New York City, May 29, 2020 (Issuewire.com) - In a time where it seems as if the world is shutting down, we need to embrace one another whenever possible, even when working remotely. We are in an age (and time) where discrimination and gender inequality can no longer stand, at home or in the workplace.
So, how can we help redress these injustices? It starts from the source, not the floor--recruiting. Jay Rosenzweig, a trained lawyer, used his passion for law to become a leader in executive fulfillment and fight for women's equality.
Rosenzweig, the CEO and Founder of Rosenzweig & Company, a specialized recruiting firm, helps companies fill C-level and other executive roles by identifying the most talented and capable candidates for these positions.
Realizing that his best chance to address gender inequality wasn't through the legal system, but instead through talent strategy, Rosenzweig believes men can really help here by using their influence to change the status quo.
"Males have a very real stake in serving as champions for gender equality and diversity in general," Rosenzweig shared. "Not only is it the right thing to do, but it is also good business because diversity increases profits as numerous studies show..."
It is for this reason that Rosenzweig & Company gave life to its Rosenzweig Report, which it releases annually tracking women in the upper echelons of the corporate world in Canada. The report also takes a close look at gender disparities and goes over some of the many challenges women face.
"Of course, it's easy to talk about gender equality and write pretty epithets," says Influencive, but when it comes to execution, there is none. If you turn the pages through a company's annual report, there's quite a bit of talk about gender equality and other social issues, but nothing comes out of that ink.
"This is the year of accountability for Silicon Valley and global tech giants," shared internet and tech attorney and Grit Daily co-founder, Andrew Rossow. "The unorthodox notion that women are inferior to men needs to be removed from our culture."
We took a look at this year's 2020 Report, where we saw a 7.9% decrease in held leadership positions from last year's 9.9%, focusing on Canada's top 100 C-suite leaders, including CEOs and CFOs.
So, what did we learn?
- Of the 538 Named Executive Officers (NEOs), 495 are men and 43 are women;
- In percentage terms, women now hold 7.99% of these important jobs compared to 9.96% a year ago and 4.62% in 2006, when Rosenzweig & Co. began this study;
- Of the 100 largest companies, 35 have at least one woman in a top leadership role, down from 42 from the previous year;
- In the 25 largest companies, there are now 9 female NEOs, down from 11 the previous year;
- The most common female NEO job title is CFO; and
- In the corner office, there are three women CEOs this year, same as last year.
Rosenzweig said he hopes that this year's reported numbers reflect a temporary pause on a long road to success. "But only time and subsequent surveys can tell us that," he said. "In past years I have suggested that corporations might look at the so-called 'Rooney Rule' used by the NFL for the process of hiring coaches and senior front-office executives. Put simply, it requires that diverse candidates be brought forward for consideration when positions open up."
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