The Cardinal Heath journey provides lessons learned and strategies that can make a difference
Gain support for cross-gender mentoring programs
Keys for ensuring diversity and inclusion are ingrained in organizational culture
What is missing from the creation of more leadership positions for women in the workplace? Is it that the development pipeline isn’t being filled with young women that have the skills, drive and ambition to advance upward into executive leadership roles? Is it the traditional stigma of the glass ceiling or the foolhardy notion that a professional woman can have either a career or a family, but not both? Or is it, as some say, that there just aren’t many opportunities for women in leadership roles, either by design or by circumstance?
Simply looking at Yahoo!, Apple, IBM, and Hewlett-Packard makes it clear that the preconceived notions have been effectively shattered. Successful, innovative, big businesses have entrusted their fortunes in the capable hands of female executives. Cardinal Health, a Fortune 17 healthcare company with over $100 billion in revenue and over 33,000 employees, has taken bold steps to accelerate the advancement of women internally, but also in the community and in the healthcare industry. Join Aida Sabo, VP of Diversity and Inclusion and Lisa George, VP of Global Talent Management, from Cardinal Health on this webcast for a discussion on lessons learned and strategies that are making a difference.
May 29, 2013 | Peggy Hazard, Joanne Provo, Joy Hazucha
In recent years, the percentage of women holding senior and C-Suite roles in organizations has increased. However, breaking through the glass ceiling remains a very real challenge for most women – and the organizations that seek to retain and leverage their talent – to overcome. This is evidenced by the drop in the percentage of women from the mid-level leader range (28% women) to just 17% at the senior executive level.
In this Executive Interview, Claudia Patton, Chief Talent Officer, Edelman Public Relations Worldwide gives an overview of their approach to employer branding and their Global Women’s Executive Network (GWEN) initiative.
This is Part 1 of a four part series looking into the topic of women in leadership and the women looking to follow in their footsteps. We are seeking to understand the perceptions of women in senior leadership roles as well as entry level roles. In order to find out, we will be interviewing and surveying women at multiple levels across several industries. Can women make any real change without banding together? What is the cost of choosing to opt out? What are the benefits of choosing to opt in? Let’s find out.