{"id":10727,"date":"2024-05-06T16:39:57","date_gmt":"2024-05-06T09:39:57","guid":{"rendered":"https:\/\/dreamplex.co\/?post_type=blog&p=10727"},"modified":"2024-05-06T17:02:24","modified_gmt":"2024-05-06T10:02:24","slug":"female-leadership-in-2024","status":"publish","type":"blog","link":"https:\/\/dreamplex.co\/en\/female-leadership-in-2024\/","title":{"rendered":"Female Leadership in 2024: How Can Companies Better Support Women and Mothers?"},"content":{"rendered":"
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Female Leadership in 2024: How Can Companies Better Support Women and Mothers?<\/b><\/h1>\r\n[\/vc_column_text][vc_single_image image=”10732″ img_size=”1920×1080″ alignment=”center” css=””][vc_column_text css=””]Vietnam does better than many countries in terms of female leadership. A strong push exists to enhance gender equality and empower women in decision-making positions.<\/span>\r\n\r\nThe government is a driving force here: by 2025, Vietnam aims for <\/span>60% of state management agencies<\/a><\/strong><\/span><\/span> to have at least one woman in a leadership role, reaching 70% by 2030.<\/span>\r\n\r\nAccording to <\/span>a recent report<\/a><\/strong><\/span> by the Ministry of Labour, Invalids and Social Affairs, 30% of the National Assembly’s deputies, 29% of people’s councils at provincial and district levels, and 60% of key leaders at the governmental level are female.<\/span>\r\n\r\nDespite these advancements, challenges remain, such as the underrepresentation of women in top leadership positions in companies.<\/span>\r\n\r\nWomen hold only<\/span> 33% of senior leadership positions<\/strong><\/span><\/a><\/span> in mid-market companies, with the most common roles being Human Resource Director (36%) and Chief Finance Officer (30%.)<\/span>\r\n\r\nThis is partly because companies don’t know how to support women in their leadership aspirations and support them on their unique journey, including pregnancy and motherhood.<\/span>\r\n\r\nA<\/span> recent LinkedIn post<\/a><\/strong><\/span> on this topic drove a lot of engagement, so I thought I’d dive a bit deeper into the topic here.<\/span>[\/vc_column_text][vc_empty_space][vc_row_inner equal_height=”yes” content_placement=”middle” el_class=”blog-banner”][vc_column_inner el_class=”t-order-2″ width=”1\/2″ css=”.vc_custom_1701845137525{padding-top: 4rem !important;padding-right: 4rem !important;padding-bottom: 4rem !important;padding-left: 4rem !important;background-color: #e3edf6 !important;}”][vc_column_text css=””]\r\n

Empowering workplaces to unleash women’s potential with Dreamplex.<\/span><\/h2>\r\n[\/vc_column_text][vc_btn title=”Explore your ideal workspace” style=”outline-custom” outline_custom_color=”#203d76″ outline_custom_hover_background=”#203d76″ outline_custom_hover_text=”#ffffff” shape=”square” align=”left” i_align=”right” i_icon_fontawesome=”fas fa-arrow-right” add_icon=”true” custom_onclick=”true” el_class=”bt bt-outline” custom_onclick_code=”scheduleCall()”][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1714989736905{background-image: url(https:\/\/dreamplex.co\/wp-content\/uploads\/2024\/05\/DSC09240-scaled.webp?id=10739) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: cover !important;}”][vc_empty_space height=”20 rem”][vc_empty_space height=”20 rem”][\/vc_column_inner][\/vc_row_inner][vc_empty_space height=”4rem”][vc_column_text css=””]\r\n

From Signing a “No Baby Clause” to Being a Pregnant CEO<\/b><\/h2>\r\nThe core of the story I shared was how, in my early years, I had to sign a “no-kid” agreement.<\/span>\r\n\r\nFrom the reactions, it was clear that signing a document so early in one’s career resonates with many women who have encountered similar barriers.<\/span>\r\n\r\nIt’s a silent yet loud declaration that motherhood and leadership can not coexist and has long been a pervasive standard in the corporate world.<\/span>\r\n\r\nIf we want women to lead, then we need to change deeply ingrained norms, such as supporting them even if they have a, completely natural, plan to have a baby.<\/span>[\/vc_column_text][vc_single_image image=”10736″ img_size=”1920×1080″ alignment=”center” css=””][vc_column_text css=””]The 2023 “<\/span>Women in the Workplace<\/a><\/strong><\/span>” report by LeanIn.Org and McKinsey highlights persistent obstacles preventing women from reaching the top levels of the corporate world.<\/span>\r\n\r\nThe study emphasizes the issue of the “broken rung” at the first step up to manager, where women are promoted at lower rates than men, creating a persistent disparity from the start.<\/span>\r\n\r\nAt least in the US, despite an increase in the number of women in senior roles from 17% in 2015 to 28% in 2023, women still represent only about a quarter of C-suite leaders.<\/span>\r\n\r\nDiscounting women because of their baby plans and even letting them sign agreements stating they won’t have one is how we perpetuate the broken-rung syndrome.<\/span>\r\n\r\nChanging this currently prevalent regulation means proving that female leaders should not have to choose between their careers and motherhood.<\/span>[\/vc_column_text][vc_column_text css=””]\r\n

Rethinking Support for Female Leaders: A Call for Inclusivity and Empowerment<\/b><\/h2>\r\nThe corporate world is at a crucial juncture of reevaluating its approach to supporting female leaders.<\/span>\r\n\r\nIt’s not just about fairness; it’s about recognizing the untapped potential of a diverse leadership team.<\/span>\r\n\r\nAs the Lean In report shows, systemic cultural and structural issues within organizations exacerbate women’s challenges.<\/span>[\/vc_column_text][vc_single_image image=”10738″ img_size=”1920×1080″ alignment=”center” css=””][vc_column_text css=””]Women face microaggressions that undermine their professional presence and mental well-being, significantly impacting their career trajectories.<\/span>\r\n\r\nDespite high ambitions and qualifications, women often find their career progress stymied by outdated corporate cultures that fail to recognize or reward the unique contributions and challenges women face, particularly in leadership roles.<\/span>\r\n\r\nThis creates an environment where women’s advancement is not just a matter of personal achievement but also organizational change and a cultural shift toward genuine inclusivity and equity.<\/span>[\/vc_column_text][vc_single_image image=”10734″ img_size=”1920×1080″ alignment=”center” css=””][vc_column_text css=””]\r\n

The Way Forward: Steps to Take<\/b><\/h2>\r\nCompanies must understand that fostering a supportive environment for female leaders, especially as they navigate motherhood, is essential for their adaptation, support, and empowerment.<\/span>\r\n\r\nHere are a few steps experts recommend to take:<\/span>\r\n