Coaching Across the Gender Divide—Creating People-Friendly Organizations

Abstract

Organizations have been increasingly interested in providing specific developmental opportunities for female executives due to the growing awareness that having more women in leadership positions is linked to better financial performance.¹ Improving gender diversity is a top priority for many organizations.² However, executive women still have to navigate a glass labyrinth to reach leadership positions.³ At the time this chapter was written, only 20% of senior management positions and less than 10% of C-suite positions were held by women.⁴ The glass walls separating women from these positions are upheld by second-generation gender bias,⁵ lack of sponsorship,⁶ smaller networks,⁷ and the challenges of work-life balance.⁸ Furthermore, many women still do not seem to have as much confidence as men,⁹ even when equally well qualified, and are less likely to apply for leadership positions.¹⁰