Learning, Training and Development

Chair, Dr. Rosina L. Racioppi, President and CEO, Women Unlimited, Inc.

  • Women are less likely than men to have clarity involving career advancement: 48% of men say they received detailed information on career paths to P&L jobs in the past 24 months vs. 15% of women (Working Mother Media 2019 Study: The Gender Gap at the Top)
  • Far more men than women are benefiting from networking, mentoring and sponsorship than women: 54% of men had a career discussion with their mentor or sponsor in the past 24 months vs. 39% of women (Working Mother Media 2019 Study: The Gender Gap at the Top)
  • 28% of women vs. 53% of men participated in a leadership development program in the past 24 months (Working Mother Media 2019 Study: The Gender Gap at The Top)

ACTIONS

  • Go beyond awareness of unconscious bias to shifting company practices to ensure that there is parity in feedback, guidance and opportunities for women – especially women of color
  • Begin training and developing high-potential women leaders early in their careers to take on and advance with P&L responsibility where 90% of newly appointed CEOs have had significant line management experience
  • Provide women (especially women of color) access to key relationships including, mentors, sponsors, coaches and strategic networks
WBC asks:

Could full parity be achieved as it relates to the clarity that women have and are afforded by mentors and sponsors about their career paths by 2025?

Could high-potential mid-career women (including women of color) equal the number of men tapped for P&L assignments together with major access to leadership training and development in line management roles by 2025?

Could the same number of women as men receive mentors and sponsors?

Could the same number of women as men participate in leadership development programs?