1
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Being in a service industry that is very highly female we see no difference between men and women in leadership.
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| 2 |
none
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| 3 |
There are not many women in the candidate pool as they are still underrepresented in the it field.
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| 4 |
Our recruiting is gender blind
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| 5 |
Well, I am in the middle of a sex transition, I have been asked to find employment elsewhere.
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| 6 |
Overall experience. While we promote it here not a lot of companies do.
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| 7 |
The issue here is that we are a female-dominant company, but few at the top.
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| 8 |
geographic locations and re-location
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| 9 |
Not enough of them in the market, available to recruit.
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| 10 |
See Above, plus the "Good Ole' Boy" network of the East Coast still lives on.
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| 11 |
Our industry, forestry. There are not traditionally a lot of females or minorities that choose this industry, so our pool is limited.
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| 12 |
Work-life balance issues and heavy reliance on existing networks wheh recruiting/selecting leaders
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| 13 |
I am VP & CIO, leading information technology department. I have a few leadship roles open, would welcome the opportunities to hire women in leadership roles. Unfortunately, recuiritng (using exec recruiting firms and internal HR recruiting) has yielded very few femail candidates.
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| 14 |
I don't see any obstacles. Our CEO is female and so are the majority of our upper management. However, I would like to say that we hire leaders and key personnel based on their qualifications and abilities, not on their gender.
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| 15 |
Lack of openings; lack of recognition from white males that gender diversity is an issue; lack of female interest in our industry
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| 16 |
We do not deliberate seek or exclude female candidates for our executive positions. In that way we are unbiased. I find however that there are pay differences that are concerning, although I do not believe are deliberate.
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| 17 |
None. We have a very even balance between male and female leaders throughout the organization.
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| 18 |
We are on a a hiring freeze for external candidates. Sometimes we run into finding the right candidate with the right skill set.
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| 19 |
Not many, our company is approx 70% female and that includes our CEO and a good amount of senior leadership.
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| 20 |
Noone At this moment we dont have an Open Positions for this level
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| 21 |
Male dominated culture
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| 22 |
Need more focus on executive recruiting and available opportunities
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| 23 |
old culture
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| 24 |
None
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| 25 |
Recruitment in higher education can take over a year. Qualified candidates leave the pool. Also there is a hiring freeze in CUNY. Salaries are too low.
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| 26 |
None
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| 27 |
None, We are a company of 9 women and 3 men
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| 28 |
na
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| 29 |
They are not networked with senior leaders and decision makers as well as men.
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| 30 |
None really - we are always seeking the most qualified candidate irrespective of gender.
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| 31 |
Lack of female graduates (engineering, computer science)
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| 32 |
NONE
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| 33 |
None
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| 34 |
Market segment (manufacturing), company locations & size
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| 35 |
I "hear" about diversity from our leaders, but the action/evidence is not in alignment with the words
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| 36 |
Who applies
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| 37 |
work life balance, amount of travel, global workforce contributing to crazy hours
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| 38 |
blue-collar, non-traditional, & technical work environments
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| 39 |
We are a non-profit dependent on State funding. Our salaries are not at market level.
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| 40 |
availability of talent as industry is male dominant.
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| 41 |
Tends to be an "old boy's club"
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| 42 |
Several of of our key senior executive leaders are female. The obstacle is the availability of talent.
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| 43 |
There are not obstacles at this time.
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| 44 |
The company and industry I work in is made up of mostly white males in management and leadership. There are few examples of successful female leaders and mentors at the company.
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| 45 |
Availability, Programs to support
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| 46 |
none
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| 47 |
None
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| 48 |
hard to find the right talent on the market
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| 49 |
None, I work for the USAF and the opportunities are there for anyone who has the drive and dedication to their job.
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| 50 |
Small pool of qualified candidates
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| 51 |
One of our biggest obstacles has been when we focus on gender diversity as a primary driver to finding a candidate. When we focus on finding the best abdicate, regardless of race or gender, we tend to find great candidates. We are a very diverse team with less than 20% white males and the diversity has come naturally.
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| 52 |
Mobility . . . Very difficult to get any candidate to relocate
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| 53 |
Low pay scales.
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| 54 |
Since we are in the South Bronx, there may be occasions where local neighborhood/security concerns may be an obstacle for women considering working at our hospital in the South Bronx.
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| 55 |
Male dominated senior management roles still exist and call the shots.
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| 56 |
Hours of work Traditional male dominated environment
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| 57 |
Unknown
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| 58 |
The lack of other female leaders in the organization.
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| 59 |
Old school atitutdes that still exist.
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| 60 |
None.
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| 61 |
None
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| 62 |
I believe it starts with the available pool in the high technology field which is not that equal.
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| 63 |
There is no obstacle. Leaders and managers are selected by experience and skills and performances, not gender.
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| 64 |
Most hiring managers are still male. They are much more comfortable with hiring male and promoting male. Women are not taken as seriously interested in career advancement. There is no program to focus on attracting, developing and retaining diverse management.
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| 65 |
none
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| 66 |
Having a variety of developmental opportunities.
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| 67 |
We are a high tech company that has not seen many female leaders gain the skill and experience we are seeking
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| 68 |
due to the current economic climate, there aren't many of those types of positions that are available.
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| 69 |
lack of agility and belwiwf that top positions are pre-reserved
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| 70 |
The external talent pool isn't rich with women candidates for the more senior level roles.
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| 71 |
Limited pool of qualified applicants.
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| 72 |
Given that the gender diversity have not been the practice in the industry there are still a lack of alternatives in the market, mostrly related to higher positions.
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| 73 |
Limited career development opportunities. Competitive compensation overall. Corporate / industry culture.
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| 74 |
Work-site locations Need for security clearances Salary
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| 75 |
Market competition for excellent candidates.
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| 76 |
Perception barriers
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| 77 |
The organization is considered a good old boys club
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| 78 |
We do not have obstacles recruiting, attracting or retaining female leaders.
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| 79 |
Experience in previous organizations in certain roles is lacking
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| 80 |
There is no issues when recruiting, problems come during the maternity. Lifestyle it is just imposible to combine with the consulting work and there are no alternative positions for consultant women.
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| 81 |
Peoples mindset
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| 82 |
Backlog
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| 83 |
awareness of the opportunity
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| 84 |
None
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| 85 |
CEO and COO of our national company are both female.
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| 86 |
glass ceiling issues
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| 87 |
There is a limited number of qualified or interested female candidates for leadership roles in the field of manufacturing in this region.
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| 88 |
There is no recognition of the issue, much less any program to ameliorate it.
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| 89 |
In my reoganization, gender is not considered as a factor for recruiting. The focus is really on who is the best candidate. My organization is science oriented, and relatively speaking, there are not a large number of women in the more technical fields.
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| 90 |
Gender is not an issue or an iam when recruiting we recuite top tallent period.
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| 91 |
No obstacles. Only limited by availability of talent based on the position.
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| 92 |
A fledgling Diversity area that is really making changes but it too new to have an impact yet
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| 93 |
No specific program to attract women. AND perhaps one is not needed.
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| 94 |
relocation to this particular city; not as many female executives currently with requisite experience - need to build more
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| 95 |
Fast pace organization, managing a large numer of people, and responsibilities.
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| 96 |
This company has given as equal opportunities to the female gender as they have the male gender, positions are filled based on qualifications and work proven successes.
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| 97 |
It is tough to attract women in some of the more technical areas of the company,
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| 98 |
In certain departments that mainly consist of males, the male populationis often reluctant to consider women. The women we do interview/hire for these departments must be outstanding and much better than their male counterparts.
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| 99 |
None. I just want to point out that we do not specifically target women for recruitment or promotion. Instead, we have a gender-neutral outlook that allows anyone to advance and succeed.
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| 100 |
relatively low turnover of existing leaders, including females. |