By: Odessa “OJ” Jenkins
At Bonfire, our inboxes are quickly becoming littered with organizations seeking advice on how to proactively protect women’s leadership programming. In a landscape transformed by the Supreme Court’s 2023 ruling on Affirmative Action, and targeting of DEI practices by very public and prominent figures, business leaders and leadership development teams find themselves being questioned on values that before, seemed unquestionable.
Is it “safe” for my company to invest women?
As the CEO of a company dedicated to accelerating the development of mid-level women for leadership roles, it has been discouraging to see today’s business leaders have to ask themselves this question. However, I continue leaning in to finding clear responses and solutions. Working to provide a compelling roadmap for navigating this tricky terrain for and with people that I respect.
Bonfire has long distinguished itself not as a DE&I company, but as a catalyst for comprehensive leadership and business acceleration. The justification for programs centered around women leaders is clear and compelling. Women constitute half of the global workforce, and their presence in the corporate sector is more pronounced than ever. This isn’t just a matter of representation; it’s a strategic imperative. The correlation between the development of women leaders and revenue growth is not coincidental but causal.
In light of what I know some organizations might be up against, and to ensure that your women’s leadership investments and plans not only survive but thrive. Here are a few critical steps to take:
- Align with Business Objectives: Clearly articulate how your women’s leadership programming is tethered to your organization’s core business objectives. Whether it’s increasing leadership retention, strengthening the talent pipeline, enhancing the sense of belonging, or boosting revenue, these programs should be positioned as catalysts for achieving critical business outcomes.
- Use Inclusivity as a North Star: While investing in women’s leadership development, ensure that your broader Learning & Development (L&D) portfolio includes programs accessible to individuals of any identity who aspire to be influential leaders.
- Redefining the Narrative: Instead of setting target quotas or focusing on numbers, shift the focus towards dismantling biases and overcoming barriers. Emphasize the very real business need for an environment where talent from all backgrounds has the opportunity to flourish and lead.
As organizations grapple with the implications of offering critical workforce development programming, companies like Bonfire. will be here to guide and support them. By aligning these programs with overarching business goals, fostering inclusivity, and focusing on breaking down systemic barriers, we can ensure that the drive for dynamic leadership doesn’t just endure but accelerates into the future.
Together, let’s embrace the tough questions, with an unwavering commitment to building companies where All Rise®. The future of women’s leadership is not just a narrative to be written; it’s critical to the future of business as we know it.