Humans are your most important resource
Center Spoke’s research-based approach to leadership development builds on the resources you already have- your people- to create inclusive and equitable organizations, where everyone has a place.
Our core program uses a high-impact, low cost peer coaching strategy that builds self-awareness and encourages meaningful leadership action. Peer coaching helps employees surface and challenge both individual and organizational limitations through reflection, dialogue and community building. Leaders develop the skills necessary to build a more inclusive and innovative organization.
Things you can do right nowReady to work with us?
Share these statistics with your boss:
Women have outnumbered men on college campuses since 1988.66 Yet, they have not moved up to positions of prominence and power in America at anywhere near the rate that should have followed. Women’s presence in top leadership positions—as equity law partners, medical school deans, and corporate executive officers—remains stuck at 5 percent to 20 percent.69
In recent years, the percentage of women in top management positions and on corporate boards has stalled.54 Women are just 5 percent of Fortune 500 CEOs—down from a record high of 6 percent in 2017.55
Women of color are only 4.7 percent of executive- or senior-level officials and managers in S&P 500 companies.51
There Are Fewer Women in Fortune 500 Leadership Positions Than There Are Men Named John23
While companies say that gender diversity is a top priority , according to McKinsey, they promote 72 women for every 100 men to first time management, a crucial rung in the leadership ladder
We want to work with you, too. But we have learned a lot from our work with organizations on these issues and it’s helpful to have some things in place first. Ask yourself the following:
What commitments (public and/or internal) has your organization made to addressing the gender leadership gap and supporting the leadership development of under-represented groups?
Who is championing these efforts in the organization?
What has your organization done to address the challenge so far? What have been the impacts of these efforts?
What resources is your organization prepared to devote to the challenge?
So…
If your organization has made a commitment to address a lack of diversity in top leadership positions and there is real support to address the challenge then we are ready to work with you!
Or…
If your organization has yet to set commitments to address diversity in leadership, visit our Resources page for ways to convince your colleagues that diverse leadership is an organizational imperative.