Elevating Women Leaders
The Woman Leader is a Powerful Force
And a force we are committed to supporting. At Women Lifting Women, we recognize women leaders are successful in part because of their ability to create a wide network of resources.
Women leaders are also the minority in leadership roles. Women, predominantly women of color, are under-represented in leadership roles. The ones who are in leadership roles are oftentimes expected to deliver more work under more pressure and burnout than their male counterparts. That is where Women Lifting Women found its purpose. To help the woman leader.
Women Lifting Women is a women-owned and lead organization that was born out of a desire to elevate the woman leader of today. We do that in two ways:
First and foremost, we offer top-tier consulting services to women leaders across many sectors and industries. Our consultants focus on four key areas: Strategy, Human Resources, Executive Coaching, and Leadership Development/Training. Our services range from full curriculums delivered in a workshop format aimed at elevating your own team of leaders, to custom and 1:1 consulting services for every leader.
Second, we are leaders in our own community. We believe in women lifting women as an action. Our goal is to empower marginalized and women of color in our communities, to enter the workforce and to develop work plans towards leadership roles. We do this through workshops, seminars, and partnerships with other non-profits.
All of our Principal Consultants are founding members with a passion for developing an and supporting the woman leader. Each of them is a leader today who also dedicates their time to consult and help others.
Despite a Record-High Number of Fortune 500 Women CEOs in 2020, There are Still Nearly 13 Companies Run by a Man for Every Company Run by a Woman.
But before they even get close to the glass ceiling, women face barriers in advancing to their first management roles.
In the United States, women were nearly half (47.0%) of the labor force, but only slightly over a third (40.0%) of managers in 2019.
In 2019, white women held almost a third (32.3%) of all management positions.
Women of color held a drastically smaller share of management positions:
Black women: 4.0%
Asian women: 2.5%
In 2019, women made up the highest share of managers in human resources (74.8%). Their share of management in selected other industries was:
Medical and health services (69.7%)
Food service (46.5%)
Women are falling behind early in their careers. If first-level women managers were hired and promoted like men, there would be 1 million more women in management over the next five years.
In 2019, for every 100 men who were promoted to their first management position:
72 women were promoted and hired
68 Latina were promoted
58 Black women were promoted
Catalyst, Quick Take: Women in Management (August 11, 2020)
Companies are at risk of losing women in leadership
Senior-level women are under the same pressure to perform right now as senior-level men—and then some. Women are often held to higher performance standards than men, and they may be more likely to take the blame for failure—so when the stakes are high, as they are now, senior-level women could face higher criticism and harsher judgement.
Senior-level women are also nearly twice as likely as women overall to be “Onlys”—the only or one of the only women in the room at work. That comes with its own challenges: women who are Onlys are more likely than women who work with other women to feel pressure to work more and to experience microaggressions, including needing to provide additional evidence of their competence.
Not surprisingly, senior-level women are significantly more likely than men at the same level to feel burned out, under pressure to work more, and “as though they have to be ‘always on.’” And they are 1.5 times more likely than senior-level men to think about downshifting their role or leaving the workforce because of COVID-19. Almost three in four cite burnout as a main reason.
McKinsey and Company, McKinsey Insights: Women in the Workplace (September 30, 2020)