A Personal Letter from Molly D. Shepard - April 2004

Our latest research study, "Corporate Best Practices for Women" is complete. I think you will find the results both interesting and thought provoking. For a synopsis of the study, please read the press release posted on the "In The News" section. L.E.A.D. members can also read the White Paper entitled "How Best Practices Programs Can Be Used Most Effectively To Support The Growth Of Women Leaders."

One aspect of the study that particularly resonated with me was the need to have the CEO involved and committed to the diversity program early on in the development process in order for it to be successful and long lasting. In the study, 84% of the respondents stated that the CEO is critical to the success of the diversity efforts. Programs will succeed or fail depending on the strength of the CEO's commitment. We received comments such as:

"The CEO is the sparkplug. He spreads the diversity message via his direct reports and that cascades down through the business units."

"The President/CEO leads the Team. He is the lead facilitator on diversity. He asks how he can improve/move the diversity agenda. He mentors high potential women."

This sentiment was reiterated when we asked respondents what they would do differently if starting a program for women today. 77% stated they would incorporate diversity into the fabric of the organization by gaining the CEO and senior leadership support early on in the process. Respondents stated:

"I think we should have engaged the top of the organization sooner. We in HR spent too much time developing a very broad program. It feels good but doesn't drive change. It needed to be positioned at a higher level of the organization"

"More emphasis must be placed by the CEO to require the Diversity Board and Diversity Manager to be accountable for identifying ways to increase respect, inclusion and commitment."

I have written before about the shortage of talented managers in Corporate America and my hope is that companies will build in systems to retain these valuable resources-both women and men--by providing more options and greater flexibility. It has always been my belief that for this to occur, a strategic vision for gender diversity, spearheaded by the CEO, is essential. The research results bear this out. The importance of the CEO commitment to diversity cannot be overstated. You may want to consider showing your CEO this letter, and the information about the study on this website, and start a discussion.

Molly D. Shepard
Founder and CEO
The Leader's Edge™

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