Why women need diverse networks to support their advancement:
Can we grab a cup of coffee? How many times have you been asked to have coffee or a quick 1:1 for career guidance or advice? We can fill up our calendars with coffees and one-on-one catch up's speaking with driven, passionate women examining their careers and looking for a mentor to help them find their way. Women across all levels are eager for more opportunities to develop, learn and navigate their next career moves or simply to further develop their skillsets.
create their own mentoring and leadership programs where top talent is identified. These programs are needed and highlight the employees they want to further develop and are invested in. Their value is communicated and there are intentional efforts to introduce them to influential players in the organization. We need to find a way to scale that to include broader populations of women.
Programming is paramount to employee development and often diversity and inclusion work is largely championed within HR, where many D&I officers sit, along with the tireless support of employee resource groups . This is incredibly necessary, but these groups need more support to scale impact. Most ERGs are volunteer-led and often work within tight budgeting constraints.
Exposing talent to other organizations and diversifying their professional community isn’t a threatening proposal. At the core, I think companies worry about losing talent if they expose them to other organizations. On the contrary, this can
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