How women leaders are changing the model

How women leaders are changing the model

“This is a man’s world,” sings James Brown. He immediately adds: “But it wouldn’t be nothing without a woman or a girl.” During the month dedicated to women, we decided to bring you a short series of articles about women. You will find them on the HRCP and U Matter blogs, including our article on women leaders.

As companies move towards gradual change, leaders should focus on vision, innovative ideas and taking action now. This includes recognising gender equality as an advantage in three areas: company culture, business results and competition for talent.

Women will create the kinds of companies they want to work for

Our shared experience over the past two years has encouraged us to reflect on what we really want from life and our careers. Women now have the courage to be the change they want to see in their own lives and in the world we live in. More women are stepping away from their current roles and careers to pursue entrepreneurship and build companies, products, services, cultures, communication, teams and workplaces they themselves want to be part of.

The way future leaders are trained will change

Until now, women have reached leadership positions in the same way as men: by competing for power. However, as more employees and organisations move towards business models centred on purpose and people, leadership structures are set to change more noticeably. Instead of fighting for power, leaders will champion a purpose—and this is where women stand out. Future leaders will be trained in line with these models and trends.

Mentoring will play a greater role in women’s career development

There is ample evidence that women want formal mentoring, wish to mentor and inspire other women, and place a high value on having a mentor at work. Over the past year, companies have struggled to retain talent and prevent burnout—a problem that is even more pronounced among women. In 2022, mentoring for women will—and should—be an important focus for organisations. Launching formal mentoring programmes will lead to more engaged and productive employees.

Greater investment in diversity, inclusion and equity programmes will bring more women into leadership positions

The number of women leaders is growing, but much remains to be desired and done. So let us ask: “What can be done to accelerate the process?” Tracking high-quality data will lead to action and results. In 2022, we will see significant investment from organisations in tracking their diversity, equity, inclusion and belonging efforts, training people in and measuring inclusive behaviour, and redesigning HR systems and processes fairly. By focusing on equality and inclusion, we can accelerate progress and growth and create lasting cultural change for all women.

Women leaders will continue to invest in other women’s success

Although we certainly have a long way to go, it is undeniable that the numbers of women in leadership positions, women business owners and women running businesses are increasing. In 2022, we will therefore see more support for women leaders from investors at every level. This will give a wider range of voices and styles the chance to build the next generation of companies and brands.