empowering women in swiss business - cips speaker... · 2016-10-12 · women and business...

Empowering women

in Swiss business

Founded in 2013

FOUNDED BY FOUNDING

MEMBERS HONORARY

MEMBER

1

2

Our mission

Increase the share of women in management positions

and enable the Swiss economy to benefit from the

increased innovation, profitability and profit that result from diverse management teams.

FOUNDED BY

MEMBER COMPANIES

BANK FOR INTERNATIONAL

SETTLEMENTS

Last update: 25.9.2016

4

The first 3 years in numbers – A success story!

MEMBER COMPANIES

1’500

>10’000

200’000

60 56

PARTICIPANTS IN

THE INITIATIVES

FEMALE MANAGERS WITHIN

THE ADVANCE NETWORK

HOURS OF TRAINING

NUMBER OF EVENTS

5

Gender diversity is a competitive advantage

WOMEN AND FINANCIAL PERFORMANCE

Shared price performance (market cap >USD 10 bn)

ROE: 0 vs. 1 or more women on the board

05 06 07 08 09 10 11 12 13 14 YEAR

60

80

100

120

140

160

180 No women on the board 1 or more women on the board

0 women on the board 1 or more women on the board

YEAR 05 06 07 08 09 10 11 12 13 14

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

20%

12%

16%

WOMEN AND BUSINESS OPPORTUNITIES

If all countries march the

Historical progress towards

Gender parity achieved by

Their best-in-region country

$12 TRILLION

Could be

added to

global GDP

in 2025

54.% 80%

Of buying decisions are

made by women worldwide of university graduates

in 2011 were female

6

Female senior managers in Switzerland:

half the level of global and european average

Source: CS Gender 3000, September 2016

7

Women occupay «low power functions»

Source: CS Gender 3000, September 2016

How to achieve more gender diversity

Support talented women Support companies to create an

inclusive culture

Make best practice travel faster

Generate insights and

spread in media

Competence Centre for Diversity & Inclusion - CCDI

Advance - Future of Work Conference

Prof. Dr. Gudrun Sander

Rüschlikon, March 4, 2016

© Competence Centre for Diversity & Inclusion - CCDI

1,200 managers surveyed in Advance member

companies on the impact of part-time work

n = 1166

Middle/higher management

German-speaking CH

70%

male 57

30%

female

80

81

35

65

P&L responsibility

Female

Male

Percent of respondents

10


Factors with significant impact on career

advancement

Age

Education

P&L responsibility

Visibility through special projects

Flexible working arrangements

Employment percentage

11


However, women have less access to “career”

boosters

49%

Women

63%

Men

65%

76%

Men Women

Percentage of managers responding

n=1’166

Position with P&L responding

“I am assigned to projects that

boost my career”1

12

1 Strongly agree/agree


Significant negative effect of part-time work hits,

despite mostly moderate pensum reductions

≤50%

12

80%

22 90%

41

18

7

60%

70%

Women

70

Men

30

Advance managers responding

14

86

100

Part-time

Full-time

(n = 1,166)

Percent

Gender distribution of

part-time employees

n = 163

Part-time pensum

Childcare is most common reason for reduction

13

Men

Women


Prevalent working culture is demanding for both

men and women

90%92%

Women Men

Percentage of managers responding

n=1’166

Significant overtime vs. contract

Combining career and family is

challenging for both genders

14

Combining career and family

is easier for women

Men think:

Combining career and family

is easier for men

Women think:


Corporate culture is key to success –

recommendations

• Actively reflect on working

culture and performance

model for success

• Engage men at scale to

sponsor women (mentoring

is not enough) and to change

the corporate culture

• Evolve the working culture to

more result-orientation and

flexibility, and move beyond

the part-time trap

More female

leaders is not a

question of

diversity

programs, it

requires a

profound move of

corporate

cultures and

boundaries

15


advance-women.ch

empowering women in swiss business - cips speaker... · 2016-10-12 · women and business...

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