what’s next in women’s leadership
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What’s Next in Women’s
Leadership?
Dr. Mary Gresham
Society of Consulting Psychology
February 8, 2013
“Fifty per cent of the talent in the country, we’ve pushed off in
the corner for almost 200 years,” he said. “Now that we’re . . .
starting to use 100 per cent of our talent, it makes me very
optimistic.”
Record number of women
elected to House and Senate
Where are the women?
Where we are today in the U. S.
Is there a payoff for diversity on the
Board?
McElhaney and Mobasseri
Haas School of Business research
Correlation of 3 or more women on
board and measures of ESG on the
MSCI index
Problems: small sample size;
correlations from .15-.47
Other findings
Less likelihood of financial
restatements
Enhanced company reputation
Better board attendance
Better notes taken at board meetings
More likely to have a photo of the
board in annual report
More likely to have females in top
leadership of company
Why so few in the C Suite?
Successful Bank CEO advice
Second Generation Bias
Largely unconscious
Brain categorization processes
Systems self-perpetuating
Gender Diversity Ecosystem
McKinsey: Making the Breakthrough
N=235 European companies
What matters: 4 areas
1. Visible commitment at the top
2. Analysis and Tracking
3. Company Culture
4. Customization based on data
MUST BE RATED AS WELL DONE!!!!
Ratings by Level
What are criteria for well done?
CEO: Makes business case for it, open
and visible sponsorship
DATA: Gender data on pay, attrition,
promotion rates, % at each level
CULTURE: address 24/7 ideal,
feedback processes, discomfort with
mentoring, training, coaching
CUSTOMIZED: Data based
Examples of Customized Actions
Entry: Reach out to college women
and offer internships, opportunities
Middle: Flex work for both genders;
fast track women before children;
Coaching, encouragement, skills
training
Senior: Arrange success for high
performing women, visibility, credit
Individual Level Changes
To succeed in leadership role:
Intensive information gathering
Mobilize Backing
Negotiate for Resources
Getting Buy In, Overcoming Resistance
Make Visible Difference
Kolb, Williams, Frohlinger (2010)
Coaching for Women
Business School Programs
with Women’s Leadership Intensives
Harvard, Stanford, Northwestern,
Simmons, Barnard, Smith, University
of Virginia, University of Southern
California, Wake Forest, UCLA, UC
Berkeley, Rutgers, Wash U, Michigan,
Georgetown, UNC, Dartmouth, etc.
Change is Coming
Women’s magazines
Groups Pushing for Gender Diversity
150 Diverse Candidates Directory
Wall of Shame
No Women on the Board
Blackstone Group Live Nation
Burger King Pilgrims Pride
Cheesecake Factory Quiksilver
Chesapeake Energy Service Corp Int
Del Monte Urban Outfitters
Expedia Warner Music
First Data
Level 3 10% of Fortune 500
Wall of Shame (cont.)
No Women Executive Officers
AIG Delta
Apple Exxon
Bank of America General Mills
Bed Bath Beyond Kellogg
Capitol One Oshkosh
Citigroup Sherwin Williams
Costco
Whirlpool 27% of Fortune 500
Shareholder Activism
Quotas
Legally mandated quotas for public
companies
Norway
Belgium
Iceland
Italy
France
Spain
Mandated Quotas for Gov’t owned
companies
Switzerland
Israel
South Africa
Workplace Gender Equality Act 2012
Australia: Collection of gender equity
data for each company with 100 or
more employees.
Report signed by CEO and made
public
Focus on outcomes not initiatives
Comparisons of how well a company
does against a benchmark
What’s next in the US?
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