63. Who is responsible for women's career progression?

Who is responsible for women's career progression? #Takeaways   That there is a dual responsibility between companies and individuals  Companies need to create a culture that embraces progression and promotion Individual women need to own their expertise and not be afraid to talk about it Self promotion is crucial to being recognised and rewarded at work  Communication is key - talk about career plans more than once per year Offer networking opportunities in working hours Recognise that part time workers are also committed and ambitious     Today I want to open up the conversation around who is ultimately responsible for women's career progression.  It really is crucial to get to the bottom of this because I was recently told that women shouldn't have to use self promotion to get ahead.  This proved to be an interesting conversation especially as the woman was at one of my talks about the importance of self promotion.  And you know what, I agreed with her point of view, however it also reinforced some of the ideas I have when it comes to women raising their profile and being able to own their expertise as well as how companies can do more, to support women to do more too.  Listen in and hear tips for both companies and women to take their share of this responsibility so we can start moving the needle on having more gender parity in the workplace. I do love connecting with companies and individuals who are also passionate about driving female leadership and closing the gap, so if that sounds like you - and I pretty sure it will be as you are here listening to this show - then make sure you are also receiving my newsletter that shares the latest around the gender pay gap, book recommendations and good practices that are happening all over the place that support more women to step up and be recognised for the value they bring.    Get yours by clicking >> https://www.gemmastow.com/newsletter "Be proactive in identifying those women who have high potential including those that work part time hours - this is not a sign of lack of ambition or commitment - far from it" - Gemma "Communication from both sides.  Companies need to provide a safe space for women to feel they can be honest and open up about what they want.  To see this vulnerability as strength not weakness and for companies to ask more questions, and not only do this once per year." - Gemma "And when it doesn't happen it results in women staying in roles that they are often overqualified for which in turn can have a negative impact of lack of motivation, boredom and feeling undervalued.  Companies can then lose great staff that they should be holding onto and nurturing." - Gemma "Women don't have to change who they are, all they have to do is show others who they are.  And this doesn't have to be awkward and uncomfortable.  It can be powerful and fun.  If you want to support your female talent and grow your pipeline then let's have a chat about what would be best for your company" - Gemma  #Resources   "5 Steps to being more visible at work"    https://www.gemmastow.com/5-ways-to-be-more-visible-at-work     Get the White Paper 'Visibility at Work: The Importance of Self Promotion for Women's Career Progression:   https://bit.ly/WP2020podcast     Book a call with Gemma:    http://bit.ly/CallGemmaPodcast     More info about the 1-1 No More Hiding 12 month Coaching Programme:   https://bit.ly/NMH12Pod   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/iamgemmastow/