It is only a matter of time before we reach gender balance in the long term, but for that, organizations will have to respond to possibly forced standards of inclusion and will have to survive the short term, during which there will be a shortage of prepared talent.
Change is impossible to avoid, but that does not mean that it is natural for people to want change and, on the contrary, we try to avoid it. For this reason, so that we are not caught unprepared, we must force it to happen and be able to adapt in time.
As a society, we are likely to encourage Diversity through inclusion programs that will accelerate change and will face organizations with a fight for female talent that, in terms of required experiences, is still scarce.
According to McKinsey’s study “Why Diversity Matters”, companies with gender diversity are 15% more likely to generate higher returns than those with predominantly male executive teams. The diverse companies exceed the non-diversity companies by 21% in terms of EBIT and 27% in terms of long-term value creation.
ANTICIPATION:
The war for talent will be won by the companies that are ahead of the game in attracting the best available talent and are able to establish appropriate retention systems. One way to be permanently prepared and take advantage of opportunities in a timely manner, is the realization of Talent Pipelines that allow the early identification of young executives who have the type of experience and leadership skills compatible with what the organization needs.
IDENTIFICATION AND GROWTH:
Organizations have female executive talent in the middle and lower positions, who have the personal skills to grow. It is important to carry out formal processes of Executive Potential Inventory, through the evaluation of Leadership and Management Skills, to implement action plans for those executives who have the potential, make them grow in experiences and strengthen their natural personal capacities.
INCLUSION AS PART OF THE CULTURE:
It is important that organizations become aware of how their culture is, in terms of understanding what kind of people will be more motivated to work in the organization and thus increase the chances of attracting the best talent. The new generations demand that companies are inclusive, open to diversity and have concrete policies that encourage it.
Organizations that believe in the value of diversity legitimately and not out of obligation will make this journey more quickly and successfully— and will be more profitable.