Ways to Attract and Retain Strong Women Leaders - Jibran Bashir Leadership Institute

Ways to Attract and Retain Strong Women Leaders

Do we need women leaders?

Yes..!! We need more women leaders. A study had been conducted by Gallup showed that all those organizations with gender diverse workforce perform better than those dominated by only a single gender. Now, more women are pursuing leadership roles than ever before, which is good news for businesses that are ready to prioritize and support women leaders. They bring a unique set of skills, talents, new ideas & views alongside cultural and structural diversity, resulting in more successful solutions. Here are some reasons why we need women leaders.

  1. They come up with different perspectives
  2. They have unique & Transformational ideas
  3. They can wear many hats
  4. They are good at multitasking
  5. They handle crises very well
  6. They are more empathic
  7. They lead more effectively
  8. They are better communicators 
  9. They are the great mentors
  10. They are more trustworthy
  11. They value work-life balance
  12. They are more Inclusive
  13. They focus on teamwork
  14. They encourage free thinking


Challenges faced by women leaders in the workplace

There isn’t any doubt that women have historically faced more barriers than men when it comes to fully participating in the economy as a leader.

  1. Gender Discrimination
  2. Lack of Flexibility
  3. Cultural Resistance to Female Leaders
  4. Stereotyping related to job roles & Progression 
  5. Difficulty in creating supporting networks
  6. Lack of empowerment 


Ways to attract, and retain women leaders 

Women’s decision to stay or quit a company can be directly influenced by the culture of the firm, the department, or even the management style. Unspoken performance expectations and informal influence patterns are important. Of course, a woman’s unique experiences and opinions are also important considerations.

Let’s look into a well-devised strategy for organizations to help attract and retain strong women employees and groom them for leadership roles.

1.     Identify & Address women’s Leadership Challenges

 Organizations must establish clear perspectives, capabilities, and skills necessary to create effective leadership roles. Make sure women leaders have the opportunities and resources to gain the knowledge they most need. There should be proper coaching opportunities, mentorship at work, specialized training, and on-the-job training. In addition, your organization should create a women’s leadership development strategy, which will enable women leaders to make valuable decisions regarding their careers.

2.     Flexible Working Environment

Those organizations who are trying to hire and retain top talent, especially female leaders, have adopted a flexible working style as the norm. If an organization is keen to attract and retain great talent, especially women leaders, it’s a smart move to realign their rigid 9-to-6 schedules and rethink the same. Providing employees with the flexibility to change their schedules in response to personal commitments and other priorities is essential to ensuring a flexible work environment.

3.     Evaluate Company Culture

The development of female leaders is significantly influenced by the corporate culture as a whole. The company culture as a whole and the views of even a single manager can be enough for a woman to pack up and leave for something better. To uncover unconscious biases and commonplace situations or occurrences that can obstruct women’s growth in your organization, a detailed analysis is required.

4.     Provide women’s leadership programs & Training

Talented women want organizations to invest in their development. So, women’s leadership programs & training are the best way to ensure that they have the right skills to undertake more senior roles. These programs will benefit not only women but also the organization. It will increase productivity, nurture future leaders, improve managerial skills, improve risk management, improve organizational culture, effectively manage change and make you enable better decision making.

Author: Ms. Mariam
Head of Research & Communication

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