Fixing the Broken Ladder.

AuthorCorriveau, Alexandra
PositionAT THE OFFICE

COMPANIES in the U.S. spend significant time and money trying to improve the gender balance of their workforces, yet many of those efforts fall short. All too often, companies try a little bit of everything, spreading their resources among multiple initiatives without a clear idea of which measures are leading to real improvement. By focusing on the truly effective measures, companies can be more efficient, retain and promote women, and improve both financial and operational performance, according to a report by The Boston Consulting Group, "Proven Measures and Hidden Gems for Improving Gender Diversity."

The report analyzes survey data from nearly 4,000 respondents at U.S. companies, as well as interviews with CEOs and chief human resources officers. The goal was to sort through 39 specific measures that companies use for improving gender diversity and then to rank the measures by their relative effectiveness.

"Most senior leaders understand the value of gender diversity, and they genuinely want to get there," says Marjolein Cuellar, a BCG partner and a coauthor of the report, "but without insights into how well these measures work, leaders are wandering around without a map. This analysis helps senior leaders focus their time and attention on solutions that will move the needle in terms of gender diversity."

A key finding of the research is that men and women see the problem of gender diversity differently. Male respondents typically cite recruiting as the biggest challenge that women face. Women, by contrast, point to retention and advancement. The problem, they say, is not getting in the door: it is staying with the company and getting promoted.

"For most women in Corporate America, the problem isn't a glass ceiling--it's a broken ladder," notes BCG partner and coauthor Andrea Ostby. "Our research shows that women are just as ambitious as men, but the daily grind and a lot of deep-rooted cultural issues at companies make them feel that the struggle isn't worth it. So, they make it only to middle management or--worse--leave companies entirely."

The analysis grouped gender diversity programs into three categories.

* Hidden Gems...

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