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News

Hampton-Alexander Review 2020 Report Published

Are we managing remotely?

More women at the top means more profits for businesses — and a stronger economy for everyone

Male Dominated Boards Massively Underperform: New Diversity Survey

Companies with more female executives are more profitable

Retail one of worst performing sectors for women in exec roles, research finds

Large companies with no female executive committee members ‘missed out on £47 billion last year’

Retail named as one of the worst performing sectors for gender diversity

Lack of women in top roles sees leading firms miss out on profits

U.K. Companies With More Women on Executive Boards Outperform on Profits

Firms with more female executives ‘perform better’

Female bosses could help firms to reap 10 times more profit, research shows

UK economy missing out on £47bn due to lack of women in leadership roles

Lack of UK female bosses leads to £47bn profit gap – CityAM

Large Companies no female executive committee members missed 47 billion last year

Maintaining Diversity During an Economic Crisis

Building Resilience – The Role of HR Directors

Talent Is Everywhere But Opportunity Is Not

Gender Diversity Post-Lockdown

Masterclasses

Balance For Better – Lorna Fitzsimons

A Job for the Girls

Curiosity and the Magnificent Irene

BIE Executive HR Roundtable

JLR report

More or Less Podcast

HR Roundtable – Gender Balance at Senior Levels.

Gender Pay Gap – what does it all mean?

Alison Davies, Saga: Promotions and Confidence

Nicola Johnson, E.ON: The importance of purpose

Gill Baker, E.ON: ‘Don’t be afraid of failing’

The PipelineFollow

The Pipeline @execpipeline·

The Financial Conduct Authority have begun a consultation for their proposal to ensure London-listed companies have at least 40% women and one non-White director in their boardroom.

https://www.bloomberg.com/news/articles/2021-07-28/u-k-targets-40-women-and-more-racial-diversity-in-boardrooms?mc_cid=dab12b95ca&mc_eid=f769531dda

#diversity #leadership #corporategovernance #leaders #opportunity

Equileap @equileap·

What companies can do to mitigate gender parity damage of pandemic? https://lnkd.in/eZyW8gq

Progress in boosting gender diversity has slowed significantly over the past year.

@execpipeline @Lyd_Carolina @katesang

#genderparity #genderequality #coronavirus

@execpipeline

Progress is never a straight upwards line, but loo

Progress is never a straight upwards line, but looking at this years #WomenCount2021 it's not plateauing, we're going backwards.

Read the report via the link in our bio.

#leadership #change #DiversityandInclusion

We were thrilled that Amanda Blanc was able to con

We were thrilled that Amanda Blanc was able to contribute a foreword to #WomenCount2021. As one of the few women CEOs in the FTSE 350 her insights are invaluable. As Amanda says we cannot treat gender parity as 'a special case' within businesses, it is business.

You can read Amanda’s full foreword and the rest of the report by going to the link in our bio

#leadership #business #diversity #genderequality #inclusion #womenleaders #employeeengagement

Our latest #WomenCount report is out and one thing

Our latest #WomenCount report is out and one thing we’ve noticed is the disconnect between the talented women on our programmes and the low numbers of senior executive women in the FTSE 350.

You can read the stats for yourselves. Link in our bio

#womensupportingwomen #womencount #excutiveleadershipconsultant #thepipeline

We want to wish our wonderful Leadership Summit Co

We want to wish our wonderful Leadership Summit Co-host & Executive Coach @lifecoachblades a happy 60th birthday.

Margaret McDonagh and Karen Mackley are celebrating with her.

Happy birthday from the team at the Pipeline and all the women you’ve supported and coached with us!

Neccessary, but not sufficient. Lorna Fitzsimons

Neccessary, but not sufficient.

Lorna Fitzsimons spoke to S&P Global Market Intelligence for their article about some of Europe's major banks linking diversity targets and executive pay.

Whilst it’s good to see progress in ensuring we see change targets are not the only way to do this.

What actually works? Lorna shares her thoughts in the article. 🔗 in our bio

When it comes to finding women for senior leadersh

When it comes to finding women for senior leadership positions, many organisations think about recruitment. 
Many of those same organisations already have very talented women stuck in the attainment trap within the lower levels of the organisation.

Recruitment is not the problem. Adequate opportunities and support for capable women is the real issue we need to tackle.

We are making progress, but we want to make sure that we don't go backwards post-pandemic.

The quickest way to ensure you have a growing numb

The quickest way to ensure you have a growing number of senior women leaders in your organisation is to invest in the ones you have in middle-management.

That's why we run the Leadership Summit programme. Margaret McDonagh and Lorna Fitzsimons wanted to help women avoid some of the corporate pitfalls like the attainment trap. Then teach talented women what works; sponsorship, strategic career planning and corporate personal branding.

🔗 to more info is in the bio!

Lockdown has been challenging overall, but as Ment

Lockdown has been challenging overall, but as Mental Health Awareness week ends we wanted to reflect on the parts of it that we want to keep if we go back to our offices.

Sue Leeson is one of the coaches at the pipeline, and here are some reflections from her for the weekend.

Take time to reflect on what you have most enjoyed about lock-down life and consider how you can take those aspects of your life forward as you go back to the office, either full or part-time.
It may require some new boundary setting as you protect the elements of lock-down that added real value to your daily life.

Remember that some around you will embrace the new working changes whilst others will be struggling. How can you best support your colleagues through the months ahead? How can you keep an open dialogue and an open mind?

#leadership #mentalhealthawarenessweek2021 #lockdown

Wishing #EidMubarak to those celebrating from ever

Wishing #EidMubarak to those celebrating from everyone at The Pipeline

#EidUlFitr #Eid

Many leaders know that organisations only achieve

Many leaders know that organisations only achieve outstanding results by building high-performing teams with a shared purpose. They know excellent performance is delivered through collective endeavour, confident leadership and diverse teams.

However, leadership often get busy ‘doing’ and don’t invest enough time ‘building’ high-performance teams, which can deliver more than any individual – however hard they work.

Part of why we exist is to help organisations break the doing cycle and build, giving leaders the tools to create and then lead a diverse team.

For Mental Health Awareness Week we wanted to look

For Mental Health Awareness Week we wanted to look at how to approach post-pandemic working if you are not ready to move as fast or as slow as your organisations, which can cause anxiety.

There is no one way to return to the office, some organisations are consulting staff, and some decide how their teams will work. Some organisations have gone fully remote, and some are entirely back to the office, with a hybrid for others.

thoughts on this including tips from our Head of Coaching William Devine head to the link in our bio

#mentalhealthawarenessweek2021 #thepipeline #womenleaders #anxiety #pandemicworkspace #officereturn

Where there is progress we need to keep going! Th

Where there is progress we need to keep going!

The Hampton-Alexander Review 2020 says the following.

“The FTSE 100 has made steady progress again this year, with the number of women in the Combined Executive Committee & Direct Reports increasing to 30.6 per cent, up from 28.6 per cent last year.

This is the largest increase in women in leadership in four years, with stronger progress on the Executive Committee, than in the Direct Reports.

However, the appointment rate of women has remained low for a third year running at just 36 per cent, with around two- thirds of all available roles still going to men, and resulting in relatively slow progress overall.

Unsurprisingly, the companies that started to address the shortfall of women in leadership many years ago are now leading the way.

There are 37 FTSE 100 companies at, or above the 33 per cent target, with a further 18 companies very close to doing so, or having made significant gains during the year."

The enemy of progress is complacency and we are looking forward to Women Count this year to see where the numbers are.

#leadership #diversity #womenleaders #inclusion #women #promotions #career #job #research

One of the ways organisations can ensure they don'

One of the ways organisations can ensure they don't reverse progress on gender equality post-pandemic is to make sure that any talented women whose roles are ‘at risk’ are assigned a sponsor or coach to help navigate the situation and explore opportunities.

Sometimes businesses can think they've 'done' gender diversity and don't notice that the numbers are now going in the wrong direction.

#WorkReturn #HR #CareerPlanning #Leadership #Diversity

The ‘attainment trap’ hinders women with poten

The ‘attainment trap’ hinders women with potential from progressing up the career ladder and securing senior appointments.

Research shows that men are appointed on their potential to do a future job, whilst women are appointed for attainment in their current job. Organisations do not take the same risks on promoting and appointing women as they do with men.

This focus on attainment causes women to attempt to develop greater attention to detail, as they feel they have to be considered perfect in their current job before being able to move on to the next position.

Many women are not considered for roles that they could easily do, limiting their presence in executive roles and committees and blocking the emergence of future female CEOs.

Our research shows that 66% of The Pipeline’s alumni believe that men are promoted for potential and women are promoted for attainment (The Pipeline Survey, 2020).

Women should be encouraged to seek opportunities that stretch their capabilities and test them in the role of a senior leader.

Businesses need to rid themselves of this hidden barrier and take the same risks on promoting and appointing women as they do for men.

#leadership #diversity #womenleaders #inclusion #women #promotions #career #job #research

Does unconscious bias training work? The data su

Does unconscious bias training work?

The data suggests that it might not be as effective as some people think.

Despite the huge sums of cash spent the results don’t show a massive impact.

What works is focusing on long-term change rather than quick fixes.

#DEI #UnconsciousBias #Training

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