What companies can do to develop female leaders

Against the backdrop of a declining work force, the push for greater diversity, and the government's promotion of active female participation, an increasing number of companies are focusing on the development of female leaders and managers.

However, although the number of female leaders is increasing, the gender ratio is still far from 50-50. (Survey results)

It’s important to view increasing the presence of female managers not only as a government initiative, but also as a measure that will lead to a better working environment for all employees, and to make their work more engaging. Some surveys also suggest that companies with more female managers and executives perform better than other companies. They have seen improved business outcomes as a result of greater diversity within their teams.

In this article, we share advice on what companies can do to develop female leaders and promote women's active participation.

Why are there few female managers?

As our survey results show, many women quit their jobs after major life events such as marriage, pregnancy and childbirth despite wanting to continue their careers.

In many cases, the path to management positions is blocked due to reasons such as not meeting tenure requirements, and a significant percentage of women leave the company once they have given birth. Others continue to work but give up building their careers as leaders and managers.

1. Building support such as a mentorship system

In our survey, about 70% of female company employees responded that they wanted someone they could talk to about their careers. Women are generally said to possess high levels of empathy and communication skills, so having a workplace culture where they can seek advice can help further develop their proficiency in these areas.

U.S. companies take it a step further and focus on sponsorships to accelerate career development. Sponsorship is a method of career development support that promotes the growth of young professionals by connecting them with leaders across the company. The sponsor advocates for the young professional through testifying to their abilities and achievements, introduces them to influential figures, and assigns them to projects that best suit their strengths.

For example, if a person is highly capable and has potential, a supervisor will help assign them to a better job, but these opportunities tend to be less available to female employees. If there is a clear imbalance within a company, it may be necessary to consciously try to attract female employees to high-profile jobs and decision makers.

2. Ensuring diversity of leaders

In our survey mentioned above, 60% of company employees responded that the presence or absence of a respectable manager of the same sex affects their desire to become a manager. Although female employees said that they want female leaders whom they can look up to and seek career advice from, the reality is that only a few have female managers around them. It is no surprise then that only a handful of female employees have ambitions to become leaders in the workplace. In a company where diversity is valued, there are many different types of leaders and role models, making it easy for everyone to pursue career advancement.

3. Creating a comfortable working environment

For employees who have children or are primary caregivers for a family member, having an employer that understands and supports their responsibilities is crucial for fostering more women in leadership. This is especially true as many women who continue to work give up building their careers as a leader or manager since they bear most of the burden in caregiver duties.

To address this, employers will need to create an environment where it is easy to continue working, such as gaining the cooperation and empathy of other employees when they need to take a sudden leave of absence. The understanding and actions of men are also indispensable for women's active participation. This includes promoting a corporate culture that encourages everyone regardless of gender to participate in childcare and nursing care. Additionally, education for employees who have never experienced childcare or nursing care will also help in creating a more empathetic workforce.

Efforts to increase the number of women in management positions will not only enable women to demonstrate their abilities to the fullest, but also allow companies to secure excellent talent and drive growth through a more diverse workforce.