Gender-inclusive workforces aren’t only politically correct, they’re profitable. According to McKinsey’s report, “Diversity Matters”, companies in the top quartile for gender, racial and ethnic diversity are “more likely to have financial returns above industry medians.” But despite nearly 30 years of focused diversity initiatives, the modern workforce remains unbalanced when it comes to true inclusivity in executive decision-making and representation at the most senior levels. In terms of title and pay, women in business start out equal to men but drop off at each level: only 22 percent of senior vice presidents are women, and of those, a mere 21 percent are in revenue-generating roles which lead to the C-suite.
The world is changing, women and family dynamics are changing, and it’s time the workplace does, too. Empowered by the Times Up and MeToo movements, women are expecting and demanding progress at work in the way of flexible environments, mentorship, unbiased performance management, pay parity, improved parental leave and a safe workspace where they can be themselves and belong. Impermeable stereotypes and implicit biases continue to create barriers. Not enough women have a seat at the table, and those who do, often don’t have enough of a say. And without women in decision-making positions at the highest level, things will not change.