If you are serious about change, CEOs and senior leaders need to take the lead on women’s progression, moving this from a diversity initiative to a core business priority. Set aspirational targets for the numbers of women you want to see at each senior level in your organisation.
Prioritise the development of excellent managers at every level of your organisation
Create a truly agile organisation, with women and men able to work in a way that makes them productive and engaged. Look at job design, technology, agile teams, and defeat the flexible working stigma that holds women back. Allow for non linear careers – your top talent will have times in their lives they need to take a step back.
Recognise that harassment and bullying still occurs, despite well-meaning policies. Call it out, deal with perpetuators, and make it simple and straightforward to report.
28 – 40 women: Build your network – be in a position to know about opportunities as they come up. Get real on sponsorship – identify senior people who will advocate for you. If you want a mentor, ask them.