Women’s Equality Day: How Cultivating a Talent-centric Culture is Good for Business

As Women’s Equality Day approached this year, our team at Spectrum has been discussing the impact of women on this amazing organization. I am privileged to work with a dynamic group of women and, as I reflect on my career and the great opportunities I’ve had to contribute to the places I’ve worked, I feel lucky to have always worked in organizations that valued strong, visionary female leaders and supported their voices.

When the communications industry itself is dominated by women (75%), but only 1 in 5 hold some sort of leadership position, this sort of reflection shouldn’t be a once-a-year thing. We need to do more to make sure we are recognizing talent at all levels independent of gender, and giving all employees the same opportunities to grow, challenge themselves and step into leadership roles—because, across the board, the organizations I’ve worked for have benefited greatly from encouraging diverse perspectives on their leadership teams. And I believe that the success of these companies was strongly influenced because women’s points of view helped to shape the cultures of these organizations.

A great example is the talent-centered model embraced at Spectrum. The organization understands that different people need different types of flexibility and accommodations to contribute their best work, and has built a structure of flexibility, accountability and responsibility that allows for this. Some examples:

  • A flexible time off (FTO) policy ensures employees don’t need to make trade-offs between vacation time, sick leave, or childcare.
  • Investments in technology enable us to not only embrace talent regardless of geography, but for them to participate in growing the business equally to their in-office counterparts. Of the 14% of our staff working remotely, many lead teams and/or serve in leadership roles, including at the highest level.
  • A strong in-office culture as a cornerstone to who we are and how we deliver superior results for our clients, including support for continuous learning that transcends physical locations, as well as opportunities to foster connectivity within and across locations (e.g. connecting remote employees to a “home base” for summer outings, annual all-agency holiday party).

With 65% of Spectrum’s leadership team women, it’s evident that the organization is nurturing talented women and elevating their voices. I give a great deal of credit to our CEO Jonathan Wilson for continually reinventing the wheel to create a workplace that works for our employees. Jonathan is a strong proponent of the idea that talent is our most valuable resource and that a one-size-fits-all approach doesn’t work for most people who are trying to juggle complex home lives and fulfilling careers – regardless of the employee’s gender.

I am proud to be a part of continuing to shape the forward-thinking culture at Spectrum and am grateful to the men and women I’ve worked with over the years who see talent as potential—and nurture it—independent of gender.

This article was originally published on LinkedIn by Andrea Sessler, Chief Human Resources Officer. Andrea is passionate about helping growing companies’s build an environment that focuses on the people and relationships above all else. Interested in health and science communications? Learn about our career opportunities!

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