women in ict leadership - are we nearly there?

WOMEN IN ICT- ARE WE NEARLY THERE?

(A SURVEY FROM EPIT)

Ms. Renu RajaniVice PresidentCapgemini India

Ms. Chandana UnnithanFaculty, Info & Bus AnalyticsDeakin Univ, Australia

CORE TEAM

Ms. Arathi GunduraoQuality – Lead Catalyst, Ricoh Innovations P Ltd

EqualProfessionals inITSurvey Report

2013

https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 2

EXECUTIVE SUMMARY

The Survey unfolds the following Themes

This survey titled ‘Equal Professionals in IT’ tried to focus on those areas, which is a global cause of concern and are the ‘vital parameters’ that need to be addressed, to see women folk advance as professionals.

Women have long proved their capabilities to be ‘Equal’ at profession, But the amount of struggle, challenges and work attitude they face in the professional world is far from ‘Equal’.

This survey has also addressed for the first time unlike other surveys, the perception and capturing the ‘Voice of men professionals’ and shares, their perspectives. This makes this survey ‘Unique’ as it’s focus is not just a ‘Women oriented survey’, but a ‘Equal Professional survey’ that surfaces challenges even Men face

The Motivation to pursue career has been the ‘Same’ for both men and women professionals, ‘Financial Commitments’ to the Family is one of the Least reasons why they are working.

Most men and women have not taken a break in their careers, where ever they have taken , the reasons for taking a break have been very different.

Women cite Family oriented reasons while men cite Career Progression oriented reasons for the ‘Career Break’.

A’ Change in Job’ for men have been better professional/financial opportunities, while it has been ‘Commute distance, closer to home, cultural & family oriented reasons’.

Men receive ‘tremendous support’ in all areas of support required to be a successful professional than women.

Men have a more positive outlook towards the leadership capabilities of women professionals than women themselves, citing women have a self inhibiting tendency to limit themselves from progressing to higher leadership positions.

Both men and women agree on the ‘Critical Qualities needed to be a successful leader and to progress to higher leadership positions, sees no difference coming from gender related parameters.

https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse

mailto:[email protected]


2013


THE SURVEY OBJECTIVE

It’s about, ‘Equal Professionalism’ Enablers and Inhibitors in Different Countries

To explore gender perspectives on ‘Enablers’ and ‘Inhibitors’ for women rising

into leadership positions and perception gaps.

Participation (Current): reflect major proportion from India or of Indian origin.

The Survey Link: https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/viewform

Perceptions Discovered:

What inhibits women from taking leadership positions?

What motivates them?

What do Male professionals think about women leadership?

What are the expectations from women?

Are the perceptions of women and men converging at some point?

What are the perception gaps and its implications?



https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/viewform


2013


RESPONDENTS (CURRENT)

2%4%

7%

9%

11%

13%

16%

18%

20%

Professional Careers

OwnerTop ManagementSenior LeaderMiddle MgtOperations RoleJunior ManagementEntry/Mid Level TechnicalEntry/Mid Level SupportOther

Total=159 Female=66 Male = 93




2013


YEARS OF EXPERIENCE

3-8 Years8%

8-15 Years24%

15+ Years69%




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COUNTRY OF RESIDENCE

India 62%

Others38%




2013


CROSS TABULATIONS

For India and Other Countries For Female Vs. Male Financial commitment towards family is the main

influencer for men taking up careers, India and Other countries.

Financial commitment is not a major factor in case of women in general and particularly, in case of women in other countries outside of India.




2013


For both men & women, ‘Personal aspiration’ and ‘Financial Independence’ Scores highest

Financial commitments for the family is not the only reason, they work for

Family/Culture background is most irrelevant to pursue career

MOTIVATIONS TO PURSUE CAREER




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Personal Aspirations Financial Independence

MOTIVATIONS TO PURSUE CAREER

Opportunity to create new ideas and

products that touch lives of many people

excites me…

Aspiration towards leadership and belief

in my self are my motivations..

Belief to be able to make a difference in

the industry, motivates me..

It is important to have an identity of my

own

I want to make a difference to this world

Needed Self Satisfaction through

achievements.

Commitment gives certain kind of

meaning to my life.

It makes me feel I am valuable.

Doing more than just manage your family

Financial independence is extremely

important and brings a sense of ‘self

worth’




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CROSS TABULATIONS – TOP INFLUENCES

80 % of the sample indicate that Personal aspirations and Self Motivation are major factors that influence career. Around 77% of male and 92% female respondents from India

have considered this as major factor In other countries approximately 81% of male respondents

and 67% for female respondents consider it as a significant factor .

Financial independence is considered a major factor that influence career for 66 % Indian men and 54% of men outside of India For 72% Indian women and 60% of women outside India.

Inspiration and Encouragement from family: 80 % of the Indian men and women consider this a big

influence. 70% of male and female respondents in other countries

consider this factor as significant.




2013


Men are lot more better enabled than Women on career opportunities

CAREER ENABLEMENT




2013


CAREER ENABLEMENT – GENDER SPEAK

Company sponsorships to study further

Support systems – spouse, family, society

Training programs to build new skills and enhance career choices

Legal implications on discrimination promoted by feminists.

Being given new challenges with trust

Having a strong mentor and visionary leaders

Work independence

Time provisioning for training (taking time off)

Women Men




2013


CAREER ENABLEMENT – VOICES

My former company offered extensive training programs to selected staff to build new skills and enhance our career choices.

I worked for 13 years for consulting firms, which gave me broad and deep experience and skills development in a variety of roles and in many business domains.

I feel that legal changes promoted by feminists in the 1970s and 1980s (equal pay for work of equal value, making it illegal to reject a job applicant due to gender, etc.) enabled our careers

For a mother to have a career, she must have a support system around her, that may include spouse with an easier and flexible job, support from extended family, no other family obligations, a very flexible work schedule or support from immediate manager or the organization..

Trust that people show in you (You can do it or achieve it) will make very big difference (Recognition).

When I got assigned a mentor who was a very acknowledged and a visionary leader gave me a tectonic shift to my thinking and belief in the ability to draw on opportunity.

support from organization after a health issue, support in being open ..I came back to work with l

ower vision, but got a higher grade.

Women Men




2013


Women mostly changed for ‘Closer to home’, ‘Flexible hours’ and ‘Better work from

home’ options

Double the percentage of men changed jobs with Reference from mentors.

Do Women have something to learn?

WHAT INFLUENCED A JOB CHANGE




2013


TOP FACTORS FOR JOB CHANGE

Family moved to another place

Gender issues and open discrimination

Better career opportunities and

independence

Work and Family balance

Stagnation and saturation of learning in

a job

Flexibility and telecommuting ability

Better role in directing a company that

impacts the society positively

Wanted to become an entrepreneur

Relocation (geography)

Women Men




2013


JOB CHANGE – GENDER VOICES

I had to leave a toxic environment where I was not able to act to my full capacity and avoid gender issues in workplace including open discrimination (it does exist?).

The work environment was very male focused and even though we had equivalent seniority, others would ask my husband if I was available for a meeting or work – bizarre (reflection on society?).

With kids going to school, their varying schedules, after-school activities, Mom must have a flexible job and as close to home as possible. Other parameters are secondary. The bottom line is kids need at least one or both parents(A gender bias?)

I have taken a break from a corporate career to experience entrepreneurship at least for some time and lead a life of a Consultant. This is for my own satisfaction and gaining a different kind of experience (Independence?).

If a Job adds to a new dimension then it is a plus (Job Satisfaction?)

Women Men




2013


THOSE WHO TOOK A CAREER BREAK

19-50% women cite having taken a break in career as against 6-19% men

having done so. Women and Men both cite “No Regrets”, Men cite difficulty

in finding equivalent role post the career break.




2013


TOP FACTORS FOR CAREER BREAK

Having a child, looking after children as per expectations of family and society

For better work-life balance

Male domination at work and resultant role stagnancy

Spouse travelling for work and had to accompany him

Health issues – stress at workplace

Being laid off work due to industry sector problems (Financial Crisis)

Not finding a satisfying role in a long career

Better work-life balance for health reasons

Choosing retirement

Wanted to try entrepreneurship instead of working for an organization

Women Men




2013


Men and Women agree there is little sponsorship from organizations

Women state they lack having mentors, and support to return back to work

CAREER INHIBITORS




2013


SUPPORT VS LACK OF ITWomen have received ‘Least Support’ in the areas of Mentoring – 35% Organization support – 40%

20

More men (compared to women) cite opportunities to network outside their immediate role internally/Externally




2013


CAREER INHIBITORS

Male focused work environments

Gender bias in workplaces

Perception that women are difficult to work with

Work life balance and flexibility

Financial commitments and job security inhibits from risk taking ability

Curbing of working independence

Lack of strong mentoring and personal jealousy of managers

Micro management of seniors

Women Men




2013


CAREER INHIBITORS, STORIES

Female manager at my first company could not see me advance (Are women themselves the major inhibitor? Is the gender bias promoted by women?)

Male-focused work environment was the major inhibitor…there is still gender bias.

There is entrenched beliefs that women are 'difficult' to work with…

My supervisor has said the reason why men get paid more is because they have to take care of family.

Lack of encouragement from immediate management. Females are encouraged to stay in support roles. Decades of culturally supported sexism

Financial commitments, and job security, in an volatile IT market, inhibits you sometimes from taking risks to your career.

Lack of quality mentoring is an inhibitor

Being perceived as a threat by seniors, personal jealousies and resultant micro-management

Moving up the ladder curbs work independence (time is no longer your own)

Women Men




2013


Women perceive themselves as not so capable as men for leadership positions, while Men accept women capabilities for leadership position

FACTORS AFFECTING ACCEPTABILITY OF WOMEN LEADERS




2013


LIMITATIONS TO CONSIDER WOMENIN LEADERSHIPMale Voices

I have worked with most wonderful women in my life ..as either my managers,

colleagues and peers. Many of them have been very inspiring and encouraging as well.

However, this breed, was very less, …many of them abuse good women policies.

until, a women treats a Man as a colleague and another employee, then looking as a

gender, its difficult for some to take her as a lead.

I always felt that major inhibiting factors are Family social pressure, and lack of

inspiration / self confidence to reach at top. I had lead more than 10 women

employees…only two people had a vision for their future, what roles to handle and

enthusiasm to work for it.

Even though we have lot of women enabling programs for career progression. I don't

see any seriousness for considering them except if the person holds personal interest.




2013


I was unable to find strong desire and ambition in women to move ahead of career and

take challenges Primarily it is ability to manage career and home effectively - there aren't

enough enablers to manage this.

In aggressive situations the women leaders have excelled by having a balanced view, the

dexterity in decision based on speed, risk taking and in high competitive landscapes

women leaders have strangely been seen as devoid of any emotional considerations

while the male leaders without displaying emotion have balanced emotional impact to the

larger ecosystem.

It may be quoted that women as leaders would be weak etc. I think the converse is the

reason. Women in leadership positions suddenly don a very different and sometimes

scary proportions of ruthless unpredictable tactics which unsettles the predictable male

thinking. Unpredictability in behavioral pattern as well as arrogance/rudeness which

comes in with power.





2013


Most women have family as first preference which impacts working hours. Staying alone

(away from family in a different country) for a longer period at any project site or on

project work is extremely difficult.

There is a presumption that women are not ready to stretch themselves to raise up to

demanding challenges.

There is a tendency to think that personal family commitments may come in the way of

dedicated work hours and overtime if required. this is not my perception, but what I see in

my experience at work.

Most men rely on male counterparts for completing jobs– they have been doing the work

all the time…this is NA in the present ..with both genders in the workplaces. But,

expectations of society and family on women who work are different from men who work.





2013


Once family pressures them to marry then don't know whether will continue or

not….Woman's priority changes after marriage - much more than a man's. Her ability

to multi-task, is huge, but family, home and husband take up the same. Where women

flourish, is when given the right backing at home.

Other then very few, many women I met in my career want to fill the work hours. they

do not have a vision. they only want to use the work as an "escapism tool" from family.

... they never want to go out of the box or stay longer to fix really important work

related problems.

Most Women I have worked for/with are a lot more focused on the job at hand than

men are and operational/implementing strategy efficiency is far higher. However the

seriousness that a woman brings to the job at hand sometimes blocks

creativity/strategizing, esp. if it an entirely new idea that has never been thought of

earlier.





2013


You might say I am a male chauvinist but in my opinion, females in the entire animal

kingdom are home makers. They are the best in that. Don't take me wrong; that home

could even be a company they work for. Having said that, in my opinion, women should

be considered for roles that are critical in implementation and not decision making.

At home "Mom is the minister" but outside "Dad is the supreme power" and that's the

recipe for a balanced and happy family. Work place is no different, at every level there

are Dads, Moms and children. Can you imagine a home run by two Moms or two Dads?

We need women at every level. But the deficiency is in understanding "supremacy" and

that is where women drop the ball. They forget to be the "Mom" they are at home, which

is stopping them from being who they could be

No reason's in my mind why women can't be treated equally and achieve the same level

of professional status, although I do agree that not all work places/individuals see it this

way.





2013


CRITICAL QUALITIES FOR SUCCESSFUL WOMEN LEADERS

Men and Women are almost in alignment on the Critical Qualities needed for women to

take on leadership positions




2013


HOW FAR ARE WOMEN FROM WHERE THEY BELIEVE THEY NEED TO BE

Women perceive themselves as not so capable as men for leadership positions, while Men

accept women capabilities for leadership position

Decision Making

Risk-Taking

Professionalism

Stakeholder Management

Creativity & InnovationPersonal Branding

Courage & conviction

Result Orientation

Influencing Skills

0%

50%

100%

Women Have

Women Need for Success




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CRITICAL QUALITIES FOR WOMEN IN LEADERSHIP : GENDER SPEAK

Effective communication

Clarity of thoughts

Strong listening skills

Playing a team player

Agility

Bear Ridicule

No difference in what women/men need

Curb emotions at workplace

Social skills

Women don’t lack qualities, but the

ability to identify them

Don’t micro manage

Women Men




2013


TELL US WHAT YOU THINK

Write [email protected]





2013


HAVE NOT RESPONDED TO THIS SURVEY?PLEASE DO NOW..

Please start your survey response by clicking -https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse

Your participation in this survey is voluntary and responses/perspectives would remain anonymous. There are no foreseeable risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point in time. Your responses will be strictly confidential, and will remain anonymous as the data from this research will be reported only in the aggregate manner. Your information will be thematically coded and presented as a report.

If you have questions at any time about the survey or the procedures, you may contact by email at [email protected] and provide a contact to reach you and/or share findings of this research, if you wish to. EqualProfessionalsinIT team is looking forward to your valuable opinion and contributions.

With RegardsEqualProfessionalsinIT - Research TeamRenu Rajani, Arathi Gundu Rao, Chandana Unnithan







2013


ABOUT THE SURVEY

EqualProfessionalsinIT – “Survey of Diversity – Enablers & Inhibitors, A Multi-cultural/ Multi-country Perspective” focuses on bringing in diversity and inclusiveness, equally of both men and women professionals in the world of careers. The survey also tries to deeply understand the specific inhibitors and enablers of success as perceived by both, women and men across geographies on career progression.

Globally, enabling women in leadership positions as equal have become imperative for organisational success. This survey intends to bring in cross-cultural perspectives, similarities or differences in the perception IT professionals carry on the current opportunities, challenges, the attitudes, capabilities, Performance aspects and contributions of women professionals. This research survey would help bring in your vast experiences and perceptions as a 'Research Outcome' and thereby enable, motivate and help to sustain women professionals in their career objectives, as much as their male counterparts. In this quest, building on the presence and network of the core research team. This report is based on about 200 responses from across geographies. More responses would help us analyze the responses by specific segments and countries

It will take you, approximately about 15-20 minutes to complete this survey. Your valuable participation and contributions of your perspectives is requested. Highlights from this study will be shared with you, if you share contact details in survey response (optional). The survey response analysis will use only perspectives and no personal information would be revealed. This survey attempts to study-1. Career drivers, Enablers and Inhibitors for men and women.2. Women's perception of self and of men IT Professionals around them3. Men's perception of self and of women IT Professionals around them



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