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Supporting women earlier in their careers will fuel the pipeline for tomorrow. Discover Camilla Carson’s practical tips to change the trajectory of your career, no matter the stage you’re at. ‘Do women really need their own day?’ I won’t be the only woman who rolls my eyes at this familiar statement in the next few days. I can hear Piers Morgan saying it now… Look around you in the office, co-working space or more importantly the boardroom and tell me if you still think we can spare a day to dwell on what more can be done. Re-affirming our commitment to a working culture where women can thrive, rather than simply survive. https://www.internationalwomensday.com In many ways we can use IWD to dwell on the huge advances that women have made and my own career in finance and technology – two sectors known for their challenges in the diversity stakes – has been full of positive stories. Moments where male colleagues have championed my work and opened doors which I might once have had to quietly jimmy with a crowbar. It is crucial that we fling those doors wide open, rather than expecting women to battle their way to the top. IWD also allows us to reflect on the gaps which persistently hang around. The latest data is interesting if not comfortable reading. Last year McKinsey conducted their fifth investigation of ‘Women and Work’ in partnership with LeanIn.org in the US. At Black Swan we believe that the truth is in the data so let’s dive in. Representation of women in C-Suite positions in the US grew by 24% in 2018-2019 BUT parity is a long way off – this only took us to 21% of C-Suite level positions being held by women We’re doing a little better in the UK. 32% of FTSE 350 board level positions are held by women https://30percentclub.org/ For every 100 men promoted to first level management, only 72 women were promoted and only 58 black women 1 million more women. Pipeline is key. If we addressed this disparity at the top of the funnel 1 million more women would be in positions with a route to serious advancement in the next 5 years in the US. Although progress has been made at the top, the main barriers lie earlier in our careers. The research talks of a ‘broken rung’ where far less women are promoted to first level management positions. This effect then compounds as we move up the levels and results in the familiar excuse at VP level and above – ‘No women apply […]