WHY GENDER DIVERSITY MATTERS

THIS PRESENTATION WILL ANSWER 4 QUESTIONS:

How are

Companies Tackling

this Problem?

Why Does Gender

Diversity Matter?

How Does Gender

Diversity Build the

Talent Pipeline?

How Does

Gender Diversity

Affect the Bottom

Line?

Why Does Gender Diversity Matter?

WOMEN ARE A LARGE SEGMENT OF THE WORKFORCE…

47% of the

current

workforce, and

growing- US Bureau of Labor

Women make

up 60% of

college

graduates-Stanford

and yet…

Women get less access

to the people, input,

and opportunities that

accelerate careers.-McKinsey & Company

THE HIGHER YOU LOOK IN COMPANIES, THE FEWER WOMEN

Women’s participation

dwindles to 19% by the

time they reach the C-

Suite level.

Greater gender diversity can produce more

than just equality within companies.

RESEARCHERS FROM CARNEGIE MELLON SET OUT TO ANSWER:

What combination of

people makes up the

top-functioning

teams?

THE ANSWER:

Once women make up more than

50% of a team, the team’s

collective intelligence rises above

average.

THE IMPACT OF GREATER COLLECTIVE INTELLIGENCE

Answer:

THIS IS BECAUSE SOCIAL PERCEPTIVENESS DRIVES INNOVATION

Answer:

How Does Gender Diversity Build the Talent Pipeline?

TODAY’S WORKFORCE IS EXPERIENCING A SHIFT

Baby Boomers retiring

at: 10,000 a day

with 46% in

Supervisor

Roles

Competitive Labor

Markets: 4.7%

Unemployment

Rate

The boomer departure is leaving

huge gaps in positions from

management level to the C-Suite

that organizations must fill.

COMPANIES THAT DON’T ENGAGE WOMEN ARE VULNERABLE TO:

Employee

disengagement

Hindered

recruitingIncreased

attrition

But the talent pipeline isn’t

the only thing improved by

gender diversity…

How Does Gender Diversity Affect the Bottom Line?

1. GENDER PARITY CAN MAKE COMPANIES MORE PROFITABLE

-McKinsey & Company

IN FACT…

-McKinsey & Company

Companies with

the most women on the

Board of Directors have

16% higher

return on sales. -Catalyst

2. GENDER PARITY HAS BECOME A COMPETITIVE DRIVER IN:

Recruiting

Top Talent

Industry

Performance

And top corporations are catching on.

How are Companies Tackling the Problem?

TOP ORGANIZATIONS PRIORITIZE GENDER DIVERSITY

Tata is a global enterprise comprising over 100

independent companies from the likes of Tata

Motors and Tata Steel to Tata Teleservices.

The organization wanted to:

• Increase the number of women in C-Suite

positions, having 1,000 women leaders by 2020

• Double the number of women employees over the

same period

TATA CREATED A HIGH-POTENTIAL MENTORING PROGRAM

The program identified women employees who had

been at the organization for 15 years, and matched

them with CEOs from various Tata subsidiary

companies outside each woman’s industry of

expertise.

As a result, Tata is able to engage women with

leadership executives, so they can grow their

leadership network and gain visibility within the

organization.

WOMEN EMPLOYEES REAP THE BENEFITS

On the leadership journey, hand-holding

by an experienced mentor can be a vital

support to help us grow. Through the

cross-company mentoring program, we

provide an opportunity for our women

professionals to fulfil their potential and

move up the ladder.

-N S Rajan, group chief HR officer of Tata

Sons

Gender diversity is no longer just

about fairness. It’s better business.

So, how can your organization

better enable women to grow in

their careers?

See why mentoring and

women make the

perfect match:http://ow.ly/3WQp30f8CR8

CHRONUS SLIDE