Aspire Specialism in Women Leaders
Over the past 5 years we have developed a high level of knowledge, expertise and information on working with women in leadership positions.
Samantha Collins on ‘What makes a successful female leader?’: CNN October 2007
Many of the barriers (real and perceived) to women’s advancement in the workplace have already been well documented yet there is still a worldwide significant lack of women at senior levels and 30 years of diversity policies that have had a limited affect. The time for new approaches is clear and whilst conventional coaching and leadership development applies to both women and men, at Aspire, we believe there is a case for a new kind of specific leadership development for women READ MORE...
The Business Case for Female Retention
Talent Pool
Leadership talent is critical and scarce and organisations cannot afford to under utilise any segment of the talent pool.
Over the next 10 years, women will make up 80% of the growth of the UK labour market and organisations need a clear strategy to attract & retain women.
Cost Savings
50% of graduates entering the workforce are women & 10% of executives are women.
Most women are not leaving to raise families; they weigh their options in the organisational culture and often find them wanting.
This loss of talent represents reduced competitiveness, huge costs, loss of creativity, growth and performance.
Good for Business
Catalyst (2003): "women on corporate boards is good for business" & Catalyst (2004) found that companies with women on the board financially outperformed those without women on the board.
Making a Difference
In our last 3 years of research, women cite ‘Making a Difference’ as their number 1 driver* in satisfaction at work and in their careers.
We work with women leaders who want to create change for themselves, their teams, their organisations and the world.
*Source: Aspire 2004 - 2006 Survey of 500 Executive Women
Women Sometimes have Different Needs to Men
91% of women believe women have different leadership styles to men*. Women still often have different and additional pressures at work: Work-Life Balance and Career vs. Family is still the top workplace issue for a third of women*.
*Source: Aspire 2006 Survey of 500 Executive Women
Over the past 5 years we have developed a high level of knowledge, expertise and information on working with women in leadership positions.
Samantha Collins on ‘What makes a successful female leader?’: CNN October 2007
Many of the barriers (real and perceived) to women’s advancement in the workplace have already been well documented yet there is still a worldwide significant lack of women at senior levels and 30 years of diversity policies that have had a limited affect. The time for new approaches is clear and whilst conventional coaching and leadership development applies to both women and men, at Aspire, we believe there is a case for a new kind of specific leadership development for women READ MORE...
The Business Case for Female Retention
Talent Pool
Leadership talent is critical and scarce and organisations cannot afford to under utilise any segment of the talent pool.
Over the next 10 years, women will make up 80% of the growth of the UK labour market and organisations need a clear strategy to attract & retain women.
Cost Savings
50% of graduates entering the workforce are women & 10% of executives are women.
Most women are not leaving to raise families; they weigh their options in the organisational culture and often find them wanting.
This loss of talent represents reduced competitiveness, huge costs, loss of creativity, growth and performance.
Good for Business
Catalyst (2003): "women on corporate boards is good for business" & Catalyst (2004) found that companies with women on the board financially outperformed those without women on the board.
Making a Difference
In our last 3 years of research, women cite ‘Making a Difference’ as their number 1 driver* in satisfaction at work and in their careers.
We work with women leaders who want to create change for themselves, their teams, their organisations and the world.
*Source: Aspire 2004 - 2006 Survey of 500 Executive Women
Women Sometimes have Different Needs to Men
91% of women believe women have different leadership styles to men*. Women still often have different and additional pressures at work: Work-Life Balance and Career vs. Family is still the top workplace issue for a third of women*.
*Source: Aspire 2006 Survey of 500 Executive Women
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