A Letter from Our MDA Chair and Founder
Every business is part of an ecosystem. At MDA we exist in and contribute to the context of our world and our communities. This holds special meaning as all of us consider our response to systemic racism, diversity, equity, and inclusion.
Our stake in the ground about DEI starts at our core—leadership matters. I have always believed that the more power we share, the larger our collective power becomes.
Yet there is much work to do. The latest Women in the Workplace study shares important data and insights. The “broken rung” remains broken. For the eighth consecutive year, a “broken rung” at the first step up to manager is holding women back. For every 100 men who are promoted from entry level to manager, only 82 women of color are promoted. Also Latinas and Black women are less likely than women of other races and ethnicities to say their manager shows interest in their career development. As a result, men significantly outnumber women at the manager level, and women can never catch up. There are simply too few women to promote into senior leadership positions.
In addition, more women leaders are leaving their companies. Now companies have a new pipeline problem. Women leaders are leaving their companies at the highest rate in years, and the gap between women and men leaders leaving is the largest we’ve ever seen. To put the scale of the problem in perspective: for every woman at the director level who gets promoted to the next level, two women directors are choosing to leave their company.
We are committed to addressing these challenges at MDA Leadership. For instance, our assessment-informed succession planning can significantly aid efforts to identify and develop diverse, high-potential employees, particularly early in their careers, and help your organization achieve greater bench diversity long-term. Specifically, assessment can more accurately reveal “hidden gems” in your organization, particularly among diverse talent. With mentoring and support, these individuals can become your bench for senior-level leadership roles in the future.
Hopefully you will see evidence of our commitments in the way we work with you and your team members going forward. In addition, we hope you’ll read the first article in our diversity series to learn more about our work. We welcome your feedback.
Chair & Founder
Our Commitment to Diversity, Equity, and Inclusion
Leadership matters. No other factor has a greater impact on an organization than its leadership. MDA Leadership promotes the importance of leading with humanity and with an informed perspective on diversity, equity, and inclusion. The leaders of today and tomorrow are called to do better in breaking down systemic bias and ridding their organizations of discriminatory practices. The leaders for tomorrow will be continually learning and creating expansive environments for belonging.
We believe that only such leaders and their organizations will be capable of sustainable and true excellence. We are committed to taking the personal and collective journeys that challenge our assumptions, our minds, and our hearts to build our leadership character, to continuously educate ourselves on DEI, and to apply that knowledge to our practices and in our work with leaders.
NOTE: Diversity exists whenever there are differences between people, including race, ethnicity, gender, sexual orientation, socioeconomic status, age, tenure, geographical location, physical ability, education, religion, and thought.
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