The Paradigm for Parity® coalition provides our member companies with the tools, insights, and best practices needed to close the gender gap in their corporate leadership.
The plan enables companies to secure the best talent to become future leaders.
Companies are encouraged to track the following metrics: the percentage of women hired each year, the number of women hired/total number of new employees, the number of resumes received each year from women versus men.
Companies are encouraged to track the following metrics: the percentage of women promoted, the number of women promoted/the total number of women, the total number of men promoted/total number of men, the percent of women in the promotion candidate pool, the percent of women in the pipeline for senior leadership role consideration and the percent of women in the senior leadership succession plan.
Companies are encouraged to track the following metrics: the percentage of women in the company, the number of women/total number of employees, the attrition gap (percent of men total attrition compared to women attrition), the number of retained women/total number of women compared to the number of retained men/total number of men.
Companies are encouraged to track the following metrics: the percentage of women in senior leadership roles (Board position, C-Suite, Senior executives) and encouraged to rate their current progress in terms of giving women of potential sponsors as well as mentors.
Initiate unconscious bias training. Engage women and men at all levels, starting with the CEO and senior leadership. Ensure that your company leaders comprehend, own and address the conscious and unconscious biases that prevent women of all cultures, races and backgrounds from succeeding.
Commit to a leadership culture that identifies, develops, and advances top talent, ensuring equal opportunities for qualified women to obtain and excel in senior operating roles.
Set aspirational goals then measure to hold yourself and your senior team accountable. Communicate results to your wider organization
and board. Expect meaningful progress each year, with the aim of parity within 15 years. Paradigm for Parity has metrics and a survey
to measure and monitor representation progress. Share statistics with other CEOs and consider publishing results over time.
Give women and men flexibility of where and how they work, whenever practical. Acknowledge the needs and expectations of
various generations as important talent pools. Find ways to work more flexibly to meet the needs of all employees. Create cultural
change so that working flexibly is embraced, and not an underused and over talked about benefit.
Meritocracy is an often used, and more importantly misused, belief because our biases affect our view of performance and merit. Women need career sponsors and access to networks of influence. Men, who are still the majority of leadership, have a critical role to play in advocating for women, both internally and in the wider corporate world. Look for the best within your organization and help them to succeed by assigning each woman a sponsor.
