Resume.io recently did an analysis of more than 3000 LinkedIn profiles, with a focus on those in leadership roles. Their analysis identified patterns in names most associated with senior-level positions, specifically those with titles like CEO, COO, CTO, CFO, President, Vice President, Director, and Manager.
The findings are interesting, a bit shocking, and perhaps a little humbling.
Males Lead the Pack
The most common names were almost entirely male—with John (63), Michael (56), and David (45), leading the pack. Only one female name—Jennifer (28)—made the list.
That male dominance, the researchers suggest, is “a reminder of the systemic barriers that women face in attaining senior leadership positions in the corporate world.”
Interestingly, the names claiming top status at leadership levels also belong to previous generations based on the more common male, and female, names seen among members of Gen Z, for instance.
Younger Generations Not Yet Prevalent in the C-Suite
The top ten names among millennials (born from 1981 to 1996) are: Michael, Christopher, Matthew, Joshua, and Daniel for boys—and Jessica, Sarah, Amanda, Ashley, and Jennifer for girls. So, while Michael and Jennifer make a showing, the others do not.
There’s also a notable lack of apparent cultural diversity represented in the name presented in Resume.io’s analysis.
Implications for Organizations
While it’s important not to oversimplify, or jump to conclusions, the leadership names unearthed by Resume.io do seem to point to a seeming lack of diversity—sex, age, and ethnicity—among leaders in America. That may not come as a surprise, as concerns about the dominance of white males in leadership roles is long-standing.
However, in an environment where diversity, equity, and inclusion seem to be taking a hit in some circles, it’s important to continue to ensure that hiring and promotion decisions are made based on competencies and a level playing field.
A quick look at the names of the leaders in your organization may suggest the need for a look at your own practices.
Amanda Augustine, career expert for resume.io and a Certified Professional Career Coach (CPCC), said in a news release: “Certain names appear more frequently in positions of power, reflecting deeper societal and workplace biases. While skills and experience should define success, unconscious bias can influence both hiring and promotion decisions, favoring those with classic American, masculine names.”
The gender disparity in these leadership roles, Augustine suggests, “highlights the ongoing conversation around diversity and inclusion in corporate leadership. Encouraging a wider range of perspectives at the executive level can help create a more balanced and representative workforce.”
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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