The Future Is Female-Breaking The Glass Ceiling

In my article Time For Asian Leaders To Arise, we explored why there are few Asians in top positions in non-Asian companies. However, this glass ceiling issue is also a major issue for women.

Based on four years of data from 462 companies employing more than 19.6 million people, including the 279 companies participating in this year’s study, two things are clear: one, women remain underrepresented, particularly women of color. Two, companies need to change the way they hire and promote entry and manager-level employees to make real progress.

-McKinsey & Company

There are six actions companies need to take to make progress on gender diversity. Without action on these fronts, the numbers will not move:

• Get the basics right—targets, reporting, and accountability.
• Ensure that hiring and promotions are fair.
• Make senior leaders and managers champions of diversity.
• Foster an inclusive and respectful culture.
• Make the Only experience rare.
• Offer employees the flexibility to fit work into their lives.

I agree that these approaches are critical in resolving the disparity. However, in all these years of effort, why have the results not been so promising?

Of the 864 executives I’ve coached since 2001, approximately 1/3 have been women. Yes, there are some common gender issues that need to be addressed by women, such as self-merchandising, networking, etc. But as far as capability, I don’t think they’re any less than men. Of course, there are some industries where women are not at a disadvantage, such as accounting, law, consulting. And there are some industries where it is more difficult, such as heavy industry.

I believe the key reason results haven’t been so promising is that the mindsets of men haven’t really changed enough.

• Do men understand that leadership is not about being authoritative, it’s about getting people to willingly follow?
• Do they embrace that there are many styles of leadership and that women should not be judged using the male way of leading?

Changing mindsets is not easy. As a coach, I’ve worked with the hardest people to change, successful executives. I’ve heard many times, “I’m too old to change” or “He’s too set in his ways” or “This way has gotten me to where I am, I’m not going to change now.” What I’ve discovered is that anyone can change regardless of age or gender. Yes, it may be harder to change in our older years than when we were young, but we can change. 

For any mindset to evolve, motivation is the foundation because it provides the energy needed for change. 

In application to this challenge, men need to realize that they personally benefit by hiring, developing and promoting women. Not to mention that it’s a good thing for business. A McKinsey Global Institute report finds that $12 trillion could be added to global GDP by 2025 by advancing women’s equality.

Not enough people do things because it’s the right thing or it’s for the good of the organization. Most people will do things because it is in their best interest. But for the case of breaking glass ceiling for women, it is the right thing. So, in order to achieve real impact across an organization, we need to motivate men to do the above McKinsey 6 suggestions. This energy will bring about a sustainable evolution. 

From your experiences, what needs to be done to help change the mindsets of men and corporations?

Women and men, please share your thoughts on this.

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