Women's Business Groups: Engine of Professional and Organizational Growth

By Sofía Pérez Gasque Muslera

In today's business world, women's groups within organizations have not only gained relevance, but have proven to be a key factor in the professional growth of their members and in improving company performance. According to studies by Harvard Business Review and Gallup, companies that promote these spaces achieve a significant increase in commitment, productivity and retention of female talent.

Women's groups in companies, also known as Employee Resource Groups (ERGs) or women's leadership networks, provide a space for mentoring, professional development and support. Harvard Business Review has found that companies with structured support programs for women are 22% more likely to retain their female talent compared to those that do not.

Gallup reports that teams with greater gender diversity are 21% more profitable and experience greater innovation. In addition, women's active participation in leadership networks within companies has contributed to improved job satisfaction and access to promotion opportunities.

Key benefits of women's groups in companies

• Increased professional development: Participants in these groups have more opportunities to access training, mentoring and strategic connections within the company.
• Better talent retention: A Gallup study revealed that women who feel supported in the workplace are twice as likely to stay with the company in the long term.
• Growth in female leadership: Companies that implement mentoring programs among women have reported a 20% increase in the promotion of women to leadership positions.
• Better work environment: Women's groups strengthen the organizational culture, generating more inclusive and collaborative spaces.

For a women's group within a company to be successful and make a positive impact, a structured organization is key. Here are some essential steps:

1. Define purpose and objectives: The group should have a clear mission, whether it is to promote women's leadership, improve pay equity, encourage mentoring or develop a support network.
   
   
2. Get support from the company: Having the backing of senior management is critical to secure resources and recognition. Another Harvard Business Review study indicates that ERGs with executive support make greater gains in gender equity.
   
   

Create strong internal leadership: An organizing committee with defined roles (coordination, events, communication) will help maintain group effectiveness.

Subscribe to read the full column...