Aspire - Leadership for thr future

Do Women Need ‘Special Help’ to Reach the Senior Ranks?

At a time when many companies are finding themselves at a critical juncture in their efforts to both promote and achieve gender diversity, examples of real progress towards retaining top female talent and parity in the ranks of male and female executives are hard to find.

I would argue that there is a case for a specific kind of development for women, not because women need any kind of ‘special help’, but because research shows us that women and men have different needs in the workplace. Tailored programs that meet the needs of women provide the possibility of actually making a positive difference to the desire of women to want to reach the boardroom - the misconception is that women can’t make it to the boardroom when often they just don’t want to.

While most agree on the positive for reasons for retaining and advancing female talent, there is widespread disagreement as to ‘how’ this should be done. Much controversy lies with whether or not ‘women only’ development provides any real value in the mixed world of men and women.

What About Men . . . Aren’t the Issues the Same for Men and Women?

No, the issues are not the same for men and women. Some 91% of female business leaders believe women have different leadership styles compared to men, and they believe women have additional pressures at work (Aspire 2008, “Survey of Female Leaders”). While issues such as work/life balance are important for men, research suggests that work/life balance is a more acute issue for women, and it is one of the top reasons for women to leave an organization. Research also suggests that women approach their careers differently from men, network differently, promote their achievements less overtly, and have different communication and influencing styles. Such differences get “watered down” or go unaddressed in a more generic mixed gender coaching or training offering geared towards both men and women.

Aren’t the Men the Ones Who Need to Change? Why do the Women Need to Do All the Work?

To achieve greater gender diversity, the need for cultural change and for both men and women to work together more effectively is essential. Men must become more aware of the issues and become part of the solution for female advancement because development opportunities targeted towards women alone will not resolve the issue altogether. Changes in attitudes, expectations, business practices, and the creation of positive role models are all integral to the advancement of women to senior levels and to the organization’s overall diversity agenda. In practice, this means that any initiative focused on women needs to sit alongside complementary approaches for men and women.

What are Women Only Programs like?

Each program focuses on career advancement through the lens of personal and leadership development—skills such as presence and impact with clients, strategic planning, strengths based self awareness, assertive behavior, career and life planning — and their relation to business results. It also encourages women to apply their individual qualities and abilities to their work, which builds both confidence and the skills they need to take a less passive view of their present and future work lives. Participants also learn more about the organizational wide context in which they work so that they understand better the processes that affect them and are more alert to career opportunities. Ultimately, women take practical ideas and tools back into the organization and regular coaching approaches ensure accountability and follow-up as these new approaches are tried out in the “real world.”

Is a Women-Only Environment “Fake”?

It has been found that in single-sex settings, women feel more able to tackle issues that might be especially pertinent to them (such as work-home conflicts). Such topics rarely arise in mixed settings. Also, women tend to support each other through learning, all contributions are welcome, and consensus is sought. In contrast, mixed settings are more competitive. While these are advantages, women only programs do emphasize the need to move quickly from a women-only context once the initial confidence base of participants is established. After all, it is to a mixed work setting that the women will return.

What Other Companies Offer High Potential Women-Specific Approaches?

Many companies are implementing programs for women with great results. They include KPMG, Deutsche Bank, BDO Stoy Hayward, Vodafone, PWC, Goldman Sachs and many more. For example, PWC Women’s Leadership Program provided direct access to senior leadership coaching and mentoring, as well as dedicated time for senior level women to review career development. As a result, 20% of the women in the program made partner within one year. These companies offer women only programs as a complement to their other diversity initiatives so they form part of a wider cultural change agenda.

In conclusion, women-only programs are not a panacea for the lack of female executives. However, they do provide an opportunity for women to explore their career options in a program designed specifically for their needs. The purpose is not to focus on the plight of women workers and open up another arena for debate on women’s issues, but rather to inject a fresh, proactive mindset into what being successful truly means to today’s women, draw practical conclusions, and offer guidance, tips, and recommendations that participants can implement both now and in the future.

Posted by Dr Samantha Collins, CEO and founder of Aspire on Tuesday, December 01, 2009
Tags: retaining female talent, women-only programs, gender diversity