Supporting women in leadership begins with key decisions that support career success for early-stage employees and put on the management track. From there, organizations can make important investments in areas such as coaching, support infrastructure and tools and talent to help identify and eliminate bias.

Women in leadership represent a crucial gap in today’s succession planning and hiring pipelines. Research from Deloitte has found that less than 25% of women in middle management and non-managerial roles plan to stay at their employer for more than two years. Among those who had recently left their employer, the lack of advancement opportunities was the top reason cited for their career changes.

Read more at: https://www.adp.com/spark/articles/2023/07/5-strategies-for-overcoming-barriers-for-women-in-leadership.aspx