plus 6 market advantages.
by ida o. abbott
sponsoring women: what men need to know
most male leaders today understand how important it is to keep high-performing women in the pipeline and help them achieve their potential within the organization.
more on sponsoring women for leadership: is sponsorship right for your firm? | and now, a few words about sex (and 14 tips) | make flexible scheduling work for everyone | your protégée needs your feedback | 9 ways to promote your protégée to others | 8 ways to help your protégée focus on career opportunities | 3 ways to initiate informal sponsorship | how to establish a sponsor-protégée relationship | 3 roadblocks to women and men working together well | why women resist networking and powerful role models | women must see politics as leadership to get ahead | mommy bias persists | different standards, double binds challenge women
these men are genuinely concerned about their firms’ inability to retain and advance the women they hire because having a substantial number of women leaders is a demonstrably significant benefit to the company, while a lack of gender diversity at the top of organizations can be very costly to the bottom line.
in an increasingly competitive market for talent, retaining the best people and placing them in executive roles where they can have the greatest impact is a business imperative. abundant research shows that companies with higher percentages of women leaders and senior-level managers tend to outperform their competitors.
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