It’s imperative that all groups foster sustaining and inclusive, systemic practices to promote and identify talent early. Much of that control is shared between boards, top executives and HR. So why hasn’t more progress been made? Organizations continue to hold most of the power in determining the diversity of their own C-suites. These CEOs were aware that being CEO was a possibility for them and they sought roles and board service that would prepare them to lead at the enterprise level.Īlso, in many cases they say they were cultivated by sponsors/mentors to become CEOs, and importantly, they were highly interested in being looked at as CEOs and not as women CEOs. The study also notes that fewer women today said they had to ‘fight’ their way into the corner office, nor were they surprised when they were tapped for the role. The new study finds rich diversity in women’s paths to the CEO role today-everything from engineering to sales, law and medicine, along with the finance and STEM backgrounds found among women who participated in the first study. James Stavridis, Chair of The Rockefeller Foundation Board of Trustees. To address today’s challenges, we can, and we must, meet the demand for talented CEOs with the many qualified women ready to lead-it is simply in everyone’s best interests,” said Retired Adm.
“I’ve seen firsthand that when women lead, they succeed, from the corporate boardroom to the walls of power to the Situation Room. Study after study shows that diverse leadership is more than a nice-to-have, it’s a business imperative to increase performance and profitability. Today, female CEOs are still largely “fortuitous appointments” rather than the result of tapping into systemic, sustainable pipelines. To continue to build momentum, starting early in their careers, women need to be encouraged and offered development opportunities to rise to the highest echelons of the corporate world. The progress that has been made toward The Rockefeller Foundation’s goal of 20% women CEOs in the Fortune 500 by 2025 is positive, but not nearly enough. Today, that number has risen to approximately 9%. Just five years ago women represented only 6% of Fortune 500 CEOs. The study updates 2017 research done by Korn Ferry and The Rockefeller Foundation, and reveals that while progress has been made, much more needs to be accomplished. The study, Women CEOs Speak Today, highlights the career journeys of women CEOs and what led to their successes and their ability to transform the CEO role. It’s lonely at the top, but according to a new Korn Ferry study, women CEOs are slowly getting a bit more company.
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