Susan-Stefanie Breitkopf’s Post

Embracing Gender Diversity in Leadership: A Pathway to Enhanced Performance As we stand at the precipice of significant change in corporate governance and leadership dynamics, the message is clear: "Women are here – and they are ready to lead." The imperative for more balanced gender representation in leadership roles has never been more critical, not just for ethical reasons but for the tangible value it brings to organizations. With increasing diversity and inclusion regulations globally, companies are encouraged, if not mandated, to embark on this transformative journey. The dichotomy between career advancement and personal life decisions often disproportionately impacts women, compelling them to make tough choices that can hinder their professional growth. Whether deciding between family life and promotion or navigating the challenges of being a primary carer while aspiring for leadership roles, women face unique hurdles. These challenges underscore the need for organizations to adopt more inclusive practices that support women throughout their careers. The evidence is compelling: diverse boards foster a positive culture and significantly enhance financial performance. Countries like Iceland, Norway, Finland, and Sweden, leading in the global gender gap index, exemplify the benefits of gender-balanced leadership. It's time for companies to take proactive steps to include, nurture, and retain female talent in leadership pipelines. This includes addressing the 'Career or Carer Zero Sum Game,' challenging traditional norms, and ensuring transparent recruitment processes prioritizing skills and diversity. Moreover, with the impending EU Women on Boards legislation mandating 40% female representation by July 2026, the urgency for action has never been more pronounced. With its blend of cultural expectations and regulatory mandates, the Nordic model offers valuable insights into creating more inclusive and diverse leadership structures. As we move forward, companies must recognize the intrinsic value of gender diversity in leadership roles. By embracing and implementing strategies to support and elevate women in leadership, organizations can unlock untapped potential, drive innovation, and enhance performance. Let's commit to this change as a compliance requirement and a strategic imperative for sustainable growth and success. Thank you, IMD, for sharing this article. #Leadership #GenderDiversity #Inclusion #CorporateGovernance #WomenInLeadership #Boardofdirectors London Intercultural Center (LIC) London Intercultural Academy | LIA Dr. Hala ElMiniawi Hadi B.

Celebrating excellence: The #Top100Frauen in German business 2024. 👏 The world of business is evolving, and women are at the forefront of this transformation. As part of the Top100Women initiative, manager magazin and #BCG honor women who are reshaping the narrative in leadership, innovation, and diversity.   Renate Wagner, Board Member at Allianz, has been honored as this year's Prima inter Pares. Congratulations, so very well deserved! To all the incredible women on this year’s list: Congratulations, and thank you for inspiring us all, for being role models, and for driving so much change!   Additionally, the newly released Gender Diversity Index 2024, jointly developed by Technische Universität München (Technical University of Munich) and Boston Consulting Group (BCG), highlights both progress and areas for continued improvement in Germany's largest publicly listed companies. This year’s findings reveal that women now make up 21% of executive boards (2023: 18%), with the top 50 companies averaging 31% compared to just 11% in the bottom 50. Yet, 27% of companies still have no female board members, underlining the need for further action.   The study also confirms the tangible business benefits of diversity. Companies with greater gender diversity demonstrate stronger resilience during crises and lead in future-focused innovation, investing significantly more in transformative technologies.    Check the findings of our Gender Diversity Index 2024: https://lnkd.in/dtsRCQx7

Women almost never make it to the top. Grant Thornton’s “Women in Business Report 2024” reveals that in a population of 39 million working women, only 36% are in management positions. This is termed the ‘Theory of Missing Women.’ In the corporate world, women support the company from the bottom, but very few climb up the ladder to become leaders. Numerous reasons explain why this phenomenon occurs on such a large scale. But how does this impact the overall financial sector? Here’s how: 💡 A 2022 article by Investopedia stated women struggle to succeed in the financial sector due to a lack of female role models. 💡 According to an IE University panellist, in 2022, women felt isolated and stressed due to fewer female colleagues in financial-sector jobs. These numbers point to one conclusion: 🎯 A lack of female role models in the finance sector affects every woman who enters it. Since finance has been a male-dominated industry, female representation becomes of higher importance. You can say that the lack of women in management or leadership positions is a self-perpetuating cycle. When young women don’t see other women in authority positions, they don’t see a potential path towards those positions either. This leads to more and more women discouraging themselves and fellow women from even trying for those positions. Thus, we need women in leadership positions because they set the precedence for more women to come. A study by Keys and Turner reveals that the presence of female leadership leads to better gender diversity on all levels. We don’t want female role models; we NEED them. ................................................ What do you think companies should do when it comes to increasing female representation in top positions? Would love to hear your thoughts in the comments section. #womeninbusiness #femaleleadership #genderdiversity #financewomen #womenempowerment

I spoke to 40 women over the last 3 weeks, and here are the top 3 things they told me they need to thrive in their careers: 1️⃣ Elevating personal leadership skills Many women see themselves as capable leaders, but often lack the strategic skills needed to effectively navigate male-dominated environments. 2️⃣ Building connections with other women Women working in companies and organisations with less than 10% female representation crave more female role models in their environments. They also need more opportunities to connect with other women and exchange experiences, ambitions, and challenges. 3️⃣ Increased support from their organisation Even when women are ready to grow, they often feel their organisations aren't fully recognising the importance of gender diversity. It's crucial for companies to listen, learn from best practices, and lead through meaningful actions. 🎯 How I had these conversations: 🤝 Group meetings (both in-person and online) with alumnae women who completed my Stratego for Women® program. 🤝 1-on-1 Intro calls with women interested in upcoming editions of Stratego for Women® (online and in Utrecht) 🤝 Prep meetings with a DEI team from a biotech company (all-women team! 🙌) for a workshop I'll facilitate at their HQ in Amsterdam Science Park - Science & Business organisation. 🤝 Meetings with three HR directors from a financial services company, a sanitary fittings manufacturer, and a tech company to explore the implementation of a Women’s Leadership Program at their organisations. 🤝 Attending the Dutch Women in Tech meet up in Amsterdam From these conversations, I’ve also came up with actionable steps that leaders can take in Q4 of 2024 to improve gender equality in their organisations and I’ll be sharing these steps tomorrow here on LinkedIn. Make sure to follow my profile and tap the 🔔 to get notified! The key to understanding what women need in the workplace? 🔑 Talk to them, not about them. #Leadership #DiversityAndInclusion #WomenInLeadership #GenderEquality #CareerDevelopment #StrategoForWomen 

"Ambition in women is often seen as a threat, not an asset. As we continue into this new year — when so many of us are setting bold new ambitions or affirming ongoing ones — it’s vital to reflect on the systems that hinder our progress and the steps we can take to dismantle them." Amira K.S. Barger, MBA,CVA,CFRE writes about ambition: https://lnkd.in/dg5f6rQS #WomeninResearch #MRX #MarketResearch

"Yes, my ambition scares people — and it should. Ambition is the fuel for progress, the spark that lights the way for change. The same applies to you. If someone can’t handle the scale of your dreams, that’s their problem, not yours. Let them choke on your overly ambitious dust cloud." Read my full MSNBC/Know Your Value piece here: https://lnkd.in/ezMGFcsj

My takeaways for each sub-theme, of the WIMLEAD Conference : *1. Leveraging Technology for Career Advancement* "In today's digital age, technology is a key driver of career advancement for women. By embracing tools like AI, data analytics, and digital communication, women can enhance their skills, increase productivity, and access new opportunities. Let's harness technology to bridge the gender gap and propel our careers forward! #WomenInTech #CareerAdvancement" *2. Women Leadership in the C-Suite for Gender Parity* "Gender parity in leadership is crucial for driving business success and creating a more equitable society. Women in the C-Suite bring unique perspectives, foster inclusive cultures, and inspire future generations. Let's strive for gender balance in leadership and empower women to take their rightful place at the table! #WomenInLeadership #GenderParity" *3. Innovative Solutions* "Innovation is key to driving growth, solving real-world problems, and creating a better future. Women leaders are uniquely positioned to bring innovative solutions to the table, leveraging their creativity, empathy, and collaborative spirit. Let's unleash our inner innovators and create a more sustainable, equitable world! #Innovation #WomenLeaders" *4. Self-Care Strategies for Women Leaders* "As women leaders, we often prioritize others' needs over our own. However, self-care is essential for maintaining our physical, mental, and emotional well-being. By prioritizing self-care, we can lead with resilience, confidence, and purpose. Let's make self-care a non-negotiable part of our leadership journey! #SelfCare #WomenLeaders"

A recent report from the World Economic Forum highlights ongoing challenges faced by women in accessing senior positions globally, hindering economic growth. The report emphasises the critical need for sustained efforts to promote women in leadership roles. The hiring rate of women into leadership positions continues to decrease, as revealed in the latest Global Gender Gap Report. Systemic barriers across various countries and sectors are impeding progress and must be addressed to foster economic development. For insights on reviving the global economy and advancing gender parity in an AI-driven workplace, check out this article by Sue Duke, Head of Global Public Policy & Economic Graph Team at LinkedIn: https://lnkd.in/gXCCp_Mq Let's work together to create a more inclusive and diverse leadership landscape worldwide. #GenderParity #EconomicGrowth #WomenInLeadership

Research shows that companies with more women on their boards outperform those without, yielding significant financial gains. Organizations benefit from greater gender diversity among senior leaders, leading to increased profitability. Despite this progress, the proportion of women in senior management roles globally reached 32% in 2022, the highest recorded number. However, women remain underrepresented in leadership positions. Women’s leadership is not only a matter of equality but also a strategic advantage for organizations worldwide.

Celebrating International Women's Day 2 ways. 1. Sharing this report from McKinsey. I love that they have data busting this myth Myth: Women are becoming less ambitious Reality: Women are more ambitious than before the pandemic—and flexibility is fueling that ambition 2. Getting ready to launch my new product, Design U, ~ a transition for me to use my ample accumulated experience and wisdom to help mid-career women leaders ~ learn the art of designing an integrated purpose driven work and life future ~that fulfills their ambition for more impact on things they care most about This legacy lap is a great fit for my wisdom, curiosity and own ambition to make an impact. More talented women leaders solving the big problems of the world. What could be better.