatives, decades of change programs have yielded few results. Existing inclusion programs have yielded little more than positive media. Any improvements have been marginal at best. According to research, systematic gender bias starts early in women’s careers and worsens as they ascend the corporate ladder.
So, what is the disconnect between inclusion initiatives and meaningful results? There’s been little progress across the corporate landscape over the last two decades. Working environments across the continuum of industries continue to cater to males, as well do work salaries. Take Marketing, for example, where males earn an average of $62,560 per year while women earn a sizeable 12% less.
These conditions left many female professionals feeling out of place in the work environment. To elicit change, business leaders must take aim at the entrenched norms embedded in America’s corporate culture.
Many women are predisposed to share accomplishments. This can place them at a disadvantage; in a traditional competitive workplace, sharing achievements can diminish the role that women have made toward achieving organizational objectives.
Despite this circumstance, this characteristic is vital to foster the kind of collaborative work environment needed to help enterprises thrive in the modern, competitive marketplace.
To learn more about the challenges faced by women in corporate America, check out the following infographic by our friends at the Ohio University Online Master’s of Business Administration program.
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