This document discusses gender diversity in organizations. It provides several facts and statistics showing that while many organizations aim to increase the number of female employees at mid-levels, very few see increases at executive levels. Research shows gender diverse companies outperform those that are not, and diversity can significantly boost economic growth. However, barriers remain like lack of flexible work arrangements and support for women, especially in negotiating compensation and rising to leadership. The document examines benefits of diversity and key factors important to retaining women, such as leadership programs and mentoring, though organizations often fail to provide these.

1. Gender Diversity in
Organizations
Ruchi Bhatia
Twitter - @rucsb

2. Women Role Models

3. Feminist (The Realist ! ) says it like it is !

4. Facts – Gender Diversity
 Around 40% organizations anticipate more female employees at the mid
level in their workforce, however; only 5% see a rise in number of women at
CXO levels reveals the latest Times Jobs study on gender diversity in India
 40% organizations are doing it access wide talent pool
25% are doing it to improve business performance
20% surveyed organizations said they are doing it to enhance corporate
reputation/brand image
10% are doing it for better corporate governance
5% are doing it out of compulsion as they are pressurized to take it up by
internal and external stakeholders

5. Facts – Gender Diversity
 Gender Diversity can lead to a sizeable additional economic growth and could
add $700 billion to the country’s GDP in 2025 (McKinsey Global Institute, 2015).
 Report - The Power of Parity: Advancing Women’s Equality in India, claims that
this economic impact could translate into incremental GDP growth of 1.4 per
cent per year for the country. Bridging gender gap would also add $12 trillion to
global GDP in 2025.
 For every 100 girls that even enroll for education, just about 47 or so reach the
high-school level. And then, when you talk of graduation and post graduation,
the number drops to may be 15,16. And then, not just that, it’s also believed
that, even out of the workforce-ready women, about 75 to 78 per cent do not
join the organized workforce.
 Morgan Stanley Research study finds highly gender-diverse companies
outperform low gender-diverse companies.
 Women are ambitious and confident of their ability to become top managers
but they are unsure if their company culture can support their rise. ( McKinsey
report)

6. Business Benefits
 Business Benefits of Gender Diversity , hence many executives root for a
more gender diverse workforce. Diverse Teams perform better than single
gender ones by enabling different viewpoints, ideas, and market insights.
These together lead to better problem solving and superior performance.
Diverse teams help companies to serve a growing diverse customer base
better – Gallup Study
 Organizations which have higher level of women leadership, had 30 per
cent higher return in equity and 34 per cent higher total return to
shareholders. Not only this, across the consumer industry 70 to 80 per cent
of all bank transactions are influenced by women
 Gender Diversity is linked to better shareholder returns.

7. The Catch

8. Some More Research Findings
 Women still don’t change jobs for High Compensation – research
 Women feel they are less supported than men at home, (McKinsey).
 Women don’t negotiate for compensation even when they are deserving –
research
 Working Women must learn negotiation tactics and enroll in a negotiation
course.
 You know what, it doesn’t end there. So Women who learn to negotiate
are not liked by colleagues at workplace -
 Damn if you do, damned if you don’t.

9. What Really Matters to Women?
 Leadership development programs’,
 mentoring and networking opportunities’,
 ‘sensitization of managers to gender’
 ‘flexible work arrangement’ and
 ‘assistance in the form of leaves’
 Company providing ‘child care facilities at the workplace’
 ‘internal women forums’
 Respondents in a survey see lack of flexible work solutions, work-life balance
and lack of an inclusive work culture as important barriers hindering women
from rising to the top.

10. Key Findings from Women Survey
 Lack of adequate re-entry opportunities (29%) is a problematic area.
However, only 2% of organizations provide for reintegration programs.
 85% respondents feel that leadership development programs are key
retention measures for women. However, only 22% respondents claim that
their organizations provide such programs.
 Mentoring and networking opportunities is another key measure to retain
women, state 81% respondents. However, only 28% respondents claim that
their organizations undertake this initiative.
 62% respondents claim that having an internal women forum is an
important retention factor for women. However, only 33% respondents
claim that their organizations have such a forum.

11. CEOs outlook to Gender Diversity
 Only 16% of CEOs actually have the gender inclusion agenda as part of
their scorecard.
 The results show that organizations are not allocating their budgets,
resources and targets to support the mandate on gender inclusion.
 Data shows that only 14% organizations have budgets and resources
allocated within their organizations to drive this mandate.
 In a survey done by Dell - “Men have the potential to be powerful
ambassadors for implementing many diversity and inclusion initiatives, as
well as influencing other male peers to support gender initiatives

12. Companies awarded for Gender Diversity
 Citi, Deliotte, L'Oreal , P&G, Intel, Accenture, IBM, Johnson and Johnson,
GE, PepsiCo, Microsoft , Ernst and Young, Novartis, PwC to name a few