It’s the story we keep writing – how do we get more women into leadership roles? We keep writing it because it’s still not happening in a meaningful or timely way. What’s holding women back, and how can men be part of the solution?
May 2018 marks 40 years since American management consultant Marilyn Loden coined the phrase “glass ceiling” to describe the intangible barrier that prevents so many women from rising to top of their profession. Despite many steps to get more women in senior executive and board positions over the past four decades, progress remains slow and the glass ceiling remains stubbornly intact. It begs the question: are these initiatives ineffective, or are they just not working fast enough?
The good news is that cracks in the glass ceiling are finally emerging and the business case for diversity in leadership has been well documented. The 2018 Delivering Through Diversity report from McKinsey & Company notes that companies in the top quartile on executive-level gender diversity worldwide have a 21 per cent likelihood of outperforming their fourth-quartile industry peers on earnings before interest and tax. McKinsey has also found that US$12 trillion could be added to global GDP by 2025 by advancing gender equality.
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