In today’s business world, women now make up nearly half of the workforce. Yet, despite this fact, there still remain a staunch few of them in leadership roles. Why aren’t more women climbing the executive ladder? Well, for one thing, aside from simply not making it a priority, many organizations lack the knowledge to strategically attract, nurture, promote and retain female executives. If your property management C-suite could benefit from more balance in this area, here are a few tips to help make your organization a place where highly skilled women want to work.
Develop internal partnerships and mentoring opportunities
One great way to identify and foster female leaders within your company is to pair talented prospects with those already in established leadership roles for mentorship and coaching. This is a great way to develop confidence and create greater visibility of internal talent. It’s also an excellent strategy for succession planning, particularly for firms with a broad range of demographics in their executive offices.
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Promote and encourage work-life balance
One of the biggest hurdles (and subsequently one of the greatest causes of gender bias in the workplace) is the fact that women are naturally seen more as the nurturer in the home - hence why many corporations still only offer maternity leave following the birth of a child. Debunk this stale viewpoint by offering parental leave and adopting other policies that encourage work-life balance, such as onsite child care and the ability to work from home when and if it’s needed. This will assure talented female leaders that they can climb the corporate ladder without having to sacrifice in other key areas of their lives.
Provide transparent career mapping
Today’s female leaders want to know what opportunities lie ahead of them, not just what’s available in the present. This is especially important for companies that are looking to nurture talent and promote from within. Develop and implement clear career mapping that can be documented, followed and measured over time. Not only does this open the door for advancement opportunity, but it also provides greater visibility for existing executives to recognize and nurture up-and-coming talent.
With the access to technology we have today, there’s really no reason not to offer some type of flexibility when it comes to employee schedules. Whether it’s offering the ability to work from home some or all of the time, providing flexibility with office hours or some other similar policy that works for your particular company, doing so will go a long way toward attracting and retaining top female talent for your firm.
Women bring an incredible number of unique skillsets, qualities, abilities and perspectives to the workplace. To ensure that your property management company is on the receiving end of these valuable benefits, you must make a conscious effort to adapt to accommodate these talented individuals. By focusing on the above areas, you’ll create a dynamic and inclusive workplace in which female leaders thrive.
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