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ORC Talent Trends: Women in leadership

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ORC Talent Trends: Women in leadership

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Gender balance is not just good to have or the right thing to do, it’s better for business and the economy. But how do you build a more balanced workplace? And do you have a need to? Chances are, you do…

Gender balance is not just good to have or the right thing to do, it’s better for business and the economy. But how do you build a more balanced workplace? And do you have a need to? Chances are, you do…

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ORC Talent Trends: Women in leadership

  1. 1. IN LEADERSHIP Uncovering the best ways to promote balance in the workforce in 2017 Women #employeeboost
  2. 2. Why are we talking about this?
  3. 3. say diversity and inclusion is important to their business are looking to work on the gender balance on their board now or in the future (40% working on it now, 35% intend to in the next year or two)76% 75%
  4. 4. … and because it’s part of who we are The Engine Group tends to be fairly balanced in junior and mid-level roles, but skews towards men in senior and partnership levels. In 2016 The Engine Group launched the “Better with Balance 2020” programme. Created a five-part strategy that addresses various challenges associated with reaching gender parity.
  5. 5. NIKE AND WOMEN Nike didn’t launch a line of women’s wear until 2001... Same year a female executive /Mindy Grossman/ joined the board… This increase in balance contributed to greater diversity of thought and representation of a ‘new’ customer base
  6. 6. GENDER BALANCE IS NOT JUST THE RIGHT THING TO DO… IT’S BETTER FOR BUSINESS AND THE ECONOMY Organisations with more women on the board outperform the competition by +26% Balanced teams have more sustainable results to the global GDP by 2020 Women may add as much as $12 trillion
  7. 7. But how do you build a more balanced board?
  8. 8. 5 questions every company must ask
  9. 9. Do we have a glass ceiling?1.
  10. 10. “ We don’t have a glass ceiling, look at our HRD, she’s a woman. ”
  11. 11. Well…
  12. 12. CHANCES ARE YOU DO… Only 5.5% of the top leadership positions of companies in the FTSE 100 are held by women Women represent fewer than 4% of the CEOs in the Fortune 500 In order to change, you must take an open and honest look at your own company culture…
  13. 13. Assessing your current state requires lots of data... SO HOW DO YOU MEASURE & MANAGE IT? Look at the proportion of males v females at every level within the organisation Review your practices and policies Map current leadership development processes
  14. 14. Are we transparent?2.
  15. 15. “The reality is that if we do nothing, it will take 75 years, or for me to be nearly a hundred, before women can expect to be paid the same as men for the same work." / Emma Watson /
  16. 16. Inequality cannot last in an organisation that is fully transparent… HOW TO BE MORE TRANSPARENT? Commit to equal pay by publishing data on the current gender pay gap Advertise promotions and ensure that there is an equal ratio of male to female candidates Communicate freely and share stats on ratio of men and women at different levels
  17. 17. What keeps women from progressing?3.
  18. 18. “We don’t get enough good applicants”
  19. 19. THREE BARRIERS TO PROGRESSION These barriers require coaching, mentoring and training initiatives to help raise awareness and offer solutions for both men and women struggling to overcome them. Unconscious Biases Gendered Stereotypes Family Norms
  20. 20. How do we support future women leaders?4.
  21. 21. “We’re a male dominated industry”
  22. 22. Look for opportunities to ensure that women’s voices are heard at all levels… FOSTERING A SUPPORTIVE NETWORK Promote authentic and open communication Turn fear into confidence by creating positive role models Create sponsors and mentors Offer stretch assignments Promote on merit and positive action
  23. 23. How are we involving everyone in the process?5.
  24. 24. /Aristotle/ “The whole is greater than the sum of its parts”
  25. 25. Men and women should be involved at every phase of the process to ensure true balance… LOOK FOR WAYS TO WORK TOGETHER Secure buy-in from stakeholders and managers at all levels throughout the organisation Provide equal opportunities for everyone within the organisation to succeed Seek to amplify the importance of female talent so that they can stand alongside their male counterparts
  26. 26. you What can do next?
  27. 27. 1. Try to diagnose the current state of gender equality in your business 2. Identify what “great” looks like (identify and develop those high-performing women who aspire to lead) 3. Develop a roadmap to help you reach your goals 4. Support the effective execution of your plan based on the pre-determined roadmap 5. Measure and evaluate your progress over time
  28. 28. ORC TALENT TRENDS A quarterly report covering research, news and expert opinions from: Over 50 studies and reports Dozens of interviews with experts and industry stakeholders Want to find out more? Check out our quarterly Talent Trends report…
  29. 29. ORC STRATEGIC RESEARCH SOLUTIONS GROWTH RESEARCH Innovation Identification Innovation Ideation Commercialization Adjacency Exploration Go-to-market Strategy Development Market Economics & Forecasting INNOVATION RESEARCH Company Research & Analysis Market/Industry Assessment Market Disruptions Best Practices & Benchmarking COMPETITIVE INTELLIGENCE Preferred Access Expert Network Marketplace Monitoring Social Media Intelligence DECISION SUPPORT Helping organisations cut through the noise to better understand their markets and improve their businesses for the future…
  30. 30. Thank you. Anisa.Kurti@orcinternational.com McVal.Osborne@orcinternational.com #employeeboost Have questions? Want to learn more? Email us!

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