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Research by McKinsey shows organisations with at least 30% women on their Exec teams are significantly more likely to outperform those that don’t

 

I don’t know why this always seems to come as a massive surprise.

 

We already know that more diverse leadership teams:

⁕ Make better decisions

⁕ Have fewer blind spots (and understand a broader customer base)

⁕ Take a more balanced approach to risk

⁕ Have stronger governance and ethics

 

But what can organisations do to increase the number of women in top positions?

 

The companies that get this right aren’t just targeting diversity at the top

 

They know that to do this they need to build benefits, policies and career progression that actually supports women all the way through their organisation.

 

And more importantly shows women that using those policies will not damage their careers

 

What actually works in practice

 

Here are some of the most effective ways I see in organisations doing this well:

Mensuration

🏅Flexible working both before and during periods

🏆Paid time off for severe symptoms

 

Fertility

🏅Time off to attend appointments

🏆Financial support for treatment

 

Maternity

🏅12-16 weeks at full pay

🏆26 weeks at full pay

🤩 Bonus: available from day 1 (women should not be penalised for moving companies)

 

Paternity (to show that you believe that childcare is a shared responsibility!)

🏅4 – 8 weeks paid at full pay

🏆Equal to maternity leave

 

Returning from parental leave

😤Genuine part time return (not full time expectations on part time pay)

Carers leave

🏅1 week paid leave + trained support to cover them if needed

🏆Access to company paid support and platforms

 

Menopause

🏅Flexible working

🏆Paid time off for severe symptoms

 

Policies don’t work if people are afraid to use them

 

You can have the best benefits in the world…

 

But people won't use them if they think using them will damage their career

 

That’s why manager training is so important

 

These are sensitive, nuanced situations – managers need the tools, policies & training so they’re confident to do and say the right thing

 

Which is why it’s so important that it’s not just women that are using these policies

 

If senior men are taking parental leave, leaving early for childcare, or openly using these policies – it changes everything.

 

Wider Benefits

Not all women want to, or are able to have children

 

So having a broad inclusive benefit package that supports and appeals to all employees, life stages and choices – not just parents is really important

 

Shout about them

 

If you have great policies and benefits for your women shout about them

 

Publish your leaves

 

Include them in job ads

 

So many women stay stuck working for companies because they understandably don’t want to ask at interview what leaves are offered

 

Final thought

Above all these should not be seen as "doing the woman a favour"

Or being nice

 

It’s about building organisations that perform better