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Outstanding Women in Leadership The American Psychological Association, 2023, shares with us that, "When women are empowered to lead, everyone benefits. Decades of studies have shown that women leaders help increase productivity, enhance collaboration, inspire organizational dedication, and improve fairness." Unfortunately, the fact remains that despite this, just under 11% of Fortune 500 companies are led by women. CBHA is proud to share that we see women. We recognize women for their strength, steadfastness, and individuality. Their commitment to work, creativity, innovation, family, and fairness. We honor and admire women who inspire us through transformational leadership. Today, the RESJ Committee is proud to recognize 7 Outstanding Women in Leadership, who embody all the traits mentioned above. Back in March, we asked each woman to share with us a few words about what Women's History Month meant to them as well as which women in their lives have influenced them. It is important that we see and recognize women each and every day, not just during a particular month. Please help us uplift and honor these incredible leaders, as we think about all that has been accomplished by women, and all that is yet to be accomplished. Join us in reading their words: https://conta.cc/3REhNgK

There is a clear connection between supporting women caregivers and building the pipeline of female leaders in financial services organizations. In Deloitte’s new report, we explore how workplace benefits like remote work can directly support caregivers in a way that positively impacts their leadership skills. #genderparity #equitableleadership #deloittefsi

Women in Board Leadership roles are few and far between. At The Lodis Forum, we believe that no one should do this job alone. Our primary purpose is to support our members in the pursuit of governance excellence. Secondarily, we focus on creating peer support and a network of like-minded women who are Chairs, Vice-Chairs, Lead Directors, or Committee Chairs. Lastly, we focus on research and advocacy. We believe that board diversity is paramount, and putting women in board leadership roles is critical to support diversity efforts. Learn more about The Lodis Forum here: https://lnkd.in/e_4e2cfc #lodisforum #womeninboardleadership #corporategovernance

"There are myriad reasons for the #gendergap in #leadership – among them, lack of affordable childcare, the so-called "motherhood penalty" and outright discrimination. Women are also gender stereotyped. While women's performance ratings often exceed men's, they're more likely to receive lower ratings for potential. Women tend to doubt their own capabilities, too. According to a 2024 report by executive search firm Russell Reynolds, women who want to climb the ladder are nearly twice as likely as men to believe they're not qualified for their manager's job. These kinds of elements produce overrepresentation at low company ranks, and underrepresentation at the top. "On average, we have about 46% women in entry-level positions, but that drops to 25% at the C-suite level," says Baller." #womeninleadership #genderequality

💡 Women in Leadership: I am seeking input about Louisville Women Leaders, the Louisville chapter of the Women Leaders Association, an organization I've never heard of until recently. If you're a member or have considered it, I'd love to know your thoughts/experiences.

When it comes to the progress of women in leadership and closing this gender gap, the term ‘fragile’ is concerning. Yet, the fact gains made during the pandemic regressed unfortunately does not surprise me. It all points to how tenuous a situation is when it is not rooted in structural change. It is not enough to tell women to “speak up more,” “overcome imposter syndrome,” “excel in more development courses.” Enough. Stop gaslighting us. Companies need to transform to meet the reality of a nation woefully inept at putting in place universal childcare policies to support them. And companies need to not only recognize but rectify the trend of hiring women into entry level or mid-management positions and not having a clear trajectory of advancement with comprehensive benchmarks. (This is a quite similar scenario when it comes to other marginalized groups as well.) My key takeaway is more women in C-Suite rooms are needed to write more sustainable rules. Create those jobs. Invest in those visionary women. “The more they can be embedded in larger structural change, the more resilient the positive impact is going to be” – Silija Baller #leadership #leadershipdevelopment #womenleaders #womenshistorymonth #womeninbusiness #womenempowerment

Women in leadership are smashing stereotypes, curating female leadership success strategies, and painting the town red (or maybe rainbow) with their boundless ambition and stronger-than-ever sisterhood game! #WomenInLeadership #Survey #WomenforWomen

Recent findings highlighted in a BBC article emphasise the critical role talent accelerators play in advancing women to leadership positions. Despite progress in education and health, significant gaps remain in women's economic participation and political representation. Challenges such as the "motherhood penalty," discrimination, and stereotyping hinder women's career advancement, underscoring the need for systematic approaches like Thriving Talent's Empower Your Future programme. The article advocates for the combination of talent accelerators with broader organisational changes to ensure sustainable progress 👇 https://lnkd.in/d7biNsn3 #DEI #MotherhoodPenalty #AcceleratingWomen #GenderEquality

In case you missed it... Alabamians showed up for a day full of conversations relating to the theme of Community Empowerment: Thriving Together at this year’s Civic Institute. One of the six-panel sessions in particular was Elevating Excellence: Empowering Women in Leadership & the Workplace. This session truly lived up to its name and was an empowering conversation not only for women but for the men in attendance as well. Read the summary of our Elevating Excellence panel here: https://lnkd.in/ehgHuM53

"There are myriad reasons for the gender gap in leadership – among them, lack of affordable childcare, the so-called "motherhood penalty" and outright discrimination. Women are also gender stereotyped. While women's performance ratings often exceed men's, they're more likely to receive lower ratings for potential. Women tend to doubt their own capabilities, too. According to a 2024 report by executive search firm Russell Reynolds, women who want to climb the ladder are nearly twice as likely as men to believe they're not qualified for their manager's job. These kinds of elements produce overrepresentation at low company ranks, and underrepresentation at the top. "On average, we have about 46% women in entry-level positions, but that drops to 25% at the C-suite level," says Baller. " https://lnkd.in/gm6xBNsX #women #leadership #job #access #inclusion #equality #gender #genderequality