“You don’t look like a CFO. When did you start your career?”
‘I can’t believe you’re a CFO.’
I don’t see it as harmful, but these words do not believe in the years of experience and qualifications that I and other women have worked hard to achieve.
Words like these are part of the problem when dealing with diversity in the workplace. After all, I rarely comment on a man’s appearance or age.
Instead of saying, “You have been CFO for over ten years. Although still present across regions, the gist of the answer to the biased question gives us hope that things will change.
For example, a reporter recently asked New Zealand Prime Minister Jacinda Ardern why she was meeting Finnish leader Sanna Marin. Ardern asked, “Has anyone asked Barack Obama and [former New Zealand Prime Minister] John Key if they met because they were the same age?”
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IBM is an example.
Ginny Rometty, the company’s first female CEO, held the position for nearly a decade. Her one of IBM’s own studies found that if an organization has women in its corner offices, its leadership has 23% more women than her in its pipeline. Change is happening in big US companies.
When Susan Wojcicki became CEO of YouTube in 2014, 24% of the jobs were women. By 2017 she had grown to nearly 30%. Christekolder Associates found that her CFO percentage of women has risen from 15.1% in 2021 and her 12.6% in 2020 to a new high of 16% for her over the past year.
Recruiting diverse candidates helps break down stereotypes about what people should look like when applying for a job.
This is not a pipeline issue as women make up 52% of her new hires in financial services. According to Lean In’s “Women in the Workplace 2022” report, only 87 women are promoted for every 100 men promoted. This discrepancy can also be attributed to the fact that women are often faced with a choice between pursuing a career or caring for a family. It is important to create a culture where people feel they are being treated.
Mesh Payments is the first company in my career to work with multiple female executives. We lead the C suite, which consists of a CFO, COO, and CPO.
But, as mentioned earlier, only 16% of her CFOs at large US companies are women. Overall, the company still has a long way to go.
What’s the solution?
Administrative roles are often accomplished through internal or external networks. I have been to an event where he was 90% male in attendance. This threatens to empower women in conversation.
So I encourage you to connect with people who are different from you. Be aware of people around you who aren’t talking, but who might be saying something interesting and worthwhile. Both men and women can be great at giving everyone space to listen and participate in these conversations.
Reach women within your network and mentor them. , can you mentor them? Offer them the same opportunities as your male counterparts.
With this kind of support, I was fortunate enough to progress, develop my skills, and receive career guidance. Start a support system for women. You earned the right to be part of all executive management.
Originally published at https://businessdor.com on February 6, 2023.
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