Their long term goal is a minimum of thirty percent female board member representation, a plan that naturally includes strong communication efforts. Their “Adopt a Company” campaign, an outreach program asked companies in the S&P 500 and Russell 1000 with zero female board members to encourage women to join their boards, has been particularly successful. “Adopt a Company” was launched in January 2012; by October 2015, 62 companies had included a woman on their board due to the coalition’s campaign.
This is an example of how powerful outreach can be in fixing corporate leadership’s gender problem. In June 2015, the Committee for Economic Diversity launched an outreach program for gender diversity in the boardroom. This followed a report they released demonstrating voluntary initiatives taken by company leadership have a positive impact on gender equality.
This program advises leading companies to set goals for inclusivity, increase criteria for executive positions, and expand the sources where they find female board members. Other groups, such as Sheryl Sandburg’s LeanIn.org, created media campaigns tackling gender in the workplace from a number of angles. The Leanin website includes tips for managers about promoting the presence of women in all workplace positions. They also include words of encouragement for young female college graduates.
With a woman running a very powerful (and controversial) presidential campaign, women’s issues are making more headlines than ever before. Certain industries, such as public relations, are uniquely female-friendly. This is a point of pride and distinction and is paving the way for a more equal future.
Those with communications experience should offer their expertise to help other companies boost gender equality in high-ranking positions. Unless something changes, the future for female corporate leadership will be grim: at today’s rate, it will be more than 100 years before gender equity in C-suite positions is a reality. Luckily, experience has shown proactive communication really works.PR Insights & Public Relations Strategy
By EPR Editorial Team2 min read
Women at the Top: Increasing Gender Equity in Coveted Business Positions
By EPR Editorial Team2 min read
Their long term goal is a minimum of thirty percent female board member representation, a plan that naturally includes strong communication efforts. Their “Adopt a Company” campaign, an outreach program asked companies in the S&P 500 and Russell 1000 with zero female board members to encourage women to join their boards, has been particularly successful. “Adopt a Company” was launched in January 2012; by October 2015, 62 companies had included a woman on their board due to the coalition’s campaign.
This is an example of how powerful outreach can be in fixing corporate leadership’s gender problem. In June 2015, the Committee for Economic Diversity launched an outreach program for gender diversity in the boardroom. This followed a report they released demonstrating voluntary initiatives taken by company leadership have a positive impact on gender equality.
This program advises leading companies to set goals for inclusivity, increase criteria for executive positions, and expand the sources where they find female board members. Other groups, such as Sheryl Sandburg’s LeanIn.org, created media campaigns tackling gender in the workplace from a number of angles. The Leanin website includes tips for managers about promoting the presence of women in all workplace positions. They also include words of encouragement for young female college graduates.
With a woman running a very powerful (and controversial) presidential campaign, women’s issues are making more headlines than ever before. Certain industries, such as public relations, are uniquely female-friendly. This is a point of pride and distinction and is paving the way for a more equal future.
Those with communications experience should offer their expertise to help other companies boost gender equality in high-ranking positions. Unless something changes, the future for female corporate leadership will be grim: at today’s rate, it will be more than 100 years before gender equity in C-suite positions is a reality. Luckily, experience has shown proactive communication really works.Written by
EPR Editorial Team
The Everything-PR Editorial Team produces reporting, research, and analysis across thirty verticals — communications, reputation, AI visibility, public affairs, media systems, and digital discovery in the answer-engine era. Publishing since 2009.
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