The Benefits of Women in Leadership

Did you know that engaging women in leadership positions provides a host of benefits to companies and organizations? Research points to a variety of benefits and advantages that come to companies and organizations when they include women in leadership.

Research also shows that most managers and top leadership teams do not fully realize the value of having women in key positions, both in Utah and more broadly around the world. This is the case across all sectors. Depending on the entity, this may include women in both paid and unpaid roles ranging from positions such as supervisor, coordinator, and manager, to school principal, council member, CEO, and board director. Organizations will increasingly thrive when both men and women hold management and leadership roles.

Among the benefits of engaging women are: (1) improving financial performance, (2) strengthening organizational climate, (3) increasing corporate social responsibility and reputation, (4) leveraging talent, and (5) enhancing innovation and collective intelligence.

Recent research in the business arena has shown that organizations that have more women in management and on boards, on average, attain better financial results than do other organizations and have better financial performance indicators.

  • In 2012, Bloomberg published a large study (2,360 companies) conducted by the Credit Suisse Research Institute, which found that “companies with a market capitalization of more than $10 billion and with women board members outperformed comparable businesses with all-male boards by 26 percent worldwide.”
  • The New York Law Journal reported that companies with at least one female director “averaged higher net income growth, lower net debt-to-equity ratio, and faster reduction in debt compared to companies with no female directors.”
  • A U.K. study found clear evidence that companies with women directors had a lower risk of insolvency than did other companies.

Read the brief to learn more about this and the other benefits mentioned above.

The bottom line is that the most successful organizations of the future will be those that attract, retain, and grow talent in ways that will provide more women the opportunity to succeed at all levels. Organizations and societies that fail to fully utilize female talent will limit both their own economic and noneconomic growth and opportunities.

2 thoughts on “The Benefits of Women in Leadership

  1. I applaud Dr. Susan Madsen and the wonderful work she, and her team, are doing!

    I work with women in many nations, presenting Global Women’s Summits and strengthening women personally, in their families, and in their businesses. For the past ten years I have personally witnessed a rising and awakening of the women of the world that is more far reaching and fast moving than anything ever before experienced in history. Now is the time for women to be confident leaders, and to encourage other women to do the same.

    The world needs strong women. The world needs women who can confidently teach life-changing principles in their homes, in their communities, and in their nations. The world needs women who work daily to increase the level of love, prosperity, and peace on earth through their thoughts, words, and actions.

    The world needs YOU.

    Right now.

    If Susan’s wonderful efforts to strengthen women “sings to your heart” then respond to her. Attend her events and reach out to get involved. I support her wholeheartedly.

    If you would like to learn more about how you can help your sisters in nations worldwide, I encourage you to email me – pfellingham@gmail.com.

    Susan and I are walking the same path, and we invite you to walk with us.

    With lots and lots of love…..

    Paula Fellingham

  2. In my personal experience I have seen men in leadership positions acknowledge the expertise of women in staff positions again and again. They recognize fully how dependent they are upon women for the day to day functions of their business. However when it came to promoting them to management positions they overlooked them time and again preferring for their male counterparts. I honestly believe they felt somehow threatened by their abilities and more comfortable with them where they were. If they were to have promoted them, who would have done what they did? Whereas promoting the male counterparts who they often saw were only doing a so so job but could hold their own – conversationally speaking – was a better choice in the long run for the “good ol’ boy” mentality of things.
    Some men are just not comfortable conversing with women – no matter what they say. They often see women as gossipers and wasters of time, but men are just as guilty of these things as women – sometimes worse.
    That is not to say that I do not believe that men and women cannot work together in management. I believe that they can, and in fact, my last position before I retired was so great. I finally found a place where it worked. But even there the two male “bosses” were still not as open to moving women into the upper management as they could have been. I was their controller of one of their divisions. But I had very little input in anything other than my little area. Don’t get me wrong, anytime I had input it was taken very respectfully and acted upon precisely. Just that there were never any requests for input in any other area. No thought that another individual might have an insight that might be beneficial in an area outside of my realm of expertise, etc. No forward thinking going on there. But these two men were far better than any other organization that I had ever been employed in my career.

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