PATHBUILDERS GENDER DYNAMICS PROFILE™
Unleashing the power of human capital to ensure long-term viability
Our insights and approaches maximize the value of great talent.
Increasing effectiveness while elevating performance
The Pathbuilders Gender Dynamics Profile™
Determining your organization’s baseline
The foundational step in our Pathbuilders process is determining a benchmark for progress toward making gender diversity a strategic imperative. We look for:
- Visible support of senior leadership
- Clear and frequent communications highlighting the imperative of gender diversity
- Creative approaches to engage women across the enterprise
- Possible points of conflict across the organization
SETTING GOALS AND MOBILIZING RESOURCES
We help you align business norms, processes, and culture to drive change
When goals are in place, resources are mobilized. Where progress is monitored, change happens. Our work with women has exposed the critical levers companies must have in place if they are to achieve their goals to move more women forward into leadership, including:
- Senior leaders clearly communicate the business case for broad representation of women at every leadership level.
- Gender is considered in talent reviews and succession planning. Women are prepared for key roles.
- Women’s views are proactively sought for key decisions, and they are comfortable voicing their opinion.
- Goals are aligned throughout the leadership chain.
- Women have access to female peers, and female role models exist.
INTENTIONAL DEVELOPMENT
Pathbuilders helps prioritize powerful interventions that enable women to succeed
65% of Fortune 500 female CEOs realized their potential to ascend to that position after someone else provided them that feedback. That is why it is so essential to ensure your high-potential female leaders have stretch opportunities needed to compete for the next big job.
Focus is needed on the network of relationships that expose these women to the possible paths where they can apply their talents to help you deliver exceptional performance. Mentoring and sponsorship are key. When formal and structured mentoring relationships are put in place, women, and their internal sponsorship, grow.
Interventions alone will not close the gender diversity gap. Organizations need to develop an aspirational culture that aims for women’s representation at all levels of leadership.
