Women in the Workplace: Building the Next Generation of Leaders
By: Chynna Presley, Women’s Fund Economic Security Specialist
When women thrive at work, everyone benefits. Research shows that companies with at least 30% women in leadership are 12 times more likely to rank in the top 20% of financial performance. Firms with women in leadership generate a 10.1% return on equity compared to 7.4% for those without. Advancing women is not just the right thing to do; it is smart and innovative business.
That’s why the Women’s Fund conducts the Compass Survey each fall, culminating in our Women in the Workplace Scorecard. This year, with 75 employers participating, we gained our clearest picture yet of how Allen County workplaces are performing in women in leadership, equitable pay, supportive benefits, and fair promotion practices.
There is much to celebrate. The median percentage of women in leadership roles (VP or higher) is 50%, far above the national average of 39%. Locally, women represent 60% of the top 10% of earners, compared to just 30% nationally. And average entry-level wages among participating employers have risen steadily over the past two years, from $16.14 in 2022 to $18.77 in 2024.
But the data also reveals challenges. Women of color hold only 6% of top leadership roles, despite representing 22% of Allen County’s female population. Entry-level wages still fall short of the MIT Living Wage Calculator standard of $21.23 per hour for self-sufficiency. And while many employers offer benefits such as health care, paid leave, and retirement plans, fewer provide supports like child-care stipends or automatic retirement enrollment, both of which are proven to increase equity and retention.
These findings point to both progress and persistence. Many local employers are moving in the right direction, but gaps remain, especially for women of color and working-class women striving for economic security.
One recurring theme we heard directly from employers, especially in male-dominated industries, is the difficulty of recruiting and retaining young women for internships. They also identified the need for stronger professional development and “soft skills” training for emerging talent.
In response, the Women’s Fund launched the Women’s Fund Internship Program in the summer of 2024. With six pilot employers—Michelin, Fort Wayne Metals, Strahm Construction, Design Collaborative, Haller Colvin, and Burt Blee—nine students took part in our inaugural cohort.
By day, interns gained hands-on industry experience. On Monday evenings, they gathered for leadership development sessions on topics such as Understanding Credit, Workplace Rights, Building Your Personal Brand, Civic Engagement, and Business Etiquette. Each intern was paired with a mentor from the Women’s Fund, offering encouragement, professional coaching, and meaningful community connections.
The lessons were clear:
Mentorship matters. Interns consistently named their mentor relationships as the most valuable part of the program.
You don’t know what you don’t know. Many participants were exposed to professional skills and knowledge they had never encountered before, underscoring the need for intentional development.
Growth comes with discomfort. One male intern reflected that being the “only” in the room gave him a deeper understanding of the barriers women face, and how his actions could either support or hinder them.
The Women’s Fund Internship Program became more than a summer job; it was a bridge between generations, industries, and lived experiences. Together with the Compass Survey, it demonstrates how data and action go hand in hand—revealing where our community stands and piloting solutions that prepare the next generation of leaders while shaping workplaces where women can thrive.
Employers interested in participating in the 2026 Internship Program should contact Chynna Presley at cpresley@cfgfw.org.
Learn more about our Women in the Workplace Initiative: www.womensfundfw.org/workplace
Click here to participate in the survey.