Shattering That Damn Glass Ceiling Once And For All
position. Despite this, we’ve seen time and time again
that the folks hired are often pre-chosen and typically
white male. It’s time to pay more than lip service to
Professional networking groups are critical for women.
In order to play in positions of power, women need a
seat at the table. A concerted effort to promote and
hire women starts at the highest ranks. When women
are promoted and succeed, we show that diversity is a
strength. We set examples for our daughters to follow
and our sons to celebrate. And while women have
come so far, there’s still a long way to go.
In 2018, California signed legislation requiring that
corporate boards of publicly traded companies must
have at least one female director. Other states are
much slower to follow.
While a significant number of small businesses offer
women opportunities to hold leadership roles, many
of these firms are still not the feeding ground for
Fortune 1000 companies where growth opportunities
for rich benefits and retirement plans are the norm. We
also increasingly see it as an alternative to executive
positions; more women are running for political office
and are starting businesses.
In larger Fortune 1000 organizations, women are
not always perceived as having the skills to serve on
corporate boards. Companies often claim it’s difficult
to recruit women or diverse candidates with the right
skill sets. But this is a problem that these companies
can themselves solve through direct action – such
as better cross training programs more and more
internal promotions instead of outside hires create a
greater talent pool. Companies committed to better
diversity training can cast wider nets making it easier
for women and diversity candidates to apply, meaning
making on-line applications less tedious or working
with outside recruiters, companies would likely attract
more diverse talent. The need for change is clear.
Equalizing the playing field starts by creating more
opportunities for women early in their careers, as well
as adopting family-friendly policies for all, can help
change the status quo. Until these systemic changes
occur, the best course of action is for companies to
walk the walk and not just talk the talk -- consciously
hire, mentor, sponsor and promote women and diverse
candidates throughout the organization.
When it comes to shattering that glass ceiling,
women still have to do it themselves, but it shouldn’t
be a solo effort. One crack won’t break the ceiling
for all, but millions of cracks, created by millions of
women, certainly will. The best way for one woman to
succeed is to mentor every woman by developing and
maintaining a career-long network where women help
each other, work collaboratively, and grow together.
Having a strong professional network and meaningful
relationships which transcend specific jobs, where
women consciously choose to work with each other,
hire each other, and promote each other is key.
In this way, women can break down barriers to
career and financial success, and gain entry to their
company’s actual “C-Suite”.
Beth Hilbing is Co-CEO at C-Sweet and
Sr. Program Manager and Principal IT
Business Partner at Boeing. Beth is
a versatile, experienced, successful
executive with extensive experience in
managing infrastructure and global client
services for the entertainment, insurance,
aerospace, and banking industries.
Dianne Gubin is Co-CEO at C-Sweet,
Principal at Capital InVentures, Inc.
and President, at Amplify Professional
Services, Inc. Dianne’s background
includes over 20 years in B2B sales and
account management. She’s owned
two technical staffing agencies working
across industries with Fortune 1000 and
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