bonus checklists: 4 benefits for organizations and 9 benefits for sponsors.
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.
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.
more on sponsoring women for leadership: why cpa firms need more women | beyond mentoring to sponsorship | how to keep sex from derailing a sponsorship | ‘soft skills’ advice needed, too | use others to promote your protégée | 8 ways sponsors can highlight opportunities | 3 ways to open a sponsorship conversation | what sponsors need from protégées | 3 ways to derail sponsorships | 4 reasons women hold themselves back | 4 ways sponsors can help women seek power | bias about women with families lingers | judged on performance, not potential? must be a woman | why women are overlooked (and how to fix it) | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles
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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