IN LEADERSHIPUncovering the best ways to promote balance in the workforce in 2017

Women

#employeeboost

Why arewe talkingabout this?

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%

… 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.

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

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

But how do you build a more balanced board?

5 questions every company must ask

Do we have a glass ceiling?1.

“ We don’t have a glass ceiling, look at our

HRD, she’s a woman. ”

Well…

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…

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

Are we transparent?2.

“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 /

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

What keeps women from progressing?3.

“We don’t get enough good applicants”

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

FamilyNorms

How do we support future women leaders?4.

“We’re a male dominated industry”

Look for opportunities to ensure that women’s voices are heard at all levels…

FOSTERING A SUPPORTIVE NETWORK

Promoteauthenticand open communication

Turn fear into confidence by creating positive role models

Create sponsors and mentors

Offer stretch assignments

Promote on merit andpositive action

How are we involving everyone in the process?5.

/Aristotle/

“The whole is greater than the sum of its parts”

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 withinthe organisationto succeed

Seek to amplify the importance of female talent so that they can stand alongside their male counterparts

youWhat can

do next?

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

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…

ORC STRATEGIC RESEARCH SOLUTIONS

GROWTH RESEARCH

Innovation Identification

Innovation Ideation

Commercialization

Adjacency Exploration

Go-to-market Strategy Development

Market Economics & Forecasting

INNOVATIONRESEARCH

Company Research& Analysis

Market/Industry Assessment

Market Disruptions

Best Practices & Benchmarking

COMPETITIVEINTELLIGENCE

Preferred Access

Expert Network

Marketplace Monitoring

Social Media Intelligence

DECISIONSUPPORT

Helping organisations cut through the noise to better understand their markets and improve their businesses for the future…

Thank you.

Anisa.Kurti@orcinternational.com McVal.Osborne@orcinternational.com

#employeeboost

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