Consea - Is Gender Gap still our problem?

Development of Female Leadership in Italy: Evident Progress

The landscape of women in top positions in Italy is undergoing a significant transformation, as highlighted in the recent Women in Business 2023 report by Bernoni Grant Thornton. The data emphasizes a notable increase in female presence in leadership positions compared to the previous year. According to the report, female CEOs in Italy in 2023 have risen to 24%, compared to 20% in 2022, marking a significant step towards greater female representation at the top levels of companies. Similarly, the 34% of women in senior management roles, compared to 30% in 2022, positions Italy in line with the European average. These numbers indicate tangible progress but also underscore the need for continuous efforts to ensure a more equitable presence of women in key positions. A commendable point is the significant decrease in Italian companies without female representation in senior management, dropping to 7% from the previous year's 12%. This virtuous result places Italy at the forefront of the Eurozone for female presence in decision-making roles, highlighting a positive change in the country's corporate dynamics. In this context of improvement, paths aimed at developing female leadership take on an even more crucial role. As opportunities for women in top positions grow, it is essential to equip future leaders with key skills through targeted programs. The Women’s Leadership Development Program, promoted by Consea4Women, aims to achieve this goal as a first step. Characterized by the integration of training and microlearning, individual coaching, and corporate reverse mentoring, the program offers a comprehensive approach, promoting not only advanced business skills but also a deeper awareness of the emotional factors influencing personal and organizational success. Development of Female Leadership: Voices from the Consea4Women Experience In addition to statistical data highlighting progress in female leadership, it is essential to give voice to the protagonists themselves. Testimonials from those who have participated in the Women’s Leadership Development Program offered by Consea4Women provide valuable insight into the relevance and effectiveness of such initiatives. Alexandra, Senior Manager in the Aftermarket sector of the aerospace industry, expressing her satisfaction, states, "I feel really pleased with this program. All my initial expectations have been met: increased self-awareness; exploration of new points of reflection and inspiration; learning; failure management." Her words highlight how the program has exceeded expectations, offering an environment rich in opportunities to grow and learn, along with providing practical tools to manage new challenges. Elena, an engineer and program manager in a major automotive component group, asserts, "Certainly, I have gained greater awareness of my skills and abilities and have had the opportunity to engage with realities beyond my own." She thus emphasizes the importance of dialogue and diversity of perspectives within the program, contributing to broadening awareness of one's skills and competencies. These are just a few concrete testimonials confirming that the development of female leadership is not merely a set of theoretical lessons but an engaging and transformative experience. The integration of speeches, diverse tasks, individual coaching sessions, and the promotion of an environment open to dialogue and reflection appear to be key elements that have left a positive impact on the participants. These voices confirm that investing in women leaders not only contributes to individual success but enriches the entire corporate and social landscape. Visit the Women’s Leadership Development Program page Author: Sara Ruffinatti – Senior Consultant Consea Human Capital Consulting

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4Women

Is Gender Gap still our problem?

2154: the year, as of today, in which gender equality is expected to be achieved according to the Global Gender Gap Report presented at the World Economic Forum 2023. 146 countries are indexed in the report and on average only 68.4 % of the gender gap has been closed, with at the top of the chart Iceland having achieved 91% of gender equality and, raking last, Afghanistan having closed just over 40% of the gap. Taking a closer look to Italy, data shows a worsening of our country, which has fallen 13 positions since last year, ranking 79th now. In its 17th edition, the report analyses gender-based gaps in four main areas: educational attainment, health and survival, political empowerment, and economic participation and opportunity, and Italy is particularly lacking in the latter two areas. Looking at data of gender gap in leadership positions (encompassing senior management and executive positions within the scope), women are still underrepresented in all industries: in the first quarter of 2023 the presence of women in such roles is equal to 32.2% on a global level, a percentage similar to 2020 during the peak of the pandemic. This dreary decline is further emphasized by the phenomenon of "Drop to the Top," in which women's representation decreases as one moves up the corporate ladder. Globally, women account for nearly half of all entry-level positions, but only a quarter for management roles. In STEM field particularly only 12 % of C-Level positions are held by women. It now seems well-established that labor market disruptions due to the pandemic, slower economic growth, and technological changes have had a huge impact on women. The retrogression in the recruitment of women in leadership roles is clearly a wake-up call, reminding us that progress can be fragile and easily reversed if it is not actively supported. Choices are needed to be made to build a more inclusive and resilient future, one that is capable of valuing the innovation and growth brought about by a diverse leadership. Therefore, it is crucial that organizations foster a culture of equality, starting with adopting a language that eliminates bias in job descriptions on job advertisements and ensuring gender parity during interview panels, to ensuring the visibility of women in key organizational roles and the professional development and upgrading’s opportunities especially for high potential and middle management profiles. These are the main practical solutions that governments and businesses can adopt to promote a culture of inclusion by supporting women in reaching their full potential, particularly in management positions. On a broader perspective, the change of mindset cannot be separated from each of us and the initiatives we put in place: that is precisely why through Consea4Women we wish to give our contribution to reduce the gender gap and shorten the time needed to achieve gender equality in our country and worldwide. . Follow us to stay updated on initiatives to promote women's inclusion in organizations. Authors Sara Ruffinatti - Senior Consultant Consea Human Capital Consulting, Italy

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Is Gender Gap still our problem?

Development of Female Leadership in Italy: Evident Progress

Is Gender Gap still our problem?