orc talent trends: women in leadership
TRANSCRIPT
IN LEADERSHIPUncovering the best ways to promote balance in the workforce in 2017
Women
#employeeboost
Why arewe talkingabout this?
say diversity and inclusion is important to their business
are looking to work on the gender balance on their board now or in the future(40% working on it now, 35% intend to in the next year or two) 76%
75%
… and because it’s part of who we are
The Engine Group tends to be fairly balanced in junior and mid-level roles, but skews towards men in senior and partnership levels.
In 2016 The Engine Group launched the “Better with Balance 2020” programme.
Created a five-part strategy that addresses various challenges associated with reaching gender parity.
NIKE AND WOMEN
Nike didn’t launch a line of women’s wear until 2001... Same year a female executive /Mindy Grossman/ joined the board…
This increase in balance contributed to greater diversity of thought and representation of a ‘new’ customer base
GENDER BALANCE IS NOT JUST THE RIGHT THING TO DO…
IT’S BETTER FOR BUSINESS AND THE ECONOMY
Organisations with more women on the board outperform the competition by
+26%Balanced teams have more sustainable results
to the global GDP by 2020
Women may add as much as
$12 trillion
But how do you build a more balanced board?
5 questions every company must ask
Do we have a glass ceiling?1.
“ We don’t have a glass ceiling, look at our
HRD, she’s a woman. ”
Well…
CHANCES ARE YOU DO…
Only 5.5% of the top leadership positions of companies in the FTSE 100 are held by women
Women represent fewer than 4% of the CEOs in the Fortune 500
In order to change, you must take an open and honest look at your own company culture…
Assessing your current state requires lots of data...
SO HOW DO YOU MEASURE & MANAGE IT?
Look at the proportion of males v females at every level within the organisation
Review your practices and policies Map current
leadership development processes
Are we transparent?2.
“The reality is that if we do nothing, it will take 75 years, or for me to be nearly a
hundred, before women can expect to be paid the same as men for the same work."
/ Emma Watson /
Inequality cannot last in an organisation that is fully transparent…
HOW TO BE MORE TRANSPARENT?
Commit to equal pay by publishing data on the current gender pay gap
Advertise promotions and ensure that there is an equal ratio of male to female candidates
Communicate freely and share stats on ratio of men and women at different levels
What keeps women from progressing?3.
“We don’t get enough good applicants”
THREE BARRIERS TO PROGRESSION
These barriers require coaching, mentoring and training initiatives to help raise awareness and offer solutions for both men and women struggling to overcome them.
Unconscious Biases
Gendered Stereotypes
FamilyNorms
How do we support future women leaders?4.
“We’re a male dominated industry”
Look for opportunities to ensure that women’s voices are heard at all levels…
FOSTERING A SUPPORTIVE NETWORK
Promoteauthenticand open communication
Turn fear into confidence by creating positive role models
Create sponsors and mentors
Offer stretch assignments
Promote on merit andpositive action
How are we involving everyone in the process?5.
/Aristotle/
“The whole is greater than the sum of its parts”
Men and women should be involved at every phase of the process to ensure true balance…
LOOK FOR WAYS TO WORK TOGETHER
Secure buy-in from stakeholders and managers at all levels throughout the organisation
Provide equal opportunities for everyone withinthe organisationto succeed
Seek to amplify the importance of female talent so that they can stand alongside their male counterparts
youWhat can
do next?
1.Try to diagnose the current state of gender equality in your business
2.Identify what “great” looks like
(identify and develop those high-performing women who aspire to lead)
3.Develop a roadmap to help you reach your goals
4.Support the effective execution of your plan based on the pre-determined roadmap
5.Measure and evaluate your progress over time
ORC TALENT TRENDS
A quarterly report covering research, news and expert opinions from:
Over 50 studies and reports
Dozens of interviews with experts and industry stakeholders
Want to find out more?
Check out our quarterly Talent Trends report…
ORC STRATEGIC RESEARCH SOLUTIONS
GROWTH RESEARCH
Innovation Identification
Innovation Ideation
Commercialization
Adjacency Exploration
Go-to-market Strategy Development
Market Economics & Forecasting
INNOVATIONRESEARCH
Company Research& Analysis
Market/Industry Assessment
Market Disruptions
Best Practices & Benchmarking
COMPETITIVEINTELLIGENCE
Preferred Access
Expert Network
Marketplace Monitoring
Social Media Intelligence
DECISIONSUPPORT
Helping organisations cut through the noise to better understand their markets and improve their businesses for the future…
Thank you.
[email protected] [email protected]
#employeeboost
Have questions?
Want to learn more?
Email us!