Mary Barra or Miley Cyrus

For all those skeptics who have always complained of the glass ceiling, and that they cannot get to their goals because of XYZ, there was yet another piece of evidence yesterday, Tuesday Dec. 10^th.  Mary Barra was named GM CEO the successor of CEO Dan Akerson.  The first female CEO in GM history, she is scheduled to start her new role in January this coming year.  Mary Barra has worked at GM for 33 years and has experience with positions in manufacturing, engineering and senior management. She began her GM career a co-op student in the Pontiac Motor Division in 1980 and gradually worked her way up the corporate ladder.  So although her goals in making CEO didn’t exactly happen overnight, her proven track record and careful career planning certainly did payoff. 

Within the past decade, many organizations have realized the essential need for diversity in sustainable growth, innovation and success.  Although historically women have been underrepresented in the automotive industry similar to engineering and technology, organizations such as GM have made a formal commitment to focus on women as a strategic lever for growth. 

Organizations who are driven for success, are increasing the percentage of female recruits, they effectively identify and mentor women with management potential, and increase the number of women in leadership positions.  Women can help organizations relate to a customer base that includes a higher percentage of women.  Leading companies recognize the importance of having women involved in product development and innovation. 

The most important initiative that a company can take to improve their gender diversity as well as their overall strategic Human Capital planning as it relates to competitive advantage, is to measure where they are in total numbers.  Metrics is the only sure way of expecting change and growth. 

Beyond measuring, training can make a significant difference because company leaders and hiring managers may not even realize their own gender bias.  Recruiting, retaining and advancing women is not about quotas or a checklist, but rather it’s about identifying the best possible talent and heading them toward the goals of gaining economic and innovative competitiveness.  Women are currently underpaid and under-recognized, and that’s a fact.  In fact, the gender pay gap has hover at 77 cents on the dollar since 2007 (Huffington Post). However, an organization simply cannot have the goal of by excellence in service and quality in product development, if only 50% of its employee population are given a seat at the table. 

Unlike the automotive industry, the entertainment industry has realized the value of women in driving the bottom-line.  Although she is no Miley Cyrus when it comes to popularity in the media,  Mary Barra who currently ranks 35^th on the Forbes List of 100 Most Powerful Women, is proof that organizations are slowly but surely waking up and jumping on the band wagon to the best kept secret; the Woman Human Capital Advantage.