Women Executives and Senior Managers

Is it Time for YOU to Break Through the Glass Ceiling Gender Bias?

Recent media comments highlight the challenge women are still having in securing an equal gender and salary balance at senior levels in organisations.

Do companies resist promoting more women into senior positions because they don’t believe they are as capable as their male counterparts? Or are women perhaps not pushing themselves hard enough?

Little is offered to help women get the equal status they deserve, particularly when so much distracting talk focuses on historic, dinosaur, men’s club protectionism.

Some say companies should use positive discrimination to correct the situation and promote more women until a new equilibrium is established.

Well, I don’t know anyone who would want to be promoted because of their gender, but I have worked with many women capable of out-performing their male counterparts!

Whatever perceived walls, hurdles or glass ceilings that exist, the key to creating a more equal gender balance in the boardroom and salary levels, lies in giving you the tools to get there!

Making That Key Decision

When organisations are appointing executives and senior managers, surely the key decision must be “which candidate will deliver the best value for the business?

If you were asked “what makes you worth what you are being paid, or aspire to earn?” or, “where would you make a real difference?” – how might you respond?

I promise you it is rare to find anyone who can give convincing answers!

I have asked these very simple questions for over 25 years – and watched the stumbling attempts to define salary expectations based on organisational salary structures, personal needs, or peer group comparisons.
Similarly, people often promote their personality or working style, instead of the real measurable impact they would make, that an organisation would truly value.

What makes you different and better? What makes you worth it?

The Executive Career Transition Specialist works closely with clients to identify their real and potential value to prospective organisations – and ensure they can justify their claims.

Once you know where you add real value – and can justify it – you will be able to both articulate it confidently and present it convincingly in your CV.

Now, if most Executives and Senior Managers can’t do it, but some aspiring women decided to make themselves stand out against their male counterparts, how much more confident might those women be and how much stronger might they be perceived in the selection process?

So, if you are one of those women executives and senior managers, it’s time to stand up and present yourself for who you are capable of being.

You can correct the gender bias by fighting the cause on level ground, not having to rely on positive discrimination, or the continuing slow process of acceptance and change!

The time is right. The time is now. There is no need to wait.

The glass ceiling deserves to be shattered – and you deserve to become who you are capable of being!

By Bernard Pearce – The Executive Career Transition Specialist