ADVANCING WOMEN

Investing in women drives commercial success, higher levels of innovation and retains your best female trailblazers.

The business case for diversity in executive and leadership teams remains strong.

McKinsey & Company found that gender-diverse companies have a 25% higher likelihood to financially outperform non gender-diverse companies in the same industry. 

Equality = Retention + Career Growth

According to research by Accenture, when organisations strive for a gender equal workplace, the proportion of women planning to stay with their current employer over the next 12 months would rise by 5 percent, from 85 percent to 89 percent. 

The retention rate for men would rise by 1 percent.

That's not all! When workplace culture enables gender equality the proportion of women who have a strong ambition to reach a leadership position in their company would climb by 21 percent, from 24 percent to 29 percent, while men’s leadership aspirations would remain the same.

Two solutions that help organisations advance women

EMPOWER YOUR FUTURE

Aimed at women who would like to focus on their career progression, without the risk of overwhelm and jeopardising their work/life integration. It is run with internal or cross-company cohorts using a blend of e-learning, live webinars and virtual group coaching, to share challenges, normalise fears, inspire each other, increase spheres of influence and networks and grow their career as business leaders.

LEADERSHIP COACHING

One-on-one coaching aimed at advancing women who want to focus on their career progression without becoming overwhelmed or jeopardising their wellbeing. This can be a standalone coaching programme or made part of the Empower Your Future training programme.

We tailor our training and coaching programmes to company needs and to help advance women in their organisation. As a result, the women who experience our programmes feel empowered to:

• Dare to dream and overcome limiting beliefs, to explore and apply for leadership roles with confidence and conviction.
• Create and activate a career development plan, focused on increasing visibility and their sphere of influence at work, and marketing themselves so that they are seen and heard for the right things.
• Hold courageous conversations and negotiate for what they need, both at home and at work, to help them advance in their career.
• Be a role model and inspire other women in the company.
• Build a network of women in business to serve as mentors and role models.
• Become a competitive advantage for your company and contribute to the company’s leadership diversity.

Here's what our clients are saying:

"Several proposals in the Diversity and Inclusion month agenda appealed to me. In practice, I could attend two related sessions from Thriving Talent. One focused on the imposter syndrome and the "saboteurs", these inner negative mechanisms that hold us back in our life. The second focused on mental fitness, ways to stop negative emotions and to seek for opportunities in any circumstance. Our trainers provided very useful insights, and it was great to discuss such content with colleagues in smaller group. Many thanks to the team that prepared this attractive D&I month, creating lots of possibilities for us to learn and improve" Head Product Administration

"The various events in the past month have once again impressively shown me the wide range and variety of "diversity and inclusion". Not only the advancement of women was a topic, but also generation management, neurodiversity and dealing with disabilities were put in the spotlight. The multiculturalism and how to deal with it could possibly be further topics in the future. The short trainings with the coaches from Thriving Talent gave us participants the opportunity to briefly switch from working to (self-)reflection mode. For me, the various events were definitely also a good opportunity to exchange ideas and make new and strengthen existing contacts within the company." Senior Network Manager

"I particularly enjoyed the session on how to overcome the Imposter Syndrome. Imposter is translated as 'swindler' or 'impostor', which doesn't really describe this syndrome very well. It is more about one's own inner saboteurs. The test beforehand helped me to identify my own (inner) saboteurs and the session provided very good tips on how to counteract them. I was already able to use and actively apply certain methods." Senior IT Security Officer

"What I found very enlightening is that work and career is only one of eight areas to focus on. So there are many other things that are important! " Senior Product Manager