Engaging a multigenerational female workforce – Why they don’t all want to “Lean In”
Attracting and onboarding women for long-term retention
The ROI of mentoring, employee resource groups, and other high potential programs
What matters when addressing financial security and equal pay
Key strategies for building a strong pipeline of female talent
Women account for 53% of entry level professional jobs, but only 37% of mid-management, 28% of VP/Senior Management, and 14% of Board and Senior Executive positions in the US. Despite improvements, most organizations fail to retain or promote female talent effectively. Human Capital professionals can play a decisive role in successfully engaging and developing women in the workplace. This webcast will take a critical look at generational bias, recruitment strategies and talent management practices and provide new insight and strategies for building a strong pipeline of women leaders.
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.
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.