Principle 2 Work-Life Balance and Career Development
Key Element C Career Advancement

Learn more 

Career advancement opportunities, such as skills training in non-traditional fields, client development activities, and mentoring programs, offer employees the opportunity to gain leadership skills, build networks, and strategically contribute to the organization. Lack of access to such programs can hinder employees in their quest for advancement, whereas participation in these programs often breaks down barriers in ways that allow women to develop and hone the skills needed to advance in the organization. Organizations benefit from career advancement initiatives in a number of ways, including early identification of leaders, building a pipeline of talented women employees, and reinforcing the organization's commitment to diversity and inclusion.

There are 8 indicators for this element.
Indicator 1

Analyze overall promotion rates by gender and other demographics to identify disparities and determine appropriate career advancement programs that may be necessary. Assess demographics of existing career advancement program participation and address any disparities in participation based on gender.

Implementation level
Indicator 2

Support employee resource groups (ERGs) that meet the needs of the organization and support women's career advancement.

Implementation level
Indicator 3

Establish a mentoring and sponsorship program for women that focuses on broadening networks, increasing visibility, and further developing leadership skills.

Implementation level
Indicator 4

Offer flexible training and professional development opportunities that account for child or elder care-giving responsibilities.

Implementation level
Indicator 5

Implement a "registration of interest" system for determining the job interests and career goals of employees by providing relevant information about the career paths available at the organization and consider qualified employees who have registered when openings occur.

Implementation level
Indicator 6

Address issues that may prevent women from attending client and/or training events, including timing, venue, and security concerns.

Implementation level
Indicator 7

Provide gender equitable opportunities for and access to certified vocational, literacy skills, and information technology training.

Implementation level
Indicator 8

Provide training to all personnel involved in performance evaluations to ensure that the process is free from bias.

Implementation level

Save your entries      Finalize this AssessmentYou cannot change your answers if you click Finalize.     Next Key Element »    Return to Assess Your Workplace

Resource overview icon  Assess Your Workplace

Implementation explanation icon  About implementation levels

Next steps icon  Next Steps

Top resources for this Principle

Show all for this Principle

Time to accelerate: Ten years of insights into gender diversity
A decade into its research, McKinsey & Company highlights key findings and invites 16 global leaders to look at how to increase gender diversity in corporations (More...)
and imagine the inclusive company of the future. (Hide)
Article. pdf, 17002KB Added 10/23/2017

Tackling Childcare: The Business Case for Employer-Supported Childcare
This report highlights innovative approaches that companies across sectors and regions have taken to better meet their employees' childcare needs. Featuring 10 case studies, the report (More...)
shows how companies can choose from a range of childcare options, from on-site creches to partnerships with governments and local childcare providers. As a result, companies can better attract and retain qualified staff-helping boost employee productivity and strengthening the bottom line. (Hide)
Article. pdf, 7536KB Added 10/23/2017

How to accelerate gender diversity on boards
Tips from standout companies are more likely to inspire others to take firmer action in adding more women to boards. Article. pdf, 154KB Added 10/23/2017

Accelerating Gender Parity: A Toolkit
This toolkit is for businesses and other stakeholders interested in accelerating gender parity. Article. pdf, 155KB Added 10/23/2017

Paid Family Leave: How Much Time is Enough?
This project scans some of the best US and international research to lay out how the length of paid family leave impacts four areas: infant and child (More...)
health and wellbeing, maternal health and wellbeing, gender equality, and businesses and the economy. (Hide)
Article. pdf, 379KB Added 10/23/2017

Paid Family Leave of California
The California Paid Family Leave (PFL) program provides income replacement to workers on leave for family caregiving or for bonding with a new child. This (More...)
website provides information and key updates about the PFL program. It includes basic information about the program, resource materials to use at your workplace, and a guide for labor union leaders and members. (Hide)
Web. Added 1/26/2012

A Guide to Implementing Paid Family Leave: Lessons from California
This guide provides key lessons learned in passing and implementing California's Paid Family Leave (PFL) program, which was the first of its kind in the United (More...)
States. The guide includes information about the basic components of the PFL program and the history of how the bill was passed in California. It also includes a background on five areas crucial to successful implementation, and key lessons learned in each of these areas: outreach and education; administration; employer issues; policy issues; and research, evaluation, and data collection. (Hide)
Article. pdf, 5441KB Added 1/30/2012

The Gender Dividend: Making the Business Case for Investing in Women
This paper discusses how by acknowledging and investing in women, businesses can yield a significant return-a return known as the gender dividend. To fully capitalize on (More...)
the gender dividend, however, countries and organizations must go beyond policies that focus on discrimination and develop solid strategies aimed at integrating women at every level. This report lays out the rationale behind why governments and organizations must look to women as key to their economic growth. (Hide)
Article. pdf, 1214KB Added 2/10/2011

Mentor Net
Aimed at women and minorities, this agency offers a nationwide electronic mentoring network in the computer science field as well as a one-on-one email-based mentoring program (More...)
and a detailed list of mentorship resources. (Hide)
Web. Added 3/1/2010

Mitigate or Litigate: Flexible Working and Legal Exposure
This report examines the legal implications and policy considerations of flexible work, specifically telework, flexible work schedules, and flexible employment relationships. Article. pdf, 735KB Added 3/13/2012

Report broken link

Recommend a Resource