#03 Women's Leadership & Inclusion
In this podcast, our host Silvia Pavoni, Journalist at the Banker speaks with Tine Arentsen Willumsen who is the CEO and owner of the Above & Beyond Group, about Women’s Leadership and Inclusion.
In this episode, Pavoni and Willumsen speak about:
- What needs to be done to close the gender gap and have more women in leading positions.
- How to overcome biases and embed D&I in company culture.
- What HR functions can do to facilitate the change needed for progress.
Tine Arentsen Willumsen
Tine Arentsen Willumsen is the owner and CEO of Above & Beyond Group – an international consulting house specialising in diversity and inclusion.
The Above & Beyond Group is behind The Womenomics Nordic Business Conference and the Founder of The Diversity Council, which is a D&I alliance for over 20 leading companies in the Nordic region. Here, both the companies’ CEOs and D&I managers gather 4 times a year to accelerate the transformation in their own companies, as well as the entire D&I agenda in the broadest sense.
The company also owns Above & Beyond Academy, which in collaboration with Headspring Executive Development, offers cross-industry leadership programs for women.
Tine Arentsen Willumsen is the author of the business book: ‘Womenomics – Gender Diversity & the Rise of Female Driven Growth Potential’ and is the Founder and Chair of Sisterhood Foundation, which brings ‘courage, care, choices and change’ to less fortunate girls and women in India.
Learn more about Tine Arentsen WillumsenIn this Episode...
What practical piece of advice would you give to the HR function of a company that is trying to bring about change? You've got to walk the talk. And that means again, if you do not have the full buy in from the top, from the CEO, from the board, from the top leadership, then it's going to be really difficult to change because people do typically in organisations look upwards.
How do we get more women in leading positions? If we're looking in our workplaces, it's, it's extremely important to make sure that the talents that are coming in are being, of course, seen and heard equally, and especially are being developed. So it's also a great retention strategy to go. And, of course, be fully aware of what talents you have, which ones are the high performers and make sure that not so long ago, when you looked at the very top of companies, and still today in many countries, the gender split is really not good.