Many organisations simply assume that having children at a key time in mid-career automatically limits corporate women from attaining their full career potential.
More progressive organisations put flexible work practices and policies in place to support women as they integrate career and family life. Many progressive organizations also recognize that men need this flexibility as much as women do. When little Charlie gets sick at school, his executive dad should have the same flexibility to collect him as his executive mum.
But are flexible work practices the magic bullet that will bring gender equity to the upper levels of corporate management? No. One doesn’t have to look far to see talented women without children who nevertheless experience barriers to realising their potential.
Our experience, backed up by extensive research, shows that effective solutions include fine-tuning the cultural aspects that organisations need to address, plus the development of personal strategies, insights and skills women need to learn.
To discover what happens when effective solutions are put in place, please download and read “How to Optimise the Benefits of Women in Leadership,” available in the box on the right.