By Michelle Hendelman, Editor-in-Chief
Previous research has identified that women do not get as many career-changing jobs as their male colleagues. This imbalance is one of the main reasons why the talent pipeline in many organizations is not as diverse as it should be. The question persists in the gender equality arena: why aren’t there more women in leadership positions? Yet, there is evidence that managers and key decision makers are not giving equal access to women when it comes to opportunities that can positively impact a career trajectory.
This begs the question: is the talent pipeline being managed properly with respect to gender diversity initiatives and leadership development strategies in a firm? Catalyst reports that between 2009 and 2012, the percentage of Fortune 500 female executive officers has remained at a near standstill, increasing slightly from 13.5 percent in 2009 to 14.3% in 2012. What factors are contributing to the stagnancy of women’s career advancement in traditionally male-dominated industries such as finance, technology, and professional services?
In order to get to the bottom of why talented women are not being ushered through the talent pipeline at the same rate as their male colleagues, let’s take a look at some key factors creating roadblocks in corporate gender diversity at the most senior levels of management.