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 Feb '18Jan '18
# of CUs5,7575,758
Total Assets
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Total Savings
($ billions)
Net Cap.
Loans to Savings82.6%84.1%
Loan Delinq.0.8%0.9%

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Want More Women Leaders?

Set the tone for equality at your CU.

You are missing out on innovation, performance, and economic advantages if you don't have women in executive leadership roles at your credit union.

"You cannot, as an organization, claim that you have the best talent if less than 50% of the people in the organization are women," says Dominic Barton, global managing director at McKinsey & Co.

"Women in the Workplace," a study by McKinsey & Co. and LeanIn.org, shows men continue to outnumber women in executive positions at companies throughout North America.

The study gathered data from 118 companies and surveyed nearly 30,000 employees about promotions, attrition, and trajectories for women in the workplace.

While men (78%) and women (75%) want to be promoted, the research indicates more men (53%) than women (43%) have the ultimate goal of becoming a top executive. The study shows females make up 17% of the executive suite population, and 25% of women believe their gender hinders their career progress.

Stereotypes and expectations of what it means to be male, female, or a leader, are some of the barriers women face when trying to advance in their careers.

"What the data says is nothing that is surprising, but it is alarming," says Facebook COO Sheryl Sanberg, who spoke during a recent Wall Street Journal event highlighting the "Women in the Workplace" study results. "At our current pace of change, it will take 100 years for women to reach parity in the system."

As organizations try to increase the number of women in leadership roles, Barton says CEOs need to make a statement about the effort—not only to others in leadership roles within the organization, but to all employees.

This announcement informs employees about leadership's goals, and prevents a disconnect from forming between what the CEO says and what employees believe.

Organizations also need to make sure they consider female candidates when making appointments to executive level positions, Barton says, even if they don't ultimately select a woman to fill the position.

"Making it a priority means other things aren't the priority," Barton says. "Making a statement is critical and having some sense of progress is also important."

(Via news.cuna.org)