Bennett’s job involves guiding the organization through continual growth and change. She was thrilled to be asked to co-chair an executive forum celebrating Cox’s top 350 leaders in 2020. Understanding that getting more women on such lists means creating a more equitable path toward senior positions, she says, noting, “We can’t rely on the ‘friends and family program’ of moving along those we may have worked closely with versus those whose work we have heard heralded but have not had direct exposure.”
What advice would you give your 13-year-old self?
To trust your gut. You know when you’re ready (for whatever), so don’t let people make you second-guess yourself!
What specifically does your company do to support and elevate the women who work there?
Investment in leadership development (including industry programs); assigning executives to mentor high potential leaders; requiring people leaders to mentor someone different than themselves each year; work-life programs that support females through work flexibility and parental leave.
How can the industry do a better job of recruiting women and ensuring they have a path to senior positions?
It starts with being willing to consider women for the roles! The road to senior roles needs to index equally on demonstrated leadership and business acumen. We can’t rely on the “friends and family program” of moving along those we may have worked closely with versus those whose work we have heard heralded but have not had direct exposure.
