Steph Hopper - Head of Talent Solutions
The number of women holding the most senior jobs in the
boardrooms of Britain’s biggest companies has fallen, according to a report
criticising the lack of progress made by businesses in getting more women to
the top.
Cranfield University’s 20th FTSE Women on Boards
Report shows a sharp drop in the number of women occupying C-Suite roles on
FTSE 250 boards, and static numbers at FTSE 100 companies.
The FTSE 250 is seen as the pipeline for leadership jobs at
larger FTSE 100 companies, so the report describes this as a ‘woeful
situation’.
One of Capp’s clients is determined to develop the very best
female emerging talent and encourage leadership. For the last seven years, this
large technology multi-national has worked with us to run an Emerging Women in
Leadership programme. Using Capp’s Strengths-based methodology this helps women
harness their strengths, build confidence and gain vision through a combination
of coaching and programme-led activity.
To date, around 600 women have taken part in the programme,
which starts with a one-to-one strengths debrief with a Strengths Profile
coach, followed by a seven week programme of assignments and peer coaching.
Feedback is very positive, and this translates into tangible
career progression. 82% of participants report career progression within a
year, and 75% of these attribute this to the leadership programme.
Interestingly, there is a 92% retention rate after 12 months among participants
– 6% higher than among peers.
Participant feedback includes: “Understanding other women leaders in the
organization have the same issues as I do made me realize I am not less
qualified for a leader role, my improved confidence has helped me to be more
assertive and making more decisions.”
It is really heartening to see the lasting impact this
programme can make in supporting emerging female leaders reach their potential.
And hopefully an example which other companies can follow.
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