3/22/2017 12:00:00 AM | less than a minute read

Getting More Women Into the C-Suite Means Keeping Them in the Talent Pipeline

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Erik Lundh

Managing Partner

Get in touch

Erik Lundh

Managing Partner

Intriguing article from Sally Blount at Kellogg School of Management: The challenges that professional women face are different from those faced by professional men. Our hypothesis is that if we can find new and better ways to support women through the three major critical career pivot points, where these differences come to the fore, we can increase the number of women filling the pipeline to the C-suite.

While there is no silver bullet, a growing body of evidence suggests that there are three key decision points, or “pivot points,” where women face issues that are unique biologically and culturally. These pivot points introduce predictable stressors into adult women’s lives and mean that, on average, high-potential women experience career choices, goals, and trade-offs differently than do high-potential men with similar education and experience. The three pivot points are outlined below.

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