STRENGTH IN DIVERSITY
“A woman with a voice is by definition a strong woman. But the search to find that voice can be remarkably difficult.” Quoted by Melinda Gates, and this may be think, where are all the female voices?
In today’s digital world, we still struggle to find and lack female talent within the senior executive circle, is this likely to change? Whilst women wield substantial purchasing power, they make up 50% of the UK workforce, but just 32% are at management level, and only 28% are senior executives.
Statistics show that banking is an even more male dominated business. The number of female managers in the financial sector is similar to the national average (34%), but just 11% are corporate managers and senior executives.
In my own day-to-day experience, I predominately deal with male executives, both from a candidate perspective, as well as on the client side. In my opinion, the first step towards addressing this balance needs to come from the top, being board level executives and C-suite. In 2014, Lloyds Banking Group, pledged that it would ensure that 40% of its 5,000 senior workforce were made up of women by 2020. In 2016, LBG were among the first signatories to the “Women in Finance Charter”, which reinforces their “Helping Britain Prosper Plan” commitment of 40% women in senior management roles.
This is a great example of how large corporates can help to improve and balance out the difference in gender at a leadership level. Diversity is a key topic for a clear reason; it makes the DNA of a company stronger.