It makes business sense for an organization’s leaders and board to reflect their customers and clients. Yet women are only 9% of CEOs on the 2022 Fortune 500 list and hold 22.5% of their board seats. At the current rate of progress, it will take nearly a half century for corporate America to reach parity for women.
Women in leadership are often evaluated against a “masculine” standard. These gender stereotypes create a no-win situation for women leaders who are either viewed as "too tough" or "too soft.” The consequence is that women are held to higher standards with fewer rewards. Companies can employ strategies for dismantling the double-bind, including standardizing how employees are evaluated and advocating for the advancement of women.
of women are CEOs.
of women are on the Board of Directors.
When women of color experience the glass cliff, they face even more scrutiny, aggression, and lack of empathy, making it harder for them to perform at their full potential as leaders. To prevent this, organizations should develop inclusive succession planning, root out bias from hiring and promotion processes, and measure progress to create accountability and transparency.
