Our Unwavering Commitment to Achieving Full Gender Parity by 2030

Laura Berger, Founder and CEO of Berdeo Group, was recently honored in Paradigm for Parity’s CEO Spotlight series for, “transforming their corporate culture to advance women of all races, cultures and backgrounds.” In the 5-question Spotlight, Laura discusses the crucial opportunity leaders have to create access to the pipeline for women and get us closer to achieving gender parity. Among the highlights from Laura Berger’s discussion:

?1.?????What motivated your company to join the Paradigm for Parity? coalition?

At Berdéo Group, we are laser-focused partners with organizations that want to create an environment where women can thrive, contribute their best, rise to and through leadership, and fundamentally influence the strategic direction.?Our coaching of senior female leaders has increased women’s presence at the top of America’s flagship corporations—often directly into the CEO seat. We are thrilled to partner with 130+ organizations committed to closing the corporate leadership gender gap.?

?2.?????What role can/should CEOs play in leveling the playing field for marginalized groups, including women and people of color, in the workforce?

?A collective approach is necessary, as pure individual contribution is no longer acceptable. Leadership is like a circle—not top-down. CEOs and their executive team must fully understand the DEI business case for customers, communities, and other stakeholders—most notably, employees.?There is a need for much more open dialogue. Diversity and inclusion advancements need to be embraced in the C-suite and boardroom. Enacting real change requires a strategic approach and inclusive leadership for the rest of the organization to follow suit. In fact, a 2002 study by the Journal of Business Ethics found retention of women of color positively correlates to supportive behaviors of supervisors. It is not about embracing diversity for diversity’s sake. Rather, it is about creating a culture where everyone feels valued, and group differences are embraced. And when employees feel empowered to share their diverse perspectives openly, it is a massive win for the organization. To address the challenges and opportunities of the shift from shareholder- to stakeholder-focused capitalism, The Committee for Economic Development interviewed Laura regarding the shift towards stakeholder capitalism and the implications on the CEOs’ leadership roles within their companies and in society.

?3.?????What do you consider to be the benefits of leveling the playing field for women in the workforce for your company and society as a whole?

I have seen first-hand the powerful role women can play in transforming the workplace, as Berdéo Group is female-dominated and thriving. When women are allowed to shine, everyone wins. According to McKinsey's May 2021 Diversity Wins Report, companies whose executive workforce is at least 30 percent female financially outperform those companies with fewer women in the C-suite. In addition, women and men bring different skills and perspectives to the workplace, including different attitudes to risk and collaboration. These distinct traits shape their different approaches to business, encouraging innovation and creativity where everyone challenges and collaborates ideas to push the company forward.?

4. ?How is your company advocating for, lifting up, and supporting women of color in your workplace? What has made the biggest difference in advancing all women in your company??

A big part of Berdéo Group’s success has been our commitment to internally recruiting and advancing women of color. As part of our leadership development work, we partner with women of color to advance them to the C-Suite. Additionally, we work with other company leaders to embed inclusive and diversifying strategies into their cultures. Finally, we are dedicated to spreading the message by partnering with companies with 30 percent or more women on their boards.?Our advocacy for a more equitable world extends beyond business and into women’s leadership committees, public policy non-profits, and articles I have written around the topic. One of these pieces was featured in?Forbes, related explicitly to elevating women in the boardroom.??

?5. When you look at the Paradigm for Parity? coalition?5-Point Action Plan, is there one step that you think is most critical to ensuring that women of color have the same opportunities for advancement as their colleagues?

While all five steps are critical, we provide mid-level career women access/opportunity to work with coaches who currently serve the C-suite. Together, their internal drive and our experience provide women with a unique opportunity to ramp up quickly. Having a sponsor in your corner can be incredibly instrumental in creating access to the pipeline, especially when they hold influence in a male-dominated organization. Knowing so much is at stake, pairing women with sponsors should be a deliberate and methodical process, whereby compatibility and trust are established at the onset. Women of color paired with sponsors who want to challenge, inspire, develop, and champion them will be unstoppable forces.?

We are proud to partner with Paradigm for Parity and other CEOs who demonstrate their unwavering commitment to achieving full gender parity by 2030.

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