breaking glass overview
have well articulated diversity policies and clearly stated goals.
Yet the progression of women and people of color into positions
of senior leadership remains slow. Why? Why does achievement of
diversity goals lag behind the realization of other corporate goals?
The research on barriers is clear. Most women who have made it "to
the top" identify persistent negative stereotypes about women
and people of color as the number one barrier. These stereotypes
operate at the sub-conscious level. Therefore, there are often disconnects
between the intent of senior management to support the advancement
of women and the impact of their behavior. Raising awareness about
the extra challenges women face is necessary for progress to be
made. Cambridge Hill Partners (CHP) helps clients accelerate the
progression of women and managers of color into leadership positions.
We do this through a variety of services and programs:
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