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"I work with women to explore, discover, and define strategies that will help to produce them with more opportunities to computer screen their abilities," DOnofrio says. "I also help them understand how to navigate the stereotypic beliefs that create barriers for them."
With few feminine role models in government positions of leadership, women in business and those who coach them face exclusive and different challenges presented by significant obstacles that are steadily invisible. As government coach Margaret DOnofrio points out, "Most organizations have established a set of leadership competencies that are key to achievement as a leader, and these competencies are possessed by both ladies and men. But the nature of barriers related to culture and work environments are different and much more pervasive for girls."
In four out of five industries, the companies with the highest womens representation on their right management teams experienced a higher TRS than the companies with the bottom percentage of womens representation.
Some of the issues women report en route to leadership positions include difficulty in figuring out the perceived obstacles to achievement, lack of confidence, a lack of visibility in the office, and a sturdy need both identical and looked as if it would outperform male counterparts. But until they are adequately and effectively addressed, these same considerations will continue to surface. Even after women have attained positions of power and influence the insidiously treacherous obstacles may still actively undermine their personal achievement and job satisfaction.
Breaking at some stage in the Glass Ceiling in Holistic Fashion
Return on Equity (ROE) is 35 percent higher, and Total Return to Shareholders (TRS) is 34 percent higher.
The Impact on the Bottom Line
In her work within organizations DOnofrio notices that despite efforts to get rid of stereotyping and gender discrimination, the talent and true worth of women is steadily underestimated and underutilized. That is not solely an impediment for girls, yet it represents an extraordinary loss to the companies who employ them and then fail to recognize their value, reward and encourage it, and reap the benefits of their extensive-ranging contributions.
In each and every one in all the five industries analyzed by the study, the companies with the highest womens representation on their right management teams experienced a higher ROE than the companies with the bottom percentage of womens representation.
While the point and process of government coaching for ladies and men is not different, DOnofrio notes that because women are in the minority they steadily have different stories. Women have made remarkable strides and inroads, yet the majority of decision-makers in positions of power are still men, so the male perspective dominates our trendy corporate culture. Men are also provided with more opportunities to showcase their skills and highlight their capabilities.
The research also noticed that stronger than average results prevail at companies where at least three women serve on the Board of Directors.
