The principle states that any level of an organization should aim to reach the gender balance of the level directly below. For instance, if female managers make up 35 percent and entry-level women make up 49 percent, the company should set a goal of getting to 49 percent female managers within an agreed time frame.
Managers and heads can be presented with the gender breakdown of those going up for a promotion and given an explicit expectation of how their decision-making should allow the demographics to reflect the level below them. They can also then be asked to comply or explain their decision-making process if their choices deviate from the principle, keeping managers accountable.
The principle can be implemented simply and easily across levels and departments. It can help demystify promotion and equity processes and encourage diversification of the organization.
At Becker's 4th Annual CEO + CFO Roundtable, taking place November 2–5 in Chicago, more than 1,500 hospital and health system executives tackle decisions that determine whether organizations thrive or merely survive: protecting margins under cost pressure, choosing where to grow, renegotiating payer relationships, stabilizing the workforce and proving real ROI on technology. This is where leaders work through them together, face-to-face. Apply for complimentary registration now.
