Increase a company’s bottom line
Women are an important and essential part of the United States’ economy. Women have immense purchasing power and, in most cases, are the primary decision makers when making purchasing decisions in most households. So would it not be logical to put women in leadership positions as they would know how to market and relate to women who are primary purchasers?
In addition, a Gallup article written by Sangeeta Bharadwaj Badal, states “gender-diverse business units in the retail company have 14% higher average comparable revenue than less-diverse business units and gender-diverse business units in the hospitality company show 19% higher average quarterly net profit ($16,296 vs. $13,702) than less-diverse business units.”[1]
These figures are just a few indicators that illustrate the significance of considering women in leadership roles when evaluating a company’s bottom line.
Different Perspective
As previously mentioned, women are primary decision makers in their households. This can come as an advantage when marketing and selling products, services and goods. With women at the helm, companies are able to plan and implement strategies from a woman’s perspective. This perspective can also lead to creativity and innovation. A company may have previously overlooked this because they continue the same cycle of hiring and promoting men to leadership positions.
Women can “Flat Out” lead
Women have ran households, taken care of children and husbands, obtained an education, and maintained a career, simultaneously for years, and have done so at a high level. Women are known for and are innately able to lead and handle the emotional pressures of leading due to their nurturing demeanor. They naturally want to serve; look to uplift and inspire others around them and look to “accelerate societal needs”.[2]
Additionally, when women are placed in leadership positions, they typically outperform men in basic leadership competencies such as developing others and collaboration and teamwork, according to a Jack Zenger and Joseph Folkman study[3]
[1] Badal, S. B. (2014). The Business Benefits of Gender Diversity.Gallup. Retrieved on March 16, 2015 from: http://www.gallup.com/businessjournal/166220/business-benefits-gender-diversity.aspx
[2] Llopis, G. (2011). 4 Skills that Give Women a Sustainable Advantage Over Men. Forbes.com. Retrieved from: http://www.forbes.com/sites/glennllopis/2011/08/22/4-skills-that-give-women-a-sustainable-advantage-over-men/
[3] Storrie, M. (2012) The Business Imperative: Recruiting, Developing and Retaining Women in the Workplace. UNC Kenan-Flagler Business School. Retrieved on June 2, 2014 from: http://www.kenan-flagler.unc.edu/executive-development/custom-programs/~/media/3A15E5EC035F420690175C21F9048623.pdf
