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Accelerating gender diversity in Sales expands the talent pool and brings broader business benefits.
The fight for top talent in today’s sales workforce is fierce, now more than ever. This is because the current selling environment necessitates more advanced sales skills to handle a growing number of customer stakeholders, more complex products and services, and lengthier, more complicated purchase processes. However, finding the right sellers and sales leaders with these skills is difficult. Research from CEB, now Gartner, shows that sales leaders across the globe report sourcing quality sales professionals as a top challenge and priority for 2018.

The “Dear Sugars” podcast is an advice program hosted by Steve Almond and Cheryl Strayed. The audio contains more letters; submissions are welcome at dearsugars@nytimes.com. If you’re reading this on desktop, click the play button below to listen. Mobile readers can find “Dear Sugars” on the Podcasts app (iPhone and iPad) or Radio Public (Android and tablet).

We all know that sexism, gender stereotypes, and prejudice have hurt different groups throughout history, particularly women.
It kept women from voting until the early 1900's... because surely a woman can't have an opinion about politics!

Médecin, vétérinaire, avocate, institutrice… Voilà les carrières qui attirent beaucoup de petites filles à l’âge de 10 ans. Les générations passent, la société et les métiers évoluent et pourtant, combien rêvent aujourd’hui de devenir ingénieure, informaticienne ou codeuse ?

En mars 2011, JUMP a été désigné « National Point of Contact for Women in Technology » par l’ European Centre for Women and Technology (ECWT). Dans ce cadre, nous avons initié des pistes de réflexion et dressé un état des lieux de la situation des jeunes filles et des femmes dans les filières et les métiers scientifique et technologique en Belgique.

By now, we’ve all heard about the low numbers of American women in science, technology, engineering, and math (STEM). Some argue it’s a pipeline issue – that if we can interest more young girls in STEM subjects, the issue will resolve itself over time. But that’s not convincing. After all, the percentage of women in computer science has actually decreased since 1991.

Le mouvement de féminisation de la population active, en particulier dans les métiers traditionnellement exercés par des hommes, est un des éléments qui ont changé de façon radicale le monde du travail entre les années 1960 et aujourd’hui.

Les filières professionnelles véritablement mixtes sont encore rares et le déséquilibre entre les femmes et les hommes dans les métiers concerne principalement les qualifications d’ouvrier et d’employé. Or, la mixité apparait comme une dimension essentielle à la réalisation de l’égalité professionnelle entre les sexes.

Les femmes représentent 48% de la population active. Leur offrir les mêmes possibilités d’évolution de carrière que les hommes suppose de développer une réelle égalité des chances et de traitement entre les deux sexes en matière d’orientation, de formation, de recrutement, de conditions de travail, de déroulement de carrière, de promotion et de rémunération.

Dans de nombreux secteurs qui embauchent, des difficultés de recrutement pourraient reculer en faisant progresser la mixité des métiers.

« L’orientation sans préjugés est-elle possible ? »
En France, seuls 12 % des métiers sont mixtes. Aux hommes, la production et l’ingénierie, aux femmes, l’éducation, la santé, le social.

McKinsey’s latest study on diversity confirms what many of us already know – that having more women in executive roles is directly correlated with better profitability and value creation. So it’s not surprising that California is about to become the first U.S. state to bar male-only corporate boards. Given the under-representation of female leadership in Silicon Valley, it’s a much-needed move. But technology seems positively progressive when you consider the lack of female leaders within other male-dominant industries.

Current news stories make it sound like it’s impossible to attract women to high-tech jobs. My team debunks that myth. Here’s how you can do it too.

I lead a high-tech sales team of 50—half are women, including a vice president and two directors. Yes, this is highly unusual in the male-dominated worlds of both tech and sales, and I’m often asked how I’ve managed to hire so many successful women.

A job post is much more than a solicitation for applications. It’s often your company’s chance to say hello and make a strong first impression.

A job post can send powerful messages to would-be candidates. Those messages are conveyed both by what you say (and don’t say) and how you say it. And if you’re trying to improve your diversity — and productivity — by attracting more women, it’s important that your company shape your messages carefully.

In its latest survey, JUMP found that the female talent pool is there and waiting to participate in the skills revolution.
Common effort needs to come from governments, companies and from the women themselves.