we16 - lean in togeher: promoting gender inclusion in the workplace

Lean In TogetherPromoting Gender Inclusion in the

Workplace

Presenters: Lori Kahn and Ashley PietzLockheed Martin Space Systems

WE16 Presentation 10/28/2016

Today’s Outline

• Intro – Who we are and our company’s culture• Summary of 2015 event• Women in the Workplace Study highlights• Break out discussions (1-2 topics as time

permits)

10/28/2016 2WE16 Presentation

Background

• We are Systems Engineers from Lockheed Martin Space Systems in Sunnyvale, CA• Started Lean in Circle as part of Women’s Impact

Network in 2013 and have brought key discussion topics to larger audience each year• Lean In leadership panel kickoff in 2013• Creating a Level Playing Field (Unconscious Bias) in April 2014• Lean In Together in November 2015• Challenging the Status Quo focus in 2016

3WE16 Presentation 10/28/2016

2015 Event Summary• Over 50 attendees from multiple Lockheed

Martin sites• Men and Women participated in person and on the

phone• Diverse group representing new hire to VP level

• Discussions were spirited and thought provoking• Event was heralded in multiple company

newsletters and blog posts

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Agenda for 2015 Event• Introduction by VP and WIN Executive

sponsor• Review of Women in the Workplace study• Focused Discussions:• Success and Likeability Penalty/Bias – Ashley Pietz• Meeting Inclusiveness – Wendy Fang• New Parent Expectations – Lori Kahn

• Wrap-up• Looking forward• Plug for Lean In Circle


Women in the Workplace Study

• Part of long term partnership between Leanin.org and McKinsey and Co. to promote gender equality• 2015 study based on participation from 118

US/Canada companies and 30,000 employees using aggregate 2014 data• 2012 study data from 60 companies• 2016 study data from 132 companies & 34,000

employees

• Results indicate that corporate America is not on a path toward gender equality


Modest increase of Women by Level

2016 46% 37% 33% 29% 24% 19%


Attrition isn’t the Issue


Women face obstacles on the path to senior leadership

2016 update: At C-suite, Men increased to 68% line vs. staff roles and Women increased to 48%.

Of all SVP level line roles: 80% Men vs. 20% Women.910/28/201

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New for 2016: Women judged more critically for negotiating


Leadership Ambition Gap Persists

In addition, mothers are 15 percent more interested in being a top executive than women

without children.

Stress / pressur

eWork / Life

balanceType of Work

Confidence in Success

Staff Support


2016 update: CEO priority now up to 78%, but still less than half of the employees believe it

Is Gender Diversity a Priority?

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Focused Discussions


Eight Tips* for Gender Inclusion in the Workplace• Challenge the “Likeability Penalty”• Evaluate Performance Fairly• Give Women Credit• Get the Most out of Meetings• Share Office Housework• Make Work Work for Parents• Make Negotiating a Norm• Support Mentorship and Sponsorship

*Source: http://leanin.org/tips/managers


Success and Likeability Penalty/Bias

• Howard vs. Heidi study• What comes to your mind when a women

asserts herself vs a man?• Aggressive• Ambitious• Confident

• Solution thoughts15WE16 Presentation 10/28/201

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Meeting Inclusiveness

• Who talks more and has more influence?• Does everyone have equal opportunity to share their

ideas/opinions?• Who interrupts more?• Who sits where?

• Solution thoughts


New Parent Expectations

• Would you ask a new parent (male or female) to travel?• Do new parents get passed up for more

challenging assignments?• How do we make work work for parents?

• Solution thoughts


Looking Forward• We all benefit from gender equality in the

workplace. • Companies that leverage the full talents of the

population have a competitive advantage. • Employees on diverse and inclusive teams put in

more effort, stay longer, and demonstrate more commitment.20 • Women and men of all ages benefit from the

flexibility to be their best selves at work and at home.What personal barriers do you see

to implementing the solutions discussed today? 18WE16 Presentation 10/28/201

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References

• Madeline E. Heilman and Tyler G. Okimoto, “Why Are Women Penalized for Success at Male Tasks? The Implied Communality Deficit,” Journal of Applied Psychology 92, no. 1 (2007): 81–92; and Madeline E. Heilman et al., “Penalties for Success: Reactions to Women Who Succeed at Male Gender-Typed Tasks,” Journal of Applied Psychology 89, no. 3 (2004): 416–27.

• Shelley J. Correll, Stephen Bernard, and In Paik, “Getting a Job: Is There a Motherhood Penalty?,” American Journal of Sociology 112, no. 5 (2007): 1297–339.

• Scott Coltrane et al., “Fathers and Flexibility Stigma,” Journal of Social Issues 69, no. 2 (2013): 279–302; Laurie A. Rudman and Kris Mescher, “Penalizing Men Who Request a Family Leave: Is Flexibility Stigma a Femininity Stigma?,” Journal of Social Issues 69, no. 2 (2013): 322–40; Jennifer L. Berdahl and Sue H. Moon, “Workplace Mistreatment of Middle-Class Workers Based on Sex, Parenthood, and Caregiving,” Journal of Social Issues 69, no. 2 (2013): 341–66; and Adam B. Butler and Amie Skattebo, “What Is Acceptable for Women May Not Be for Men: The Effect of Family Conflicts with Work on Job-Performance Ratings,” Journal of Occupational and Organizational Psychology 77, no. 4 (2004): 553–64.

• Corporate Executive Board, Creating Competitive Advantage Through Workforce Diversity (2013), http://www.diversityresources.stlrbc.org/wp-content/uploads/2013/10/HRLC-Creating_Competitive_Advantage_Through_Workforce_Diversity.pdf


we16 - lean in togeher: promoting gender inclusion in the workplace

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