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

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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
Action/Notes
Indicator 2

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

Implementation level
Action/Notes
Indicator 3

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

Implementation level
Action/Notes
Indicator 4

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

Implementation level
Action/Notes
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
Action/Notes
Indicator 6

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

Implementation level
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Indicator 7

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

Implementation level
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Indicator 8

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

Implementation level
Action/Notes

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