Reduce the Gender Gap in Leadership

with an Evidence Based Plan

Understand what´s in the way . Measure through Research . Align and Engage Deciders

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Does your organisation need to act on the Gender Gap?

Your DEI / Gender report is and not in line with expectations

Your are slow to move from a command/control to a collaborative culture

You are at risk of not complying with existing and future regulations

Your gender gap significantly increases when moving up to senior positions

You do not Role Model opportunities for ambitious female leaders or potential hires

Your female staff ratings are lower than those of men

If so, our Initiative will help you reduce the gender gap in leadership to build a more efficient and equal place to work.

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How to Prepare a Pipeline of Women Leaders ?

We guide a process to go

from Intentions to Assumptions

from Assumptions to Confidence

from Confidence to Action

aligning deciders on an evidence-based action plan.

We will use a custom combination of these 4 elements :

ASSESSMENT

Exploiting available data and informations to identify the female leadership gaps and challenges in your organisation.

WORKSHOPS

Sharing insights from research and success cases to inspire new perspectives, and then collaborately identify your direction and set relevant goals.

So Key actors will take part in the transformation.

ADD-ON SURVEY*

For building a strong case for the shift, we might have to run a specific female employment survey. And unveil missing data on female staff expectations, challenges, barriers and enablers of career advancement.

* If needed

ROADMAP

We conclude by formalising your evidence-based action and investment plan.

The most appropriate path to build a stronger women leader pipeline, right now and in the long run.

We tailor made a path to reduce the gender gap in your organisation which combines consulting, facilitation and research to fit your specific needs.

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What keeping the Gender Gap in Leadership might cost?

If you have a great service or product, but gender equity in leadership has not progressed enough, you face the risk of growing less competitive over time.

LOWER PERFORMANCE

The broader perspective women bring to leadership is proven to increase performance :

- By integrating focus on client service and employee satisfaction on top of performance and profit.

- By mirroring the people you serve.

- By improving risk management in decison making.

SLOWER ADAPTABILITY

The VUCA environment pushes most organisations to develop transversality in their management culture. The collaborative attitude of women greatly contributes to this.

LOWER RETENTION

Your female talents won`t believe they´ll get oppportunities because of the lack of women leaders as role models.

LOWER EMPLOYER ATTRACTION

Women´s requests for fair treatment in regard to promotions and salary is rising.

Not meeting these expectations will affect your employer image, especially among potential recruits in demand of an inclusive culture.

LOWER CREDIBILITY

As data on gender equity are increasingly requested in financial reports, a lack of progess will impact your credibility among important stakeholders.

DUPLICIT IMAGE

If your reality does not match your CSR promise of gender equity (perceived as a moral necessity by the UN), you´ll be holding a double speech that could turn against you.

Disrupting the gender gap in leadership will help your organisation breakthrough your default culture and move toward a leadership of collaboration and autonomy, better suited to meet the demand of our fast pace and volatile times.

"Women leadership helps organisations grow future ready"

Mc Kinsey

Who might help?

Gyda Ulleberg

Lead consultant

Gyda Ulleberg, a former HR world director in the Non-Profits sector, Organisational Coach and owner of By Intent has found the way through these gender challenges and biases.

With her Female Ascend Initiative, she ´ ´ll guide key deciders to go beyond constructed perspectives and acknowledge the real obstacles and real benefits of women in leadership.

Catherine Wearden

Recommanded Research Partner

Catherine Wearden is a Principal Consultant with Agenda Consulting. Her focus is on partnering with clients to plan and execute their employee and volunteer engagement surveys, understand the findings and plan the way forward.

Catherine is experienced at working with a number of U.K and international clients including Norwegian Refugee Council, Save the Children International, IFRC, Crisis U.K and Nottingham Community Housing Association.

With the Female Ascent Initiative, you will

REVEAL OBSTACLES &

CREATE THE ADEQUATE SHIFT

Identify the obstacles to leadership .
Get inspired by sucess cases.
Measure how your female staff perceive gender equity in your organisation, and what is in the way.
Set priorities & objectives for gender representativity in leadership, for the skills and the support required for the development of female talents and leaders.
Select the most relevant key actions for this.
Facilitate exchanges with keyplayers to get buy in all along the process.
Plan, timeline and budget your gender equity plan
Build a business case for your board.

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Wondering if the Female Ascent Initiative process is a fit for you ?

I have been there! With my plate already full, knowing that reality would hit, wondering what actions to take among a huge number of possibilites to tackle such a complex and resistant challenge as gender gap!

To get through this, you´ll need engagment, constructive dialogue and strong arguments to create buy-in. That´s why I suggest to

Take a first step with