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Elevate Women Northeast Florida promotes gender diversity
- 3. Elevate Women Northeast Florida Angela Timberlake Vice President, Elevate Women
- 4. VISION: To be known nationally as a place where women can succeed both personally and professionally
- 5. Mission Bring awareness to ACTION that diversity at the decision maker level is a business & economic imperative Ensure ALL women are REPRESENTED Enhance PIPELINE & grow next generation BENCH Create a viable and sustainable PATHWAY
- 6. HIGH-LEVEL TIMELINE STAGE 01 2020 Ramp-up, Discovery & Planning Build the Brand, Explain The Why & Create Awareness STAGE 02 2021 Board & Executive Representation & Talent Pipeline Connect Qualified Talent STAGE 03 2022 Executive Development Program Seasoned + Next Generation STAGE 04 Business Owner, Entrepreneurs & Innovators STAGE 05 Elected & Appointed Office TBD Evaluate Success of Stage 2&3 & Current Environment
- 8. HIGH-LEVEL TIMELINE STAGE 01 2020 Ramp-up, Discovery & Planning Build the Brand, Explain The Why & Create Awareness STAGE 02 2021 Board & Executive Representation & Talent Pipeline Connect Qualified Talent STAGE 03 2022 Executive Development Program Seasoned + Next Generation STAGE 04 Business Owner, Entrepreneurs & Innovators STAGE 05 Elected & Appointed Office TBD Evaluate Success of Stage 2&3 & Current Environment
- 9. As of 2019, women hold only 16.9% of board seats globally despite 32 countries enacting a boardroom gender quota between 2008 and 2015. - Deloitte 2020
- 10. BY 2021: 2M Women Could Step Down/Out
- 11. 0% 10% 20% 30% 40% 50% 60% 70% 80% Small & Mid- Market Large Enterprise Universities Healthcare Community Services Nonprofit Average Female Board Representation (%) 16% 19% 27% 37% 22% 46% Average Female C-Suite Representation (%) 20% 26% 51% 43% 43% 72% Female Representation in NEFL by Sector Average Female Board Representation (%) Average Female C-Suite Representation (%) Overall Average 24% Board 37% CSuite Gender Balance = 50%
- 12. Internal Growth & Innovation vs M&A Risk Adaptable & Nimble vs Change Avoidance Profitability & ROI 33%+ Racial Diverse 21%+ Gender Diverse Why Does Board Diversity Matter?
- 13. Board Service CEO Partnership – understand matrix, strategy & process Executive Office CHRO/DEI Connections– understand current composition, goals & future opportunities Talent Pipeline Identify Qualified Board/Executive Talent Support System Interview Coaching, Portfolio Support, Mentor/Sponsor Stage 02 Priorities Elevate Board & Executive Roles
- 14. PIPELINE PROFILES 20 Board 5 Executive 5 Mid 2 Junior CEO/CHRO DISCUSSIONS 8 To Date 10 Upcoming MENTORS ONBOARD 5 Men 5 Women ACTIVE RECRUITMENT 2 Executive 1 Gov Appoint PROGRESS: BYTHE NUMBERS
- 15. Focus Next 60 Days Accelerate • Accelerate Mentor/Sponsor Program Broaden • Continue building pipeline • Expand Levels Target • Target small/mid-market companies Partner • Continue partner collaborations • Search Firms • Community/Civic Groups • Corporate Affinity Groups & Succession Plans • Professional Organizations
- 16. Executive Candidates Corporate Board Candidates Opportunity Awareness Spread the Word Get Involved
- 17. Questions To be known nationally as a place where women can succeed both personally and professionally
- 22. Robin Bennett, The Robin's Nook Jennifer Brady, Peace of Mind Assisted Living Mariette Brodeur, MTB Consulting Group Pheobe Glover, Global Empath for Homelessness Nina Harley Jen Huppert, Jen Huppert Design Ardra Jones, Ardra Jones LLC
Editor's Notes
- share with you how we are focusing on Leadership Diversity, specifically advancing women to the highest level of leadership I’m open to a fluid conversation if you have questions or comments
- This initiative began just over 1 year ago with a Vision is to be known nationally as a place where women can succeed both personally and professionally
- Why Is this so Important – Our Purpose is to Bring awareness to ACTION that diversity at the decision maker level is a business and economic imperative. It’s not a women’s issue, we have proven data that shows higher returns for companies with gender balanced leadership teams Ensure women are REPRESENTED to bring diversity of thought to the highest level of leadership. Data shows Companies with diverse leadership teams have higher retention rates, more engaged and committed workforce, and greater ROI. Create a viable and sustainable PATHWAY to leadership for women to secure professional and personal goals. Enhance and solidify a pipeline of women leaders and grow our bench strength for continuous growth opportunities for next generation female leaders.
- As far as timing Stage 2 is currently in progress, Elevating Board & Executive level Representation I anticipate conducting meaningful discussions thru May, leading into actionable progress. Knowing this will take time, this will be the primary focus over the majority of the year. In addition to building our pipeline and providing Executive Level professional coaching services as needed. Stage 3 will be focused on the seasoned mid-senior level leaders and next generation talent who haven't had an opportunity to get the experience and exposure needed to excel at the executive or senior leadership level. We will close the gaps with an executive development program. Depending on how quickly we progress in Stage 2 right now, we could begin working on this in parallel. But my guess is this could be an end of year, or even a 2022 project. Once we evaluate the progress in Stage 2 & 3, we will assess the current landscape for Women Business Owners & Local Government to determine next steps and where we can have significant impact. anxious to make progress, but also know timing and positioning are key to getting sustainable wins. Again my goal is to build sustainable progress, not one and done. None of this has been done before, and we have a delicate position of meeting our stakeholders expectations and navigating the landscape for long-term success. We need this to be done right, for the right reasons or we’ll find ourselves back here 5-10 years from now once the current leadership regime changes.
- Phase 1 laid the foundation through discovery, strategic planning and building the brand to create awareness locally, by building the brand with a development of a logo and populating social media channels with content that promotes the initiative’s goals, accomplishments and next steps. Through speaking engagements like this with industry leaders and influencers like yourselves, along with two speakers’ series with local and national experts who provide insight, advice and detailed analysis on topics related to women’s advancement in leadership We’re positioning Elevate Women as a business driver for success, to be seen as both an advocate for high quality talent AND a catalyst for advancing the business community…it’s not an OR situation – We’re not doing this because it’s right for women We’re doing this because it’s necessary for business and our community
- As far as timing Stage 2 is currently in progress, Elevating Board & Executive level Representation I anticipate conducting meaningful discussions thru May, leading into actionable progress. Knowing this will take time, this will be the primary focus over the majority of the year. In addition to building our pipeline and providing Executive Level professional coaching services as needed. Stage 3 will be focused on the seasoned mid-senior level leaders and next generation talent who haven't had an opportunity to get the experience and exposure needed to excel at the executive or senior leadership level. We will close the gaps with an executive development program. Depending on how quickly we progress in Stage 2 right now, we could begin working on this in parallel. But my guess is this could be an end of year, or even a 2022 project. Once we evaluate the progress in Stage 2 & 3, we will assess the current landscape for Women Business Owners & Local Government to determine next steps and where we can have significant impact. anxious to make progress, but also know timing and positioning are key to getting sustainable wins. Again my goal is to build sustainable progress, not one and done. None of this has been done before, and we have a delicate position of meeting our stakeholders expectations and navigating the landscape for long-term success. We need this to be done right, for the right reasons or we’ll find ourselves back here 5-10 years from now once the current leadership regime changes.
- And this is reflective of global representation, despite all the focus and effort to advance women, where just not there. And I hear continually, haven’t we done enough – there’s so much attention on this and we see women and diverse cultures being promoted all the time. And now more than ever public companies are being pressured to become more diverse Yet as of 2019, The reality, we have a lot of ground to cover. Which proves why we need laser focus on this as a business community.
- In addition, the current challenges with the pandemic, 2M Women Nationally could exit the workforce – potentially damaging what progress we have made Parents, Mothers especially, are shouldering tremendous amount responsibility the reality is, many don't have the option to opting out - financially don't have the freedom so it adds to the pressure and level of frustration and potentially more women will opt out if/when a leadership role becomes available
- Being driven by a baseline representation dashboard that we compiled to determine target organizations where we feel we can make a strategic impact and track progress over time; If we think of balanced gender diversity, the goal would be 50% representation Where we are as a community, excluding the non-profit sector on average – 24% boards and 37% executive – reporting to CEO/President
- Diversity has become top-of-mind for most organizations, including Boards, the concept has broadened from the familiar categories of gender, geography, race, to an understanding that the best ideas can only flourish when an organization embraces a variety of different views and experiences. true diversity is “diversity of thought” that reduces “group think”; and it is perhaps the best way to unlock fresh perspectives, innovation, and creativity. Only with broad viewpoints that originate from differences in perspective will the Board be able to provide the opinion(s) necessary to make the governance and advisory function meaningful. We now have data that correlates good business outcomes with diverse leadership: research indicates that more gender-diverse boards in the S&P 1500 were associated with less M&A initiation activity and lower price premiums, i.e., a sign of risk-aversion. Women specifically lean toward internal growth and innovative initiates for more substantiable results. Given most M&A activity fails miserably to live up to expectations, this is a positive trend for shareholders and stakeholders. Research suggests that female executives are likely to care less about tradition and are more open to challenging the status quo than their male counterparts. Behavioral psychology has found that these sorts of attitudes fundamentally increase others’ receptiveness to change, and so it would make sense that as more women are appointed, it triggers more open-mindedness making organizations more adaptable and nimble McKinsey’s Delivering through Diversity 2020 report compared financial performance of 663 firms in 10 countries found that the top 25% of companies in executive racial diversity within their national industry groups had 33% higher profitability than bottom-quartile companies, and 21% higher if gender diverse. Goldman Sachs’ CEO David Solomon announced January 2020, “As of July 1st, in the US and Europe, they’re not going to take any company public unless there’s at least one diverse board candidate, with a focus on women,” he noted the performance of IPOs where there’s been a woman on the board in the US is significantly better than the performance of IPOs where there hasn’t been a woman on the board… I’m not in favor of quotas because we run the risk of token diversity; however, in the long run, this I think is the best advice for companies that want to drive premium returns for their shareholders over time and it sets a precedent on how important this is to business & the economy, that it’s not just good for women, it’s good for business Lack of diversity is now a missed opportunity to bring in new thinking, insights, experiences, and knowledge – with regard to different markets, consumers, practices, and environments. And it can impact negatively on decision-making, corporate governance, and financial performance. Culturally homogenous Boards can face blind spots in responding to various environmental clues, market trends, and in guiding their companies’ future strategies, specially people and growth initiatives. A strong and diverse Board has become absolutely crucial, particularly in the face of increased global competition, the need for greater corporate accountability and transparency and for organizations to authentically represent the communities they serve.
- In conversations with CEO/Presidents & CHRO & DEI of top employers in NEFL who have a board and the majority of their executive team here to discuss why diversity on Boards/Executive Office should be strategic priority and how to get there – in progress: Conversations in progress – 8 Top Employers CEO/CHRO Conversations; many more to come And, since knowing the process for corporate board selection is an intensive process, the team will work to provide board readiness services, such as interview coaching, portfolio support and mentors and sponsors for those in the pipeline that are interested and feel they would benefit from additional assistance in being overly prepared. And let me be clear, this isn’t to say that women are not prepared or capable in some way, this is to maximize our chance for success. I’ve personally witnessed some of the most qualified candidates, both men & women, fall short through this process, especially if there is an external search firm conducting the process. It’s intense, it’s thorough and it’s intimidating. Our goal is to ensure our candidates are setup for success. Our goal is to become a credible source for high caliber talent. If we put someone forward it’s not just because it’s a women, it’s because we feel strongly about their capability and capacity to meet and succeed expectations. When we do this, we become a strategic business partner and a valued asset to our community. They need us as much as we need them! And that’s when we win
- FIS Haskell FL Blue Vystar Mayor JTA JPA Regency UF Health
- Expand our impact with advocats through direct mentorship & sponsorship Success measure What’s the goal? Get on a board/move up the ranks Vs just feeling good about networking May not have the immediate impact given they tend to have less control on who is selected for those roles Target small-mid market company where we can become a strategic partner for executive level talent Continue to Collaboration with executive search firms and executive recruiters to supply qualified female talent for local search efforts. Boards eye (Paula) Steven Douglas Egon Zender Junior & Urban League Collaboration with the Jacksonville Civic Council to facilitate broader diversity strategies as a business community and become a partner in promoting female talent. In addition, JCC is providing research and project support to the Elevate Women initiative. Collaboration with FSCJ, UNF and JU to partner on an Executive Development Program and to provide Mentor/Mentee relationships to women in the pipeline. Collaboration with UNF and the newly created Women in Leadership Program launching Fall 2021 as continuing advancement, mentor/mentee and speaker/expert panel opportunities for current and future pipeline candidates. Collaboration with the Mayor's office to provide candidates for appointees to local authorities. SHRM Professional/Graduate programs of national sororities, tap into the local chapter Specifically for women of color
- How you can be involved & contribute and how does this impact your sector There are many moving parts and unlimited opportunities to contribute, some immediate ways to get involved: We need to populate our pipeline with high calibre talent – If you know of women who have an interest and would be a good fit for Corporate Board Service & Executive roles, connect them with Elevate Women If you hear of executive or senior level opportunities, I’d love to know about it so we can provide local talent vs search firms sourcing external out-of-market candidates If you’re board is looking for diverse candidate, I welcome the opportunity to provide diverse talent to you as our network is expanding Follow us online, join the discussion, invite others to help spread the word and broaden the room – both men & women and are invited and encouraged to join all of our events I’ll share all of our social media links and this presentation with you
- So that’s our vision & mission and progress to date on our strategic plan, we’re well on our way to making NEFL a place where women can succeed both personally & professionsally, and make Jacksonville known for it’s leadership diversity. I’m happy to answer any questions and I look forward to supporting your efforts to broaden the leadership in your organizations.
- With the state of the nation, the challenges we have in front of us in 2020, you might ask Why Now Now more than ever Women are being asked to choose between the health of their families, their children, their parents or their career – many are finding it hard to do all and do it well Too many courageous and tired women before us have worked so hard to advance women in the workplace; will not allow this pandemic, nor any challenging time to set us back. Because doesn’t have to be this difficult, we believe a more direct path, with guardrails to encourage, elevate and support women to achieve more and not be so darn tired by the time they get there is possible I believe in the power of possibility Yes it might be complicated, but it’s not impossible Change our thinking from its complicated to itspossible I believe, together as a community, we will make NEFL known as a destination where ALL of our talent can thrive, including women in both their personal and professional lives.