In a different\u00a0research conducted by McKinsey & Co. and Lean In<\/a>, a survey taken from 132 companies employing more than 4.6 million people showed almost every new CEO that was hired in the duration of 2018 was a man. According to the 2017\u00a0“Women in the Workplace”<\/a> report, women are 18% less likely to be promoted than their male peers, causing that women remain significantly underrepresented in the corporate pipeline, and when they do, there\u2019s a gig.<\/p>\n Change in women’s participation in selected occupations since 2000. Image: U.S. Census<\/p><\/div>\n A 2013 study by the\u00a0Strategic Management Journal found<\/a> an interesting fact on hiring women CEOs: The appointment of female chief executives is traditionally followed poor company performance, why? Because the best clear turnaround a company can show is to start leading the company in crisis away from the traditional way it\u2019s been managed previously: If the past leader was a man, a woman is a sign of change, writes Forbes contributor Nancy Wang<\/a>. And what\u2019s worst,\u00a0female CEOs are significantly more likely to be dismissed than male CEOs, and even more importantly, a research document from the Social Science Research Network finds<\/a> that male CEOs are less likely to be dismissed when firm performance is high (compared to when it is low), whereas female CEOs have a similar level of dismissal likelihood regardless of firm performance.<\/p>\n Women today lead 167 of the country\u2019s top 3,000 companies, the Wall Street Journal reports<\/a>, that\u2019s more than double the share a decade ago, but still under 6%.\u00a0How can this stop? How can it be prevented that women fall behind in promotions from the very first step on the management ladder?<\/p>\n Becky Frankiewicz,\u00a0President of ManpowerGroup\u00a0North America, writes for the World Economic Forum<\/a>, that the single most powerful thing an organization can do to promote more women leaders is to create a culture of \u201cConscious Inclusion\u201d \u2013 which is building the desire, insight and capacity of people to make decisions. She calls imperative for companies to lead, think and act with the conscious intent of including everyone.\u00a0The biggest barrier to progress, she insists, identified by men and women, is an entrenched male culture based on merits created by men, shaped by presenteeism and defined by male standards.<\/p>\n![\"\"](\"https:\/\/www.ceo-na.com\/wp-content\/uploads\/2018\/03\/yy.jpg\")
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