Forbes_USA_June_13_2017

Sponsored
Inspiring Greatness:
ADVANCING
WOMEN LEADERS
IN THE WORKPLACE
It’s no secret: Having more women in leadership roles is good for
business. It improves financial results, enhances innovation and
eases talent shortfalls.
BY LYNNE DOUGHTIE
Chairman and Chief Executive Officer,
KPMG LLP
Study after study finds that companies with
more women in leadership roles tend to
be considered “higher quality” companies,
with better returns on equity. Companies
that utilize female talent effectively also are
45 percent more likely to report improved
market share.
Having more women in leadership roles is
good for society, too. According to the World
Economic Forum, countries with greater
female representation are more prosperous
and competitive.
In the United States, about 52 percent of
all management, professional and related
occupations were held by women in 2015.
Yet women today account for only 5 percent
of the CEOs of S&P 500 companies and less
than 20 percent of the board members of
Fortune 1000 companies. Clearly, there’s still
plenty of work to do.
Why aren’t there more high-level female
executives? It’s not due to a lack of desire. A
recent Gallup study found that 45 percent
of women express interest in becoming a
CEO or holding another position in senior
management or leadership. Of that group,
69 percent admit being very determined to
achieve their goal.
Companies can and must do their part to
help make that happen. It means committing
to advancing and empowering women
and putting in place steps that will allow
women to climb higher on the corporate
ladder. And that must be driven from the top.
How we, as leaders, drive change that has a
lasting impact requires getting surgical. We
have to do more than tell women they need
sponsors. We have to identify high-potential
women by name and strategically map them
to those who can help them get to the next
level. We have to set goals, measure them
and hold leaders accountable.
At KPMG, we believe
that companies with
inclusive and diverse
cultures are better
positioned to adapt,
grow and thrive in a
changing business
environment.
At KPMG, we believe that companies with
inclusive and diverse cultures are better
positioned to adapt, grow and thrive in a
changing business environment. After all,
innovation stems from collaboration and
the sharing of unique ideas and different
perspectives. Moreover, data supports that
diverse workforces outperform their homogenous
counterparts. Different perspectives,
experiences and insights improve
decision-making and lead to superior
performance.
We’ve found that what’s good for women is
good for our entire KPMG workforce. Our
policies and practices designed to support
women support everyone, creating greater
efficiencies and engagement.
Getting There
We know that creating an inclusive and
diverse culture requires more than words.
It must be developed through strategies and
actions designed to attract, hire and retain
women and provide them with the tools,
resources and career pathways to grow their
careers and reach their potential.
At KPMG, where women’s leadership is
a cornerstone of our growth strategy, we
sponsor various initiatives committed to
advancing and empowering women in the
workplace. Our annual KPMG Women’s
Leadership Summit, for example, is an
investment in the next generation of women
leaders, providing them with content, tools
and networking opportunities that can help
pave their way toward C-suite roles. Each
year, our Summit brings together some of