It’s Never Too Late to Follow Your Work Dreams

Norma Norris
President and Owner, Chesapeake Healthcare Planning, LLC

While many people start to consider winding down their career in their older age, some are just beginning.

After over 20 years in Medical Sales Management, I knew it was time to take my skills and dreams to the next level. Though I was at a point in my life where I could have decided to relax, I decided to start a new business, Chesapeake Healthcare Planning, LLC, along with my husband and business partner.

One of the most important aspects of running the business is the ability to mentor and share my experiences with women who are considering making the same changes in their lives. Though some may think it is too late to change their careers and start something new, I’ll tell them, “It is never too late — you can always find ways to reinvent yourself and help others along the way."

I’m also an active Board Member of the organization Women in Healthcare. Besides chairing the mentorship committee, I’ms also the co-chair of membership. WIH is an organization that offers women a chance to interact and attend great programs while simultaneously giving back to the community. 

Human capital is more important than ever in today’s information- and innovation-driven economy, so the best minds are required — male and female. For the healthcare industry in particular, inclusion of women may be a matter of economic and strategic necessity, as well as social justice. Statistics show that women account for 80 percent of healthcare decisions for their households. Therefore, ensuring that women have the opportunity to achieve their full potential should be at the heart of an organization’s approach to competitive strategy and economic growth.  

The three levels and criteria

Gender parity should be pursued at three critical structural levels: hiring, career progression and board, and C-suite representation. All three are essential and can be self-reinforcing. For example, having more female representation on boards and in leadership positions can help narrow the pay gap, as female executives are part of the decision-making process for setting salaries and strengthening efforts to both attract and hire women at the more junior levels. Furthermore, a 2011 research report in Catalyst, Inc. shows that companies with three or more women on the board outperform companies with all-male boards by 60 percent on return on investment, 60 percent on return on equity and 84 percent on return on sales.

To attract the best talent, diversity and inclusion should be woven into the organization’s fabric. In other words, companies should lay out the best carpet by facilitating career opportunities and business connections that enable their female talent to ignite their full potential. The three criteria indicative of a supportive and gender-respectful organization are mentorship opportunities, leadership programs and flexibility. How does your organization stack up?

Diversity benefits all

Experts contend that diversity is beneficial because it enriches the organization’s understanding of the marketplace, improves the quality of products and services and helps meet customer needs. One report shows that for every 1 percent rise in the rate of gender diversity and ethnic diversity in a workforce, there is a 3 percent and 9 percent increase in sales revenue, respectively. Gender diversity can also enhance creativity and innovation, leading to better problem-solving as a wider variety of options are generated and considered.

Organizations pursuing gender parity and diversity will reap the benefits of increased revenue, decreased costs and maximized profits, as well as more effective employee recruitment, improved employee retention and an enhanced corporate image. Are you in?