Efforts are being made to increase the number of women in executive positions to achieve better gender balance in the business world.

In today's modern world, women are more than qualified and capable of taking on leadership roles in the workplace. However, it is disheartening to see the lack of women in corporate leadership positions all around the globe. It is not enough to simply acknowledge this issue, action must be taken to address it.

So, what can employers do to increase the number of women leaders? How can ambitious women climb the corporate ladder? To get some valuable insights on this topic, we reached out to Joan G. Wilmer, a highly experienced human resources executive. Wilmer has played a pivotal role in driving cultural transformations across various divisions and functions within the Board of Governors of the Federal Reserve System. She has also led successful recruitment efforts for Caesars Entertainment, resulting in over 40,000 applicants and 2,000 hires.

Wilmer's expertise in developing strategies to bridge talent gaps after the end of apartheid in South Africa and her responsibility for leadership development programs for women and minorities across multiple regions, including the United States, Europe, the Middle East, and Africa, makes her the perfect person to offer actionable advice on increasing female representation in the C-suite.

One of the key factors in promoting women in leadership roles is to start training them at a young age. Often, leadership development programs and talent management agendas are focused on individuals in mid- to senior-level positions, which can result in smaller pools of qualified candidates. By providing opportunities for women to cultivate business skills and gain professional experiences early on, they are better equipped to take on leadership roles and build impressive resumes.

Another important step towards increasing female representation in the C-suite is to have more women on boards. Not only does this provide role models and mentors for aspiring female leaders, but it also encourages them to pursue executive positions. This, in turn, creates a more supportive environment for women to thrive in leadership roles.

Workplace sponsorship is also crucial in promoting women in the workplace. It is not enough to simply give women complex roles and assignments; decision-makers in the C-suite should actively sponsor and support women in their careers. This can be done by providing women with opportunities to showcase their talents and skills and advocating for their advancement within the company.

Lastly, Wilmer emphasizes the importance of building a strong "Career Team" for women who are on the path to the C-suite. This team should include a mentor, a sponsor, and a champion. A mentor provides guidance and tools to improve work ethic, a sponsor vouches for the individual's work ethic, and a champion helps them get recognized for their hard work. Having this support system in place can greatly benefit women in their journey towards leadership roles.

In conclusion, it is evident that there are various steps that employers can take to increase female representation in the C-suite. By starting early, promoting women on boards, providing workplace sponsorship, and building a strong career team, we can create a more inclusive and diverse leadership landscape. It is crucial for companies to recognize the value and potential of women in leadership roles and take proactive steps towards promoting and supporting them.

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