Women We Admire’s Post

"Today, we spotlight Johnson & Johnson for their remarkable success through a commitment to diversity. Johnson & Johnson have pumped a lot of resources into ensuring that all employees help to create an inclusive environment. The organization’s Global Diversity and Inclusion vision is “for every person to use their unique experiences, abilities and backgrounds, together – to spark solutions that create a better, healthier world.” Johnson & Johnson has 12 Employee Resource Groups (ERGs) that connect and engage employees across the company to develop their potential, build relationship capital, and drive an inclusive environment and culture. By 2025, the company aims to have 50% women in management globally. While, in America, the organization is targeting to have 35% racial diversity in management positions. Their journey shows that embracing diverse representation isn't just the right thing to do; it's a key driver of prosperity. 🌈 #SuccessThroughDiversity #InclusiveLeadership

"Today, we spotlight Johnson & Johnson for their remarkable success through a commitment to diversity. Johnson & Johnson have pumped a lot of resources into ensuring that all employees help to create an inclusive environment. The organization’s Global Diversity and Inclusion vision is “for every person to use their unique experiences, abilities and backgrounds, together – to spark solutions that create a better, healthier world.” Johnson & Johnson has 12 Employee Resource Groups (ERGs) that connect and engage employees across the company to develop their potential, build relationship capital, and drive an inclusive environment and culture. By 2025, the company aims to have 50% women in management globally. While, in America, the organization is targeting to have 35% racial diversity in management positions. Their journey shows that embracing diverse representation isn't just the right thing to do; it's a key driver of prosperity. 🌈 #SuccessThroughDiversity #InclusiveLeadership

📚📖🔍𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐞𝐧 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐀𝐫𝐞 𝐌𝐨𝐫𝐞 𝐀𝐦𝐛𝐢𝐭𝐢𝐨𝐮𝐬 𝐁𝐮𝐭 𝐋𝐞𝐬𝐬 𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐞𝐝 𝐀𝐭 𝐖𝐨𝐫𝐤, 𝐌𝐜𝐊𝐢𝐧𝐬𝐞𝐲 𝐀𝐧𝐝 𝐋𝐞𝐚𝐧 𝐈𝐧 𝐒𝐭𝐮𝐝𝐲 𝐅𝐢𝐧𝐝𝐬 🚀 Every year there is a McKinsey and Lean In publication on Women in the workplace focused on corporate America. This year one of the salient topics was around the ambition of black women and how it is perceived. “ 59 percent of Black women leaders want to be top executives, compared to 49 percent of women leaders overall. But they are also more likely than women leaders of other races and ethnicities to receive signals that it will be harder for them to advance,” the report finds. “Compared to other women at their level, Black women leaders are more likely to have colleagues question their competence and to be subjected to demeaning behavior—and one in three Black women leaders says they’ve been denied or passed over for opportunities because of personal characteristics, including their race and gender.” 📣 𝐒𝐓𝐀𝐘 𝐂𝐎𝐍𝐍𝐄𝐂𝐓𝐄𝐃, 𝐒𝐓𝐀𝐘 𝐄𝐌𝐏𝐎𝐖𝐄𝐑𝐄𝐃 📣 BsquaredC is a platform for connecting, inspiring, and celebrating black women in the corporate world. Tune in bi-weekly to BsquaredC podcast to listen to interviews and reflections on the career journeys of black women, across the globe who are boldly charting their paths to career fulfillment in the corporate world. Stay in the loop and be the first to know about our latest initiatives, groundbreaking episodes, and empowering content. Sign up for our newsletter, and follow on on LinkedIn, Instagram, and TikTok all via this link:https://lnkd.in/ef4SUpQ3 Read the full article on the link below: https://buff.ly/3smvfMM Listen to Katekani's thoughts on ambition on this link: https://lnkd.in/e6EnUwJF #BsquaredCpodcast #BsquaredCSeason3 #womeninbusiness #blackwomenatwork #careertips #blackprofessionals #blackwomenlead

While representation of women in executive and senior leadership roles has improved through the years, there's still a significant gender and race gap in top positions. Results show that organizations with women executives are more likely to outperform other companies by 30%. Each February, we celebrate Black History Month, followed by a spotlight on Women's History Month in March. Let's align the accolades, tributes and words during these observances with meaningful actions throughout the year, including recognizing the contributions and value of the unrepresented with more roles in executive spaces. https://lnkd.in/eCU5PAG7

Female representation in leadership roles within public companies continues to be an area of limited progress. According to a study published by Equileap yesterday, a mere 22% of executive positions and 27% of senior leadership roles are occupied by women. As we embark on Women's History Month in the US today, it's a poignant reminder of the work that still lies ahead. In this article, I've analyzed five companies that stand out for their exceptional female representation in leadership positions. https://lnkd.in/gDZepVWt #dei #sustainability #womenshistorymonth #internationalwomensday

This applies to all sectors. Diversifying a leadership team by a member or appointing a Black woman to lead an organization may be a step in the right direction, but it is simply not enough. There is so much more to breaking down non or partially inclusive and inequitable organizational cultures (even those that are well intentioned), and the racial constructs and perspectives that hinders a Black woman’s success. Particularly, those who’ve rightfully earned (via merit) their “seat at the table”, should be supported and given the same opportunities, access and autonomy to lead effectively, just as their counterparts are afforded. Further, Black women leaders should be trusted for their knowledge, experience and proven ability, and capacity to develop while being given the respect they deserve by all stakeholders including peers, next level leadership, direct reports and colleagues.

I t’s no secret that most of the top corporate leadership positions are dominated by men. In fact, according to the BoardEx data, only 5% of CEOs are women and 19.2% of corporate leadership team members are female — despite the fact that women’s labor force participation rate is 58.4% . How is it that women make up the majority of the workforce, yet somehow do not hold many of the positions of power that impact the overall work environment? That’s why women who somehow manage to break through the gender limitations and thresholds to land a coveted position in the C-suite have become true pioneers for other career women hoping to do the same. We had the chance to hear from a few pioneer women who have made it to the C-suite. They are leaving a path for others to follow. Here’s what we learned from them. Janice Dupre’ Lowe's Companies, Inc. Denise Brooks-Williams Henry Ford Health Tracey D. Brown Walgreens Marie McLucas Primax Properties LLC Read full article here Subscribe today! #womenleaders #csuite #csuiteleaders #genderequity #diversityinclusion #walgreens #lowes #henryford #careermasteredmagazine https://lnkd.in/gHjcxTaT

Recently, I have been having many conversations about the true meaning of moments in the calendar such 'International Women's Day'. Whilst I understand why they exist, I am no longer convinced that they are issuing in the change that is needed. We are still not seeing the diversity and inclusivity that we should be seeing at leadership level. The time has come to really interrogate the value of these 'moments' and other diversity and inclusion tactics. What role do they really play when it comes to them being translated into meaningful action? Change does not come about because we simply talk about it or jump on a trending hashtag because we wish to be seen to be part of the solution - all of this simply amounts to the age old tactic of box-ticking. Change comes about as a result of us being intentional in our actions. It's time to DO what we say we'll do, instead of just talking about it. It's time for action and accountability. Marilyn Comrie Dominique Gardiner Louise Maynard-Atem Oonagh McDonnell Arieta Mujay

Subject: Uplifting Women of Colour in Senior Positions: A Call for Genuine Diversity and Inclusion Dear Business Leaders, I'm sharing this post not as an external observer but as a voice embedded within the corporate landscape, encouraging a collective reflection on our approaches to Diversity and Inclusion (D&I). As we approach International Women's Day on March 8th, discussions on diversity and inclusion gain traction, and plans for celebration and acknowledgment begin to take form. The terms "diversity and inclusion" have become commonly used in corporate language. However,  it is crucial to guarantee that they go beyond superficial checkbox practices and predetermined quotas, particularly when addressing the representation of women of colour in senior roles. While strides have and are  being taken in narrowing the gender gap, the same progress has not been achieved in the realm of racial diversity. The few women of colour occupying senior roles often find themselves burdened with the weight of being the "chosen ones." It is imperative for businesses to surpass token gestures and genuinely welcome the wealth of diverse perspectives, particularly those offered by qualified women of colour. These women, frequently occupying C-Suite positions, are not just highly qualified professionals but also play a vital role in shaping organisational culture. Their experiences, insights, and perspectives significantly contribute to fostering a more nuanced and innovative workplace culture. Nevertheless, the truth remains that numerous black women experience profound exhaustion and a lack of support. The journey to overcoming barriers is riddled with significant challenges, underscoring the critical need for authentic understanding and support from leadership. Having first hand encountered a lack of understanding in previous roles, I comprehend the challenges faced by C-Suite and director level women of colour. It is insufficient to merely acknowledge diversity; there is a need for active efforts to dismantle systemic barriers hindering the progress of underrepresented groups. Change is needed. In 2024, there is a growing imperative for businesses to foster an environment where individuals feel heard, valued, and supported. Through intentional efforts, we can move beyond mere words and build workplaces that truly celebrate and empower women of colour. Many thanks, Arieta xx I invite C Suite and director level women to get involved in the conversation, How you really doing sis?

It's Women's History Month...and I am here for all of the corporate emails, LinkedIn posts and employee stories. I really am. I would be lying though, if I didn't say that I often look at them and wonder if on top of the outward displays of support, leaders are asking women what their work experience is like- and how it can be made better. And while this is intimate for me, as a woman, I feel this way about every group we as a culture have gotten more comfortable with spotlighting and supporting. Beyond the outward support- are we taking the simple steps to make sure the inward support is there? I imagine a kind word, a sincere question, would open up worlds of inclusion, diversity and of course, company loyalty... I am going to hold myself accountable to do more of the simple stuff. Ask the question, seek to understand, acknowledge and support however I can. But I would love to hear your perspective. In this time where companies are more and more comfortable and even compelled to moments like women's history month- do we think the pull through is happening within the actual workplace? Hit me with your thoughts below...