What's the advantage of having women on your executive team? It's not just about doing the "right" thing, or being politically correct. Having at least 3 women on your executive team can significantly increase profitability and equity return.

1. Focus on Women in Leadership Presentation to Diversity Training Team July 24, 2009 Jean M. Baker, J.D.

2. Introduction The Information – Why Women are not Represented in Leadership Positions Salaries, Stereotypes and Stepping Up Why You Should Care It’s not just about doing the right thing What Companies Can Do What Women Can Do Summary

3. The Info Salary Whether hourly or salary, women (in Iowa) are paid just under 22% as much as men

4. The Argument > Women are in fields that traditionally pay less than the fields men occupy But – even within industries, and even within industries that are traditionally female (i.e., education), men are paid more

5. The Info Salary “Lower pay for comparable work sends a very clear message: This organization does not value the work of women as much as it values the work of men. The more devalued a woman feels, the more likely she is to leave the organization, taking with her talent that can be very difficult to replace.”

6. The Info High Potentials Among executives, 50% more men than women are identified as high-potentials Quotas do not benefit the individual or the organization Women don’t have “presumption of competence” that men enjoy

7. The Info Mentoring Encourage women to be more proactive in seeking new positions Women – apply if feel 100% qualified Men – apply if feel 60% qualified Why? Women have to work significantly harder to be seen as equally competent

8. The Info Stereotypes/Biases Women are not visionary Women won’t accept international assignments Women are too emotional

9. Why You ShouldCare Bottom Line Firms that have 3+ women in senior management scored higher on all dimensions directly linked to financial performance than firms with no women at the top Increased profitability and equity return to shareholders

10. What Can Organizations Do? Do Formal, objective assessments/ succession planning Assess performance equally by focusing on task and results Carefully evaluate talent development at all levels (recruitment, development and promotion) Provide women with mentors

11. What Can Women Do? Let the organization know you want to move up Don’t wait for opportunities to be handed to you – be proactive Know your strengths and play to them (don’t try to be “one of the guys”) Focus on results – abilities vs. status/stereotypes

12. Summary Women are making progress – but slowly To get to the C-suite, need more access to “high-potentials” development, including mentoring Organization will be more profitable with a balance of talented men and women at the top.

13. Thank you! Questions/comments? Call or e-mail me – Jean Baker 515-327-5966 jbaker@redlanternllc.com