We’re in a critical moment when it comes to advancing women in the workplace. Leaders in most companies agree that women’s leadership is worth pursuing. They’ve given the green light for women’s initiatives and programs. Yet, the number of women in senior leadership and C-Suite positions is largely unchanged over the past decade. Why? I believe the lack of progress is due to a lack of male engagement and a lack of understanding regarding why women are a critical component to any organization’s strategy and bottom line.
Everyone’s heard about the concept of a glass ceiling that prevents more women from advancing to the highest levels of business and government.
As women advance their careers, a coveted promotion often brings with it the immediate challenge of leading a team of people who, until that moment, were peers. The challenge: acting and accepting yourself as "the boss” so that your colleagues will too, experts say.
"I am a mid-level manager and working mom. With young children at home, I'm not sure I want to aggressively pursue a promotion that would require more travel, but I don't want to close doors to future opportunities. Do you have any advice?"
"I am the only woman of color on my team. During discussions I am sometimes asked to 'speak for all women' or all women of color. How can I address this without devaluing my insights and contributions to the team?"