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Research has shown that diversity and inclusion drives innovation. Despite it, the journey to an equitable workforce seems to be rather long. There is increasing consciousness and pressure from stakeholders such as investors and financial market regulators on enterprises to increase the diversity of their boards, management teams and workforces. Due to increasing awareness around tangible benefits of diversity, it looks like we have made some progress in this endeavour. However, we still have some significant distance to cover. As per the Fortune 500 ranking of 2023, women CEOs run 10.4 per cent of companies. Due to a growing appreciation on prioritising talent for organisational success, most large companies now have a women on the board as well as on their executive leadership team. Let us be aware of the challenges and counter strategies to have more women CHROs.
Easy entry, tough ascent: Entry-level positions in HR often provide accessible starting point for women, enabling them to stand out and demonstrate their capabilities. HR is widely thought to be a ‘softer’ domain suited for females. A high proportion of women enter HR roles and where traits such as inclusiveness, emotional intelligence, empathy and strong administrative skills, are seen to suit HR roles well. However, as they progress to senior leadership roles, they encounter formidable barriers hindering their advancement to CHRO positions.
Lack of holistic development: Organisations often fail to prioritise employee development adequately, particularly for women aspiring to take up CHRO roles. This lack of focus on nurturing female talent in terms of empowerment, decision making, talent intelligence contributes to feed into the perception that CHROs cannot be C-Suite leaders.
Alignment with business goals: CHROs play a critical role in aligning HR strategies with business objectives. However, the extent to which CHROs effectively align HR functions with broader business goals varies.
Harnessing the power of allyship: Allies within the organisation, both male and female, play a crucial role in advocating for gender equality and supporting women’s advancement to CHRO roles. By fostering allyship and creating a supportive environment, organisations can dismantle barriers and create pathways for women to succeed in these positions.
By acknowledging the systemic barriers, fostering an inclusive environment, organisations can create opportunities for women to excel in senior HR leadership positions. Let us not merely aim for numerical representation but strive for a culture where diversity is celebrated and every individual is empowered to reach their full potential.
