{"id":8959,"date":"2024-03-06T01:31:12","date_gmt":"2024-03-06T00:31:12","guid":{"rendered":"https:\/\/www.signium.com\/?post_type=news&p=8959"},"modified":"2024-03-06T01:31:13","modified_gmt":"2024-03-06T00:31:13","slug":"gaining-a-world-view-of-women-in-leadership-2024","status":"publish","type":"news","link":"https:\/\/www.signium.com\/sv\/news\/gaining-a-world-view-of-women-in-leadership-2024\/","title":{"rendered":"Gaining a World View of Women in Leadership 2024"},"content":{"rendered":"\n

As individuals and businesses reflect on the sentiments of \u201cInspire Inclusion\u201d this International Women\u2019s Day, we spoke with Signium Partners in three key economies to uncover the dynamics of diversity, equity, and inclusion (DE&I) in local policy and practice.<\/h3>\n\n\n\n
\n

\u201cImagine a gender-equal world\u2026\u201d<\/p>\n<\/blockquote>\n\n\n\n

These are the opening lines on the International Women\u2019s Day website<\/a data-aos=\"fade-up\">, and the introduction to this year\u2019s creed, which centers on the theme, Inspire Inclusion. With DEI a global trending topic, we were keen to explore the realities that organizations and women are facing in different regions and cultures of the world when leveling the gender leadership balance.<\/p>\n\n\n\n

We spent time talking with executive Partners with Signium Italy, Greater China, and Germany to examine the reality of progress for females in leadership in these key markets.<\/p>\n\n\n\n

Persistence is Critical for Change \u2013 It Just Takes Time<\/h3>\n\n\n\n

Over the past few decades, gender equality initiatives have centered primarily around creating awareness. Perhaps placing our trust in the human spirit to \u2018do what\u2019s right\u2019, we believed for a while that raising awareness would be enough and that those with the means to drive change would subsequently spring into action.<\/p>\n\n\n\n

Although we\u2019ve made leaps and bounds in progress, time has taught us that intent and accountability are the only catalysts of true transformation. The good news is that in many regions, executive leaders are beginning to take responsibility for this movement in their own spheres of influence, as shared with us by Carolin Fourie<\/a>, Managing Partner with Signium Germany in Munich<\/a data-aos=\"fade-up\">.<\/p>\n\n\n\n

\u201cI see progress,\u201d says Fourie. \u201cIn some challenging industries \u2013 highly technical industries \u2013 we are seeing more CEOs specifically asking for female candidates, only. It\u2019s a significant stride forward for Germany, which has actually fallen behind on DEI in general.\u201d<\/p>\n\n\n\n

Fourie goes on to elaborate that the true challenge is in finding the right candidate who has the technical skills for the role. \u201cI\u2019ve never fully embraced the quota discussion. The best placement is the most qualified candidate, irrespective of gender. The quota discussion casts doubt on every woman\u2019s recruitment or promotion into executive management. The people around her will always wonder if she secured the role for her ability, or for her gender. We have to change the parameters to simply allow women to choose and manage their careers.\u201d<\/p>\n\n\n\n

Elaborating on this, Patrizia Ghiazza<\/a>, Partner at Signium Italy in Turin<\/a data-aos=\"fade-up\">, urges women to pursue careers in STEM (science, technology, engineering, and math), and not to be bullied or intimidated into \u2018female-dominated skills\u2019 like HR, legal, or communication, as these are staff positions. \u201cIf you don\u2019t study and you don\u2019t follow business positions, you will not have the power tomorrow. What we\u2019ve seen in our work is that those who possess the knowledge that drives an organization are the ones who end up holding the power of leadership. To achieve CEO positions, we need to follow Sales, Marketing, Technical, Engineering, or Manufacturing careers\u201d<\/p>\n\n\n\n

Ghiazza goes on to express mixed feelings about gender equality in Italy. While noting that organizational boards have comprised one-third of female board members for more than a decade, she points out that this has not translated into transformational change at the executive level.<\/p>\n\n\n\n

\u201cOf our 40 major listed companies in Italy, only one has a female CEO,\u201d says Ghiazza. \u201cAll those female board members may have some influence. They might help to coordinate and organize\u2026 but they hold none of the executive power to make decisions and actually lead. It\u2019s a battle only half-won.\u201d<\/p>\n\n\n\n

Both Fourie and Ghiazza also comment on the impact that family demands have on women\u2019s potential to lead. Ghiazza explains how women rein in their own ambitions: \u201cThe female talent pool provides the skills needed in some sectors. But even if they have the qualifications and the experience, most women do not raise their hands to apply for promotion, because they don\u2019t believe that the corporate demands would allow them to balance their personal life and the demands that they face at home as primary caregivers.\u201d<\/p>\n\n\n\n

Weighing in from the Far East, Angus Leung<\/a>, Partner with Signium Greater China in Shanghai<\/a data-aos=\"fade-up\">, shares that although DEI is valued in Asia, candidate compatibility still takes precedence over gender quotas. \u201cWhen matching an executive role with the right candidate, the hiring manager is focused on two things,\u201d explains Leung. \u201cFirst, does the candidate have the right competencies? And second, does the implications of the candidate\u2019s gender help them to perform a better job?\u201d<\/p>\n\n\n\n

Leung goes on: \u201cA job focused on handling sentiment and emotion is perceived a better fit for female candidates, while outgoing and sales-focused roles are naturally thought of as male positions.\u201d<\/p>\n\n\n\n

In this sense, China\u2019s more traditional culture casts a different light on gender parity in the workplace and requires an objective and sensitive approach to driving change, without bull-dozing the long-held values of an entire nation.<\/p>\n\n\n\n

\u201cIt is encouraging to see more women moving into senior leadership roles in China,\u201d says Leung. \u201cOrganizations are beginning to recognize that women can introduce different points of view and inspire greater creativity, especially in product and service development. Persistence is critical \u2013 it just takes time.\u201d<\/p>\n\n\n\n

Inspire Women, to Inspire Synch-lusion<\/h3>\n\n\n\n

Although from vastly different perspectives, a golden thread seems to string the tapestry across borders, cultures, and belief systems. While gender equality and DEI initiatives hammer away at organizations to meet inclusion quotas, the women struggling to be noticed are often up against incredible odds \u2013 barriers that make it harder for them to aspire to executive roles in the first place.<\/p>\n\n\n\n

From all three regions, Ghiazza, Fourie, and Leung all noted that the COVID-19 pandemic set certain changes in motion that could help foster inclusion practices.<\/p>\n\n\n\n

\u201cWork flexibility has become a trend,\u201d says Fourie. \u201cBut not just for women; for both men and women. Increasingly, men are also demanding work-life balance and more flexible working conditions. It has leveled the playing field a little, and presents an opportunity for women to demonstrate their hunger and ambition; to stand out and be noticed. We have to encourage women to go for it.\u201d<\/p>\n\n\n\n

In Asian culture, where women in leadership roles continue to feel the societal pressure of not creating discomfort or being confrontational, Leung affirms that it\u2019s the responsibility of the majority leadership to remind women that their concerns are valid and to encourage them to speak openly.<\/p>\n\n\n\n

\u201cFemale leadership is not weak,\u201d says Leung. \u201cAs women gain experience in leadership, becoming more independent and confident in the complexities of leading, we can expect a gradual increase in acceptance of women fearlessly filling executive roles.\u201d<\/p>\n\n\n\n

Daring women to shift their mindsets, Ghiazza poses the question, \u201cIs it appropriate to talk about inclusion in today\u2019s day and age? The word itself implies someone standing at a closed door, asking to enter as if they have no right to simply walk in. If a woman has studied, developed the skills, and done the work, why should she have to ask to be included? Women count.\u201d<\/p>\n\n\n\n

A question well worth considering, perhaps taking us a giant leap toward inspiring synch-lusion \u2013 where career pathway progression occurs with the same freedom, at the same rate, irrespective of gender.<\/p>\n\n\n\n

Encouragement From Our Contributors<\/h3>\n\n\n\n

We asked each of our article contributors to share what they wish to see for women in the workplace. Their answers were heartfelt and true to the spirit of the work being done by DEI initiatives and organizations, every day.<\/p>\n\n\n\n

\n

\u201cI would like to see women leading, because of our values \u2013 we are more caring, we see the long-term vision, and we embrace equality\u2026 and in our world today, we need to care more than ever before.\u201d<\/p>\nPatrizia Ghiazza<\/a><\/strong><\/cite data-aos=\"fade-up\"><\/blockquote>\n\n\n\n

<\/p>\n\n\n\n

\n

\u201cWomen, support each other. Support other women!\u201d<\/p>\nCarolin Fourie<\/a><\/strong><\/cite data-aos=\"fade-up\"><\/blockquote>\n\n\n\n

<\/p>\n\n\n\n

\n

\u201cDiversity and equality contribute to building better teams and businesses. Even if it makes you uncomfortable, the world needs you to take a chance.\u201d<\/p>\nAngus Leung<\/strong><\/a><\/cite data-aos=\"fade-up\"><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

As individuals and businesses reflect on the sentiments of \u201cInspire Inclusion\u201d this International Women\u2019s Day, we spoke with Signium Partners in three key economies to uncover the dynamics of diversity, equity, and inclusion (DE&I) in local policy and practice. \u201cImagine a gender-equal world\u2026\u201d These are the opening lines on the International Women\u2019s Day website, and […]<\/p>\n","protected":false},"featured_media":8960,"parent":0,"menu_order":0,"comment_status":"open","ping_status":"closed","template":"","region":[10,11,103,9,13,62],"news_type":[19],"acf":[],"yoast_head":"\nGaining a World View of Women in Leadership 2024 – Signium<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.signium.com\/news\/gaining-a-world-view-of-women-in-leadership-2024\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\n<meta property=\"og:type\" 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