WHAT WILL IT TAKE TO REACH THE TIPPING POINT? THE CHRO PERSPECTIVE These global findings point to the critical tipping point: top leadership commitment. Change starts with the CEO – their commitment to action, the talent legacy they want to leave and how they plan to achieve it. It’s proven that the problem will not correct itself. A laissez-faire approach to gender parity has not worked. We cannot keep MARA SWAN, EVP explaining why women are not making it to CEO jobs, or why the top level of management is void of women, or excusing away pay MANPOWERGROUP EVP, GLOBAL inequity. And increasing representation by putting women in STRATEGY AND TALENT & GLOBAL support roles like Communications and HR is just not good BRAND LEAD FOR RIGHT MANAGEMENT enough anymore. That is not shifting the needle. When Leaders cite an entrenched male culture as a major obstacle and yet the majority of leaders are Established Males, we have a big job to do. To me, the end game is simple. Conscious Inclusion is about ensuring all people feel invited in and their human potential is valued. But it’s not easy and there is no quick fix. If organizations are serious about getting more women into leadership roles and including half the talent in the workforce, they must go beyond programs and change the culture. They must put words into action. While the CEO needs to own it to create systemic change, we can all start doing something different today. Change can come BE A CHAMPION from individuals. These are our Seven Steps to Conscious Inclusion. What is the tipping point for your organization? What FOR CHANGE. will you commit to make it happen? Who will you sponsor and ASK, “WHY NOT?” who will you invite in? A Practical Guide to Accelerating More Women Into Leadership | 17