![]() Male workers of course have this ability too, but women model it in a unique way. Women are more inclined to listen and empathise. A female role model literally models for other women the impact that feminine energy has and what it can bring to business. Role models are in essence career motivators, people who have succeeded in a particular career and now serve as role-models to those currently treading that same path. When a young woman in the workplace sees someone like her thriving and making it to a leadership role, she's more likely to believe in herself and succeed. This leads me to the ultimate solution to any problem facing corporate women today, and that is the power of female role models! A recent study found that 89% of women would set more ambitious life goals in the presence of women they admire than if they planned out their goals by themselves. When women in any organization feel excluded, it results in lower job satisfaction, reduced work efforts and productivity, depression, and therefore greater incentive to leave. Studies show that men in senior roles often promote their male counterparts that belong to the same network as them - There we go, the boys club! Many career growth opportunities also stem from internal networking activities. As a result, female employees with these attributes might be passed up for a promotion. For example, when women voice their concerns during meetings, they can be seen as strong, assertive and “aggressive”, while men with the same qualities are often seen as confident. Why aren't more women in senior positions then? One of the many theories is due to gender bias. According to a report by McKinsey & Company (2019), if women are promoted to first-time managers at the same rate as men, there will be one million more women in corporate management positions over the next five years. Unfortunately, in today’s corporate world, it is still a boys club.ĭespite the admirable desire of most determined career women to become top leaders and ultimately successful role models in their field, they are still not provided with the required visibility, necessary opportunities and international experience that give them access to well-paying and better exposed jobs. The idea is, if there were more women in leadership roles mentoring younger women, the more women would be motivated and empowered to move up the ranks. ![]() Welcome back to the final blog series on why aren’ there more women in corporate leadership roles? The final challenge examines the connection between the lack of women in corporate leadership roles and not having enough female role-models in the first place. Challenge #3 The need for more female role-models in top corporate roles ![]()
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