There have been advances in corporate gender diversity but fears of being labelled ‘too bossy’ remain, potentially hindering career progression for women, according to a survey released recently by Deloitte Global.

Sixty-five per cent of professionals believe their organisation is improving the representation of senior women in their company, citing flexible working programmes and gender diversity targets as examples.

However, while 80 per cent of respondents believe ideas were welcomed in their organisations regardless of gender, 40 per cent said they sometimes hold back their opinion for fear of being labelled ‘bossy’ or ‘too assertive.’

The global survey of more than 1,700 respondents was undertaken to gain insights into the progress being made to improve gender equality in the workplace. The survey revealed that the majority of respondents believe self-confidence (78 per cent) is more important than technical ability (22 per cent) for professional success.

“In order to attract and retain the best talent, business must provide an environment that is conducive to professional as well as personal growth,” said Punit Renjen, Deloitte Global CEO-select, during Deloitte Global’s webcast on gender diversity.

“Global organisations will only fully thrive once they take action to address the issue of gender diversity. It is not only the right thing to do, but it is the right business thing to do.”

Additionally, the survey found that when it comes to sustaining personal and professional excellence, 68 per cent of respondents believe it is possible to ‘have it all’.

Over the years the opportunities for women to progress and further their careers have improved significantly, commented Sarah Curmi, director at Deloitte Malta.

“Increasingly companies recognise the long-term benefits of implementing flexible work arrangements enabling women to develop professionally as well as personally. Coupled with an increased acceptance of women in senior positions, this has increased retention levels of talented individuals.”

Additional findings from the survey showed that diversity initiatives were proving effective. Sixty-five per cent of respondents reported that their organisation has taken steps to improve the representation of women in senior positions. Flexible working (45 per cent), gender diversity and inclusion targets (28 per cent), maternity support (26 per cent), paternity leave (26 per cent), and executive commitment (23 per cent) were cited as the most common initiatives put in place.

Respondents ranked flexible working, executive commitment, targets, and an agreed and articulated business case for gender diversity as the top priorities for the advancement of women.

Fifty-one per cent of Deloitte Malta’s workforce are women, and gender issues are given high prority, with the organisation encouraging both women and men to balance their work and home life.

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