• JUMP offers women practical tools to help them realise their professional and personal aspirations• JUMP supports companies and organisations that wish to promote better gender diversity within their management www.jump.eu.com
The gender Diversity Ecosystem by McKinseyand the correspondent JUMP initiatives
In search of a gender bilingual company• Survey 2012: • Previous surveys: 2003 + 2005 • eve-olution (UK) and JUMP (BE)• Target: • 400 women in decision-making roles in Europe• Background • Executive ranks still dominated by men (McKinsey “Women Matter” 2012) • Shift in perspective! • Gender bilingual* = men and women as equal but different *A.Wittenberg-Cox, A.Maitland in Why Women Mean Business
Main questions1. Women’s skills and work styles2. Working relationships with male and female colleagues3. Flexible working and career development4. Corporate attitude towards women5. Career progression and retention initiatives training and coaching
Key findings • 95%: Not recognised/promoted on an equal basis to men • 75%: Not enough value on • 85%: Role model is communication/team important for building/relationships career success • 74%: Not enough • 73%: Men are time/money in training uncomfortable around influential men and women to work women together
Key conclusions• Senior women recognise gender differences as a practical reality• But corporate environment does not recognise women strengths and skills as different but equally valuable• Gender differences = fundamental component of all the diversity issues• “Cultured” organisation = concept of “diversity awareness training”• Optimal performance = deep understanding of masculine and feminine leadership in terms of skills, traits and abilities
Women’s skills and work styles • 95%: As leaders, women bring different but complementary skills • 71%: Companies do not place a high enough value on women skills • 60%: Corporate training/development do not take into account women’s learning preferences and styles
Corporate attitude towards women • 72%: Men’s opinions are respected more than women’s for key decisions • 69%: Women are still not recognised and promoted on an equal basis skills Some companies recognise the value of having women in senior positions, but not all of them take active measures to change the status quo.
Women/Men working relationships • 74%: Not enough time/money • 55%: Not comfortable is invested in training and during corporate coaching women and men on entertainment and how to work with each other business working events • 73%: Men are uncomfortable around influential women In the workplace, a lot • 62%: Men are more of women are afraid comfortable working with to talk about gender other men than with women issues with colleagues, even if they are women.
Female role models • 85%: Having female role models is important for women to succeed in the workplace I agree with the statement that female role models should not act like men in the workplace. I would like female role models to be themselves and consider their differences as being a rich asset, and feel proud about that.
Female leadership • 90%: Companies benefit when But only 47% find that they have women in senior companies recognise it! positions • 92% of the surveyed women Women should be believe in their abilities to encouraged to design their workplace and lead take leadership in expressing their needs and career ambitions, • 90% are more likely to stay in not adapt to pre- an organisation whose values existing conditions to are in line with their own become managers.
Work/life balance and career development• 41%: Family obligations are a barrier to career advancement• 66%: Flexible working and job share options are obstacles too• 90%: Flexible hours and/or childcare arrangements encourage women to remain in or return to the workplace.• Only 58% benefit from them within their company Once everyone starts looking at flexible working and job share options as a non- gender specific solution and it becomes acceptable/expected for men and women to take advantage of these options, there will be much less concern about the impact on career advancement.
Motivating factors • 88%: Recognition, respect • 64%: Learning and and team-spirit development • 72%: Being valued and • 61%: Freedom to be listened to comfortable and natural • 66%: Being able to make a • 51%: Opportunities for difference advancement
Initiatives to develop • 51%: Companies must still make proactive changes to encourage women to make a contribution • 69%: Leaders and decision makers don’t fully understand the real value of gender diversity in business