| 102 |
The men in hiring positions!
|
| 103 |
Location primarily. It is hard to attract mid level candidates to this area and the talent pool for our industry in this area is very limited.
|
| 104 |
The general smaller talent pool of executive women in financial services.
|
| 105 |
Lack of other women Hard to break into the in crowd
|
| 106 |
Male dominated industry. The perception of the industry.
|
| 107 |
stigmas about the industry in which we operate and the traditional customer being a white, male contractor; lack of women in senior management; not open to flexibility in terms of work/life balance
|
| 108 |
The conflict of work/life balance.
|
| 109 |
None
|
| 110 |
The property and casualty industry does not attract a lot of women in the Field claims rep and auto appraisal world, so it is difficult to continue to develop the female leadership in those areas.
|
| 111 |
Anyone we hire will need to have the appropriate training and education for the position.
|
| 112 |
None - I just don't have any open position at this time
|
| 113 |
None come to mind.
|
| 114 |
none
|
| 115 |
for been a Manufacturing company
|
| 116 |
Specific business that I support is still a male-oriented industry. We will need to groom future female leaders internally to build a talent pipeline.
|
| 117 |
Recruiting is not the issue. Retaining is. Women leave for better opportunity, if they felt truely valued, I suppose they would not be "picking up the phone" to listen to another offer.
|
| 118 |
Lack of available positions due to current economic state and continuing work/life balance issues.
|
| 119 |
None
|
| 120 |
Our benefits are a challenge for younger women considering family and work opportunities.
|
| 121 |
None - in the healthcare industry it is heavily female oriented. Half of our senior leadership team are female.
|
| 122 |
None - we are very diverse and employ women at the highest levels of the organization
|
| 123 |
Banking is a male dominated field and there is not a conserted effort to attract, hire, promote and retain female business leaders within my company.
|
| 124 |
the type of manufacturing facility - a paper mill - not alot of women in this arena
|
| 125 |
We are in the healthcare industry and we have a large proportion of our managers are female.
|
| 126 |
It all depends on their qualifications
|
| 127 |
Unable to comment on obstacles. Organization is 80+% female. Many females in high-level leadership roles but very few females have made it to the C-Suite. however
|
| 128 |
Critical mass (incumbents to recruit/hire the next group).
|
| 129 |
We don't get many to choose from in the executive recruiting process.
|
| 130 |
Finding candidates with the correct skills, experience and salary for our psoitions.
|
| 131 |
Recruiting females for leader roles in Supply Chain has been a challenge. Our experience is that the field is dominated by males. We have focused on developing high potential females but haven't kept up with the demand. Very few females are seen at the Executive level which contributes to some of our retention issues.
|
| 132 |
finding a viable pipeline of mid career candidates who are women; the tendency of some external hires to hire individuals from their previous employers and they are typically white males
|
| 133 |
Low recruiting volume.
|
| 134 |
Senior female operations executives in Call Center Management and Manufacturing are a limited commodity particualarly in smaller lower labor cost markets (relocation is not always feasible)
|
| 135 |
Good leaders are in demand and, right now, we are at a competitive disadvantage.
|
| 136 |
the pay is not equitable
|
| 137 |
none
|
| 138 |
IT has traditionally been a male focused area and it is difficult to get the business leaders to see women in the leadership roles.
|
| 139 |
traditional recruiting techniques are less effective than targeted outreach programs
|
| 140 |
Industry knowledge. Dental industry is small.
|
| 141 |
When recruiting for senior roles we do not find women with the requisite skills. We know they exist, but we are unable to attract qualified female leaders to our organization.
|
| 142 |
Male dominated organizations
|
| 143 |
We continually look for organizational structure or leadereship situations where female leaders could be disadvantaged and correct them.
|
| 144 |
Manufacturing industry is not always attractive (particularly our sector of manufacturing) - as a manufacturing organization finding female employees for plant level or sales positons is difficult - it becomes difficult to build bench strength in that area. Corporate positions are easier to recruit females, but based on teh size of our company, those positions are limited.
|
| 145 |
In consideration of the Work & Life Balance, it will be becoming more more difficult for Female Seniors to continue their Career Development at HR Consulting Industry
|
| 146 |
Retail Hours and Work Week.
|
| 147 |
I don't see any particular obstacles.
|
| 148 |
Limited rooms for growth.
|
| 149 |
None.. We need to focus on recruiting men
|
| 150 |
We have a majority female population overall, but opportunities exist in our senior ranks. Due to the turnaround situation of the company, we are not doing much hiring, much less really focused talent acquisition.
|
| 151 |
lack of growth potential beyond hired position
|
| 152 |
none
|
| 153 |
The good ole' boy network is alive and well. Actions speak louder than words -- the culture is dominated by white males at the senior level.
|
| 154 |
Location and salary
|
| 155 |
Work environment is diverse, but management ranks are less so.
|
| 156 |
Work experience and knowledge of the automotive aftermarket business.
|
| 157 |
This is an engineering company. Women are not viewed as real contenders in this organization and the company has managed to lose most of their senior women as a result of this bias.
|
| 158 |
work life balance
|
| 159 |
Geographically, women are not traditionally placed in leadership roles or trained, educated or prepared for leadership roles. When filling mid-level positions, it is difficult to identify suitable female candidates.
|
| 160 |
Competition among other companies.
|
| 161 |
In health care 80% to 90% of all employees are female. They dominate supervision & management out of sheer numbers.
|
| 162 |
There is only one woman that is part of the senior team.
|
| 163 |
none
|
| 164 |
None
|
| 165 |
The industry is dominated by men, so it is challenging to identify a more diverse candidate pool.
|
| 166 |
Pool of women with the correct IT technical experience and leadership skills is very small from our observations.
|
| 167 |
old school, male dominated industry
|
| 168 |
None
|
| 169 |
Social Channels
|
| 170 |
no vacant positions
|
| 171 |
Lack of viable candidates in the geographical area.
|
| 172 |
.
|
| 173 |
Industry has been mainly male dominated thus difficult to find females with industry experience.
|
| 174 |
none our company is 76% women.
|
| 175 |
The financial industry still has a male dominated stereotype.
|
| 176 |
None to speak of. The real obstacle is a severe lack of budgetary resources in this state to hire needed personnel due to the current economic climate.
|
| 177 |
Less recognizable brand and number of existing female executives currently in the organization.
|
| 178 |
none
|
| 179 |
There seem no obstacles beyond availability of positions. This is a gender neutral situation.
|
| 180 |
in recruiting - availability of qualified talent pool
|
| 181 |
Currently, lack of opportunity in upper level executive management. People are retained for long periods of time.
|
| 182 |
Don't know where to start (as far as networks/groups to plug into)
|
| 183 |
We are an Indian Company (Wipro). The Indian culture is not as Gender Diverse as it could be.
|
| 184 |
My company is not good at attractng and retaining leaders and managers - too tactical in this up and down economy
|
| 185 |
This industry is heavily academically based, and gender-specific obstacles are minimal. Flexibility in work pattern and location make this industry highly attrative to those juggling work/family or a two-career family.
|
| 186 |
My company fully supports gender (and other types of) diversity so I don't see any significant obstacles but I would characterize the strategy as finding the right talent/skill set vs gender as the driving priority.
|
| 187 |
None. Talent based acquisition
|
| 188 |
It is a male dominated industry, and there is little opportunity for women at the executive level.
|
| 189 |
Access to a geographically mobile population...
|
| 190 |
Less than ideal percentage female representation in the external science entry level recruittment pool
|
| 191 |
attracting is realatively easy but we cannot keep them if we do not offer growth opportunities (whether exec or non ecec) so try to focus on retention and educating women on how to effectively use networks and to "advertise" themselves more proactively
|
| 192 |
Not enough positions at the senior executive level. Also we are currently downsizing and eliminating or demoting key female leaders which is unfortunate.
|
| 193 |
We have several female leaders/managers, however my organization is ineffective in selecting good managers in general.
|
| 194 |
no just getting the headcount approved
|
| 195 |
Size of talent pools in Asia. Need grow pipeline earlier.
|
| 196 |
HR has not articulated what is/what is not legal pertaining to recruitment of women for a particular position that would seem to be a gender neutral position
|
| 197 |
Tradition
|
| 198 |
In certain countries, the external female pool is too small. Cultural barriers to women advancement are much more difficult to overcome.
|
| 199 |
none
|
| 200 |
I observe that the talent pool is small in our industry. |