Men and women at work: a battle of the sexes or an alliance of the genders?

jump.eu.com

@blogjump

JUMP-‐Empowering-‐Women

JUMP-‐Promo9ng-‐Gender-‐Equality

Men
and
women
at
work:

a
ba/le
of
the
sexes

or
an
alliance
of
the
genders?

Isabella
Lenarduzzi

jump.eu.com

jump.eu.com

@blogjump



JUMP
is
the
leading
social
enterprise
working
with

organisa9ons
and
individuals
to
close
the
gap
between

women
and
men
at
work,
achieve
sustainable
corporate

performance
and
create
a
more
equal
society.

jump.eu.com

@blogjump



S:ll
a
long
way
to
go!

jump.eu.com

@blogjump



Global
Gender
GAP
(World
Economic
Forum)

jump.eu.com

Iceland/Finland/

Norway/
Sweden/
Danemark

Nicaragua/Rwanda/Irlande/

Philippines

Belgium
–
10th

Switzerland/Germany/New
Zealand/

Netherlands/Latvia/France/Burundi/

Canada/USA/Australia/UK
(26)

Luxembourg
(29)/Spain/
Austria

(36)/Portugal
(39)/Poland
(57)/Italy

(69)/
Greece
(91)

4
ﬁelds:

1.  Educa9on

2.  Health

3.  Economy

4.  Poli9cs

@blogjump



Indicators
per

Member
State

jump.eu.com

Eurostat
and
European
Commission’s
data
base
on
women

and
men
in
decision-‐making

jump.eu.com

@blogjump



Women’s
energy
and
talent

are
the
most
untapped
renewable

sources
of
energy
in
the
world!

jump.eu.com

@blogjump



Europe
:
59%
of
university
degrees

are
earned
by
women

jump.eu.com

@blogjump



Gender
Pay
Gap

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@blogjump



Part-‐:me
working

45%
women
//
9,5%
men

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@blogjump


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Glass
ceiling

@blogjump


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Organiza:onal
pyramid

@blogjump


jump.eu.com

At
this
rate
of
change
it
will
take
…

@blogjump


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Companies

increase

performance

GDP
increase

Fill
in
skills

shortages
on

the
labour

market

Preserve
the

european
social

security
system

@blogjump


jump.eu.com

Companies
with
a
higher
propor:on
of
women
in
their
execu:ve

commi/ees
have
be/er
financial
performance

© McKinsey & Company
Companies
in
the
top
quar9le
for
the
women

representa9on
in
execu9ve
commidee
vs.
sector1

Companies
with
0
women
in
execu9ve
commidee

in
that
specific
sector

Verified
ü
Non
available
-‐
Not
verified
û

@blogjump


jump.eu.com

Most
execu:ves
recognize
the
impact
of
gender
diversity
on

financial
performance,
but
more
women
than
men
and
more
C-‐
levels
than
middle
managers

C-‐level
(CEO,
COO,
CFO,
etc.)

15
6
23
4
Women

(n=233)

Men

(n=212)

n=445

Middle
management

22
9
28
6Women

(n=276)

Men

(n=188)

n=464

© McKinsey &
Company
Convinced

Not
convinced

Don't
know

Much
research
has
shown
that
companies
with
diverse
leadership
teams
that
include
significant
numbers
of
women

generate
higher
financial
returns.

Do
you
believe
this
to
be
true?

@blogjump


jump.eu.com

A
total
equality
within
the
European
Union
could
bring

a
27%
increase
of
the
GDP

@blogjump


jump.eu.com

Changing
world
of
work

1.
Rise
in
nontradi:onal
families

2.
Changing
expecta:ons
of
men
and
women

5.
Fla/ened
hierarchies

4.
Shortage
of
skilled
talent

3.
Evolving
genera:onal
needs

7.
Mul:cultural
workforce

6.
Virtual,
connected
workplace

@blogjump


jump.eu.com

How
do
we
use
the
biggest
talents
pool?

@blogjump


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Ac:ons
promoted
by
governments

“The
quota
law
has

opened
boardrooms
to

an
extent
that
we’ve

never
seen
before”

Mari
Teigen,
research

director,
Norwegian

Ins9tute
for
Social
Research

@blogjump


jump.eu.com

Overview
of
measures
in
place

@blogjump


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Women
on
boards
(end
2014)

Source: European Commission 2015

@blogjump


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Women
CEOs

Source: European Commission, Database on women and men in decision-making

@blogjump


jump.eu.com

Indicators
in
diﬀerent
Country

@blogjump


jump.eu.com

Gender
diversity
in
top
management
varies
by
industry

2010
© McKinsey & Company
6
9
10
10
13
14
15
16
16
Real
estate
and
infrastructure

Transporta:on,
logis:cs
and
tourism

Energy,
basic
materials
and
environment

Diversiﬁed
Industries

Healthcare

Science
and
technology

Finance,
insurance
and
professional
services

Telecom,
media
and
entertainment

Consumer
goods
and
retail

Women
in
execu:ve
commi/ees

Percent

Women
in
boards

Percent

8
9
7
6
8
13
11
11
12
Number
of

companies

Notes:
Proprietary
database;
441
companies
within
the
local
reference
index:
Norway
(OBX
–
25),
Sweden
(OMXS
–
29),
France
(CAC
40),
Germany
(DAX
29),

Spain
(IBX
35),
Russia
(RTSI
50),
Brazil
(Bovespa
52),
China
(SSE50),
India
(Sensex
30).
For
the
UK,
data
from
the
Cranﬁeld
University
“The
Female
FTSE
Board
Report
2009”
(FTSE
100).

For
execu9ve
commidees:
selec9on
of
the
362
companies
which
disclose
their
execu9ve
commidee
members

41

30

68

14

9

81

96

18

14

41

28

66

13

8

75

92

18

13

@blogjump


jump.eu.com

Change
in
companies
culture

Companies
should

change
their
cultures
so

that
they
have
more

«
gender
diversity
»

@blogjump


jump.eu.com

Implementa:on
of
gender-‐diversity
measures
remains

low,
and
even
lower
for
small-‐size
companies

© McKinsey
& Company
Percent, 2010,
n=1,5341, mid-level
and up respondents
only
32 37 36
20
38
39 40
36
No
speciﬁc
measures

1-‐3
measures

4-‐5
measures

6
measures
or
more

More
than

20,000

employees

(n=429)

Less
than
500

employees

(n=583)

Total

(n=1,534)

Between
500

and
20,000

employees

(n=522)

2.5
2.0
2.2
3.5

Number
of

measures

undertaken
in

the
past
ﬁve

years
to
recruit,

retain,

promote
and

develop
women

@blogjump


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Corporate

most
eﬃcient

measures

@blogjump


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Building
a
whole
gender-‐diversity
ecosystem

Developing
women
as
leaders…

Mentoring

Training
and

coaching

Networks
and

role
models

CEO
and
execu:ve
team's
visible
monitoring
of
progress
in
gender-‐diversity

programs

CEO
commitment

HR
processes

and
policies

Gender-‐diversity

indicators

Infrastructure

…
supported
by
collec:ve
enablers

GENDER
DIVERSITY
ON
TOP
OF
THE
STRATEGIC
AGENDA

© McKinsey &
Company

@blogjump


jump.eu.com

Sharing
care
responsabili:es

Work
and
family

responsibili9es
should

be
completely
shared

@blogjump


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Women’s
skills
and
work
styles

95%
71%
60%
•  95%:
As
leaders,
women
bring
diﬀerent

but
complementary
skills

•  71%:
Companies
do
not
place
a
high

enough
value
on
women
skills

•  60%:
Corporate
training/development

do
not
take
into
account
women’s

learning
preferences
and
styles

@blogjump


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Corporate
antude
towards
women

•  72%:
Men’s
opinions
are
respected

more
than
women’s
for
key
decisions

•  69%:
Women
are
s9ll
not
recognised

and
promoted
on
an
equal
basis
skills

72%
69%
Some
companies
recognise
the
value
of
having

women
in
senior
posi=ons,
but
not
all
of
them
take

ac=ve
measures
to
change
the
status
quo.

@blogjump


jump.eu.com

Towards
a
new
iden:ty

jump.eu.com

@blogjump



What’s
good
for
women
is
also
good
for
men.

In
terms
of
workforce,
Women
will
be
able
to

save
the
economy.

jump.eu.com

IT’S
TIME
TO
CHANGE!

jump.eu.com

@blogjump



Isabella
Lenarduzzi

Founder
and
Managing
Director
of
JUMP

isabella.lenarduzzi@jump.eu.com

+32
3
346
32
00

info@jump.eu.com

jump.eu.com

jump.eu.com

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