Twelve percent of Established Leaders said that all Emerging Leaders need to be patient and wait to be recognized. This laissez-faire approach is more likely to reward those in the room who shout loudest about their achievements. Regardless of gender, diversity will suffer. Worryingly, one-third of Millennial females said no one in their organization is supporting women into leadership – no one is walking the talk or making the commitment. And concerningly, 32 percent of Male Leaders say the responsibility is HR’s, not theirs. Misplaced accountability means change will not happen. CEOs and senior leaders will change culture by how they walk, talk and deliver on this commitment. “C-suite executives must demonstrate their willingness by giving more opportunities and roles for women. They should build an environment where women are included in all levels and departments. It is more about acting rather than speaking.” - Female Emerging Leader, Telecoms, Asia Pacific WHAT CAN LEADERS DO TO SUPPORT WOMEN INTO LEADERSHIP? Our research is clear: women are not looking for favors, just a level playing field. When asked about what supports women in leadership, Millennial women said flexibility – not a tilted “Mentors help women survive. playing field, but more focus on outcomes that allow them Sponsors help women thrive.” greater control over how and when they get work done. - Mara Swan, ManpowerGroup EVP, Millennial males also say leaders need to collaborate with female Global Strategy and Talent & Global colleagues and champion Emerging Female Leaders. The best Brand Lead for Right Management male leaders are taking women to one side and asking them what they need to succeed, demonstrating their commitment. Now that is good news. In Asia Pacific, Leaders say focus on encouraging and training MENTORS women to take advantage of opportunities that will stretch • Act as a sounding board and develop leadership strengths. They stress the need for • Offer advice and guidance companies to adopt a culture of shared power, driven from • May be inside or outside the top. the organization Gen X and Boomer females most value workplace flexibility and are most frustrated by past challenges of measuring performance SPONSORS VS through presenteeism versus outcomes, or as one U.S. Leader • Offer individual guidance put it, “butts in chairs.” They want leaders walking the talk and • Offer critical feedback taking responsibility for creating a culture of Conscious Inclusion. • Inside the company They also want mentors and training but while mentors may • Most importantly, stick their make women feel more comfortable or act as a sounding neck out and publicly support board, they do not help them move ahead. Sponsorship the individual however consciously advocates for women in the boardroom. This is a critical distinction for leaders to act upon. A Practical Guide to Accelerating More Women Into Leadership | 9