In the months following the release of Facebook COO Sheryl Sandberg’s book, “Lean In: Women, Work, and the Will to Lead,” an abundance of business conversation has centered on tactics, strategies, and tips for women looking to break through the glass ceiling.
Women should advocate for themselves. Women should seek out mentors and attend networking events. Women should embrace risk. And women should break free from traditional career paths and opt for careers that position them well for the C-suite.
This is all great advice. In fact, men gunning for the C-suite should follow these guidelines, as well.
But while it’s important to note that women do need to take these steps in order to carve a path to the C-suite, it’s just as essential to note that women can’t do it all on their own. As they step up their efforts, it’s time for senior-level recruiters, hiring managers, and HR personnel to eschew bias and sexism when it comes to considering women for high-level positions.
Doing so is better for women, sure. The equality angle of this argument is a crucial element to making the world a better, more egalitarian place. But in addition, getting over sexist hang-ups is – bottom line – better for business.
Including women in the mix when considering candidates for senior-level positions gives companies an expanded variety of backgrounds, experiences, viewpoints, competencies, and – as simple logic shows – a greater number of prospects to choose from.
Need further convincing? A recent study found that companies with female board members outpace similar companies with all-male boards by 26 percent. In addition, recent survey results show that the most desirable leadership traits are actually those that are considered “feminine” in nature. Finally, women are “rated higher in fully 12 of the 16 competencies that go into outstanding leadership,” according to a piece from the Harvard Business Review.
When put into those terms, it’s plainly obvious how foolish it is to let sexism and bias creep into recruitment and hiring processes, and it’s clear that organizations that allow prejudice to prevail will suffer the consequences in the long run.
Will your organization give women a chance to break through the glass ceiling? Or will your organization be left in the dust?
