Gallup’s Post

These numbers prove that our system is not designed to be inclusive to the arc that many women's careers take as they take on household and childcare responsibilities. However, there are solutions. If we can prioritize the offering of alternative work methods, inclusivity within the workplace, and #flexibility, we can help close this gap in engagement and help our systems thrive. This is especially important in #STEM industries where women are already a minority. We need diverse voices! #WomenInTheWorkplace

You can’t improve overall engagement with a single overall strategy. Breaking results down and listening to intersectional voices can inform targeted strategies for diverse impacted groups. Improving engagement within each group can yield better overall engagement.

Women are more engaged than men across all levels of the organisation, but face different challenges for effectively managing all areas of life. How can companies manage this? #femaleleadership #worklifeintegration #executivecoaching

In today's competitive business environment, employee engagement is a crucial differentiator. According to recent data, women exhibit higher engagement levels than men across most organizational levels, a critical insight considering nearly 80% of employees globally remain disengaged. As men move into more senior leadership roles their engagement increases. How do organisations start to address these engagement disaprities and harness the full potential of female leaders, make them feel heard and keep them in those senior roles for longer? #leadership #diversity #engagement

🚨 Women in Leadership: Time for HR to Act 🚨 Female representation in senior roles is stagnating. As HR professionals, we can change this: -Implement blind recruitment -Offer targeted leadership programs -Create mentorship initiatives -Address unconscious bias -Promote flexible work Set diversity goals What's working in your organization? What challenges are you facing? Share your thoughts! Let's create actionable solutions together. #WomenInLeadership #HRStrategy #DiversityAndInclusion https://lnkd.in/gEwyRunT

I had heard this phenomenon below called “The Great Breakup”, where professional women left positions in search of organizations that were more supportive and flexible. My question: what are you and your organization doing to help address this? In order for all to be most successful, we need a variety of voices “at the table” to encourage healthy dialogue and collaboration. When women are not present (and thus not heard), what fills the void?

According to the most recent “Women in the Workplace” report from LeanIn.Org and McKinsey, the gap between men and women leaving their jobs is the largest it has been since the report was first published eight years ago. For every female director who is promoted, two women at the same level of seniority choose to quit. The exodus of female leaders, which has been dubbed the Great Breakup, is attributable in part to the persistent gap in pay between men and women. Unequal compensation remains a critical pain point for many women, but corporate culture can exert an even more profound influence on how they experience the workplace. According to Rachel Thomas, CEO of LeanIn.Org and a coauthor of the report, women are leaving companies that fail to deliver on “the cultural elements of work that are critically important to them.”… https://lnkd.in/gX9hnMbh

Over the last few years, many organizations made commitments to reducing bias and promoting more diverse, equitable, and inclusive workplaces. Yet, gender bias often persists when advancing employees to leadership roles. This study demonstrates the importance of incorporating both viewing bias (descriptions of employee traits and behaviors) and valuing bias (how employee traits and behaviors are rewarded).

In today's fast-paced business world, gender diversity is more than a moral imperative—it's a strategic necessity. Discover how embracing gender diversity can spark innovation, enhance decision-making, boost employee engagement, and drive financial performance. Dive into our latest carousel to see the profound impact gender diversity can have on your organizational culture. Let's create workplaces where everyone thrives! For our offerings, here you go: 🌴 Executive Breakthrough Retreat for Women: Join trusted leaders Sept 26-29 or Oct 10-13 in outdoor luxury focused on accelerating leadership growth 🔆 Power Collective for Women: Join us on a year-long virtual journey and learn the latest in leadership, health, and neuroscience. Next cohort starts in August.  📈 Team Development Journeys for All: Transform team dynamics and exceed goals this quarter using Business Agility and Equity + Belonging ⏰ Own Your Time: Marie Kondo your calendar with an organizational efficiency expert and recover 30%+ of your time back Book a call here: https://lnkd.in/gFrgnUWk #GenderDiversity #InclusiveWorkplace #Innovation #EmployeeEngagement #Leadership #DiversityAndInclusion #BusinessSuccess #OrganizationalCulture

The business case for diversity, equity, and inclusion (DE&I) is stronger than ever. Drawing on best practices, five areas of action can drive progress:- 1. Ensure the representation of diverse talent.  2. Strengthen leadership accountability and capabilities for I&D beyond the HR function or employee resource-group leaders. 3. Enable equality of opportunity through fairness and transparency.  4. Promote openness and tackle microaggressions.  5. Foster belonging through unequivocal support for multivariate diversity.  #ESG #esgstrategy #dei #deistrategy #diversitymatters #diversityandinclusion