It’s no secret companies are seeking to bring up their numbers when it comes to gender and diversity. Research has shown that 15 percent of this category in a corporation actually helps them do better in the marketplace. Its also been found that a larger ethic staff at 35 percent grows a firm as well. Unfortunately, many companies across the country still don’t reflect theses numbers, especially for women.
In Susan McGalla’s case, she wasn’t looking to break the ceiling. Her upbringing, as she states, has played a large role in how she fits comfortably in environments of both men and women. She learned to work hard for what she wanted and not seek excuses. She was not favored because she was the only girl of two brothers. She took on just as much as they did, which has help her success in high-powered positions.
Her rise up through American Eagle Outfitters began when it was only male executives. When she left after accomplishing a role as President, McGalla’s found new interests in building her own business, P3 Executive Consulting. This brought her to the Pittsburgh Steelers commandeering an impressive job as Vice President of Business Strategy and Creative Development. In this role, she join the movement “wear what we wear” helping to increase fan purchase of the team’s apparel.
As Susan continues to standout as a leader, most women remain struggling. Surprisingly, there are still networks and groups who work to change the role women play in top executive positions. They offer an open platform to women executives to share their concerns and have sort of a support group on their side. These efforts can build long-lasting relationships and keep the conversation alive. Unfortunately for these platforms things haven’t changed. A large number of men in top companies still have failed to consider or even place women in particular positions. The real problem continues to exist, women are not being hired in top leading roles that men still acquire. “Woman want to be treated as professionals and not just women,” says Susan McGalla.
It’s time to consider sponsorship. Male mentors can work with women and assist in pushing the opportunities. They can refer qualified women to much needed projects or assignments. This gives a woman professional an advocate and definitely should speed up women roles in organizations just like Susan McGalla.
Providing an incentive to these mentor can also stimulate motivation to suggest women counterparts to owners and male executives currently in charge. This could benefit many companies across the board. Susan McGalla continues to discuss this concern and remains as one of the most successful women in the sports industry.