"...companies with women on the Board of Directors are more successful..."
Women should be promoted into senior leadership roles. One of the world's leading global public relations firms conducted a piece of research which shows that women are more likely to become CEOs if their current CEO is a woman. So there is a precedent to suggest the promotion of female talent will be self-perpetuating. Furthermore, a detailed piece of research conducted by Credit Suisse shows that companies with more women on the Board of Directors are more successful, in very quantifiable terms. This clearly adds to the evidence suggesting the promotion of women into senior leadership is a very positive step indeed.
Whilst the aforementioned female-friendly policies being introduced by some of the world’s major technology companies are groundbreaking, they fail to focus on a key group of female talent: Returners. Women who have taken time out of their careers to raise children or travel with partners can too easily be forgotten and are in danger of struggling to return to work despite being top talent.
The demand from our clients to find female technology leadership is incredibly high and we place a great deal of focus on thinking laterally to fulfil this. A degree of compromise is needed on occasion, but difficulties can be addressed quickly with a personalised onboarding programme, helping to accelerate a transition. For example the candidate might have come from another regulated industry or be a returner who needs help understanding current regulation and products.
Diverse technology leadership is hugely important and will continue to be a focus in Financial Services for years to come. In time this should help inspire the junior female talent, creating a self-fulfilling prophecy. We will watch with interest how this all plays out...