CONFIDENTIAL AND PROPRIETARY

Berlingske 30. Marts 2016

Katrine Mitens

1

2

What’s your take on women and careers?

It’s a “round peg in a square hole”. We keep trying to fit

women into the current structure – but why not change

the structure itself, or the culture that created it?

So a “female disruption”?

It’s closer than you think. What would happen if we kept

going as we do now? Probably the same as with others

who failed to innovate. Maybe we will see a

“Blockbuster/Netflix” of women and men ;)

How do we bring about a modern culture?

We probably need less radical solutions, let us make it

attractive to work – for both men and women

3

While female leadership inequality is high, top management positions are nearly non-existent with 10% in Europe

SOURCE: McKinsey & Company – Women Matter 2014, McKinsey Global Institute analysis, Catalyst.org

Percent

10

8

8

1

17

6

5

1

1 Includes KSA, UAE, Qatar, Kuwait, Bahrain, and Oman

2 Includes Argentina, Brazil, Chile, Colombia, Mexico, and Peru

3 Includes Australia, China, Hong Kong, India, Indonesia, Japan, Malaysia, Singapore, South Korea, and Taiwan

4 Includes Belgium, Czech Republic, France, Germany, Italy, the Netherlands, Norway, Sweden and the United Kingdom

Note: Data for GCC is for 2014 and 2011 for all other countries

Note: The executive committee is composed of the CEO and the C suite. The board means the board of directors of a company

Female representation

on executive committees

Female representation

on boards

48

38

57

12

Latin America2

GCC1

Europe4

Asia3

Female leadership

positions

4

We have tried adjusting the traditional path but the pieces still do not fit

Linear career

Functional silos

Generation

baby boomers

Male

executives

Career after

maternity leave

Female

leadership

opportunities

Gender

parity

Face-to -face

interactions

“Fail fast fail

cheap”-culture

5

Instead we need an entirely new playing field

Money (and survival)

is in disruption

If we do not, someone

else will

We dare to do it

Hire people with passion,

not necessarily tenure

Cross-located and multi-

functional

Separate location free

from legacy culture, but

keep connected

Truly agile – not cosmetic

From groups to self-

appointed squads

From “we have always…”

to “let's try it” attitude

Attracts new profiles that

we do not have today

New ways of working and

collaborating (e.g., no emails)

New and attractive way to lead

(autonomy, not management)

Fundamental assumptions New structure

New culture New ways of working

6

We do that to keep a good business – many are out to eat us

7

First we build a

skateboard –

and we stick to

the happy path

There are no rules – We are trying to accomplish something!

Close to the customer

• Fail fast

• Fail cheap

The

only

limit

is

us All in on agile

• Tribes

• Chapters

• Squads

• Autonomous

team to the

core

Testing new tools

• If used, keep

• If not, toss

• Can-do attitude

• Passion

• Crazy scales

• 1 mission

• 1 common board

• Full visibility

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Moon walk? Stardust? Questions?