Here are four ways organizations can systematically improve gender parity on their leadership teams:
1. Evaluate. Before organizations can fix their gender imbalance, they need to evaluate the number of women in leadership positions and make an effort to understand the experience of female employees compared to their male counterparts.
2. Re-think awards and promotions. Women physicians receive fewer awards and less recognition than their male colleagues. Equitably recognizing women and men publicly identifies high-potential employees and increases parity in promotions.
3. Engage broadly. Organizations must engage men alongside women in order to drive gender equity. Programs aimed at promoting female leaders must include men so they understand the role they can play in helping their female colleagues.
4. Create opportunities for development and sponsorship. Support for women’s advancement must extend beyond simple networking opportunities. Instead, male and female leaders should take on sponsorship roles that connect them with high-potential female employees. These sponsors can connect their mentees with diverse opportunities.
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