Bridging the Gap: Women Managers and HR's Diverging Views on Leadership Support

Understanding the Divergence in Perspectives on Women Management

Recently, mento Incorporated, a management success platform based in Tokyo, conducted a comprehensive survey involving over 600 respondents, including women managers and HR representatives in companies with more than 100 employees. This study aimed to explore the perceptions of leadership support and the ideal leadership attributes from both groups. The findings reveal notable discrepancies that could potentially hamper women's career progression in corporate environments.

Key Findings from the Survey

The investigation identified four primary gaps in perceptions regarding support for women managers and their aspirations:

1. Gap in Recognition of Support

The survey uncovered a substantial difference in the perception of post-promotion support provided to women managers. While 70.3% of HR respondents reported having support mechanisms in place, only 46% of women managers agreed, resulting in a notable difference of 24.3 percentage points.

2. Gap in Desired Support

Women managers indicated that the most challenging issue they face is personal challenges, with 56% ranking it as their top concern. Conversely, HR representatives prioritized support aimed at member development and management, signaling a misalignment in focus between the two groups.

Additionally, the survey highlighted that 47.7% of women managers feel they require guidance on leadership styles, while HR prioritizes enhancing their support for team member development.