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1
A REPORT BY
2015
STATE
the
WOMEN IN HEALTHCARE
of
2
ABOUT THIS REPORT
As part of our commitment to gender diversity, Rock Health produces an annual report on the state of women in healthcare. We seek to gain a deeper
understanding of the challenges and opportunities women encounter in the healthcare industry. Our third report on this topic is based on a survey of
over 400 women across the healthcare sector, including entrepreneurs, investors, industry executives, and healthcare professionals. This report also
sources data from Rock Health's Digital Health Funding database.
AUTHORED BY
TERESA WANG
@teresawang6
SARAH JACOBSON
@sjacobson123
HALLE TECCO
@halletecco
SPECIAL THANKS TO
Fiahna Cabana
Lauren DeVos
Pat Donohue
Susannah Fox
Malay Gandhi
Julian Liang
Lora Rosenblum
WITH HELP FROM
Thanks to our friends:
MOLLIE MCDOWELL
@mahlie
3
WHY GENDER
DIVERSITY MATTERS
PRESENTATION © 2015 ROCK HEALTH
4
Women are
the key
stakeholder in
healthcare
of healthcare decisions for the family
are made by women
80%
of family and informal caregivers in the
home are women
Source: Family Caregiver Alliance, US Bureau Labor of Statistics
78%
75%
of women make up the healthcare
workforce
PRESENTATION © 2015 ROCK HEALTH
5
Yet women
continue to
be missing
from the
executive
ranks
Source: 100 Top Hospitals by Truven Health Analytics, Fortune 500, Rock Health Funding Database
FEMALES MAKE UP:
34%
27%
21%
6%
of executives at Top
100 hospitals
of board members at
Top 100 hospitals
of board members at
Fortune 500 healthcare
companies
of CEOs of funded
digital health
companies
PRESENTATION © 2015 ROCK HEALTH
6
There are not
enough
women
leading
companies
OUT OF 46 FORTUNE 500 HEALTHCARE COMPANIES,
ONLY 3 WOMEN ARE AT THE TOP
RANKED BY REVENUE
Source: 100 Top Hospitals by Truven Health Analytics, Fortune 500
Low High
MYLAN
HEATHER BRESCH
Chief Executive Officer
MOLINA HEALTHCARE AETNA
KAREN ROHAN
President
46 1940 37
TERRY BAYER
Chief Operating Officer
$7B
$7B
$47B
PRESENTATION © 2015 ROCK HEALTH
7
Companies
with women in
leadership
positions
make more
money
Source: “The Bottom Line: Corporate performance and women’s representation on boards”;“Does Female Representation in Top Management
Improve Firm Performance?”
$
42M
Firms with female
representation in top
leadership positions are
valued higher
GREATER
FIRM VALUE
FIRMS WITH HIGHER RETURNS HAVE
FEMALE BOARD DIRECTORS
Return on stock Return on equity Return on
investment
14%
9%
14%
10%
5%
8%
At least 3 female directors
< 3 female directors
PRESENTATION © 2015 ROCK HEALTH
8
Startups with
women on the
executive team
raise more
money
DIVERSE TEAMS IN HEALTHCARE RAISE MORE
Biotech Healthcare
Services
Digital
Health
Total
Investments
(all industries)
$
12M $
8M
+64%
Source: “Diana Report Women Entrepreneurs 2014: Bridging the Gender Gap in Venture Capital”
25%
22%
17%
15%
% TOTAL INVESTMENTS IN COMPANIES WITH
WOMEN ON THE EXEC TEAM
AVERAGE INVESTMENT SIZE
AVERAGE VALUATION VS. ALL MALE TEAM
Diverse teams All male teams
+49%
First round of
financing
Last round of
financing prior
to exit
PRESENTATION © 2015 ROCK HEALTH
9
Female
investors are
more likely to
recognize the
value of
female
founders As a female investor, I don’t have the assumption that a
woman shouldn’t run this company because there’s a
possibility that she might run off in 5 years to have a baby. I
ask male founders, shouldn’t you care about your family too?”
Managing Partner at
Venture Valkyrie
Source: “Women Entrepreneurs 2014: Bridging the Gender Gap in Venture Capital”
2x
How much more likely are VC firms with
women partners to invest in companies
with a woman on the management team?
3x
How much more likely are VC firms with
women partners to invest in companies
with a woman CEO?
“
LISA SUENNEN
PRESENTATION © 2015 ROCK HEALTH
10
There is still a
bias against
women in the
workplace
have adopted male behaviors in order to advance their career
50%
33%
believe being female is disadvantageous to their career
I am decisively in the camp that is ‘you should not act like a
man'. I’ve spent a lot of my career acting like a man—being
aggressive, sounding smart, and dictating—but that wasn’t
going to put me at a different level. My advice is to
understand and confidently play to your unique strengths.”
Chief Product Officer of
Evidation Health
CHRISTINE LEMKE
“
Source: XX in Health Survey (n=421)
All three ‘C-level’ executives are women
PRESENTATION © 2015 ROCK HEALTH
11
Men are more
confident but
women are
more
competent
45%
50%
55%
60%
Takesinitiative
Self-development
Integrityandhonesty
Drivesforresults
Developsothers
Inspiresothers
Buildsrelationships
Teamwork
Establishesgoals
Championschange
Problemsolving
Communication
Connectsoutside
Innovates
Technicalexpertise
Strategicperspective
Men
Women
Source: “Are Women Better Leaders than Men?”; “Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators”
Men rate themselves 21%
more
effective as leaders than women do
Yet, on
% RATED BY OTHERS WHO DISPLAY THE LEADERSHIP TRAIT
15 competencies ofof the 16
an effective leader, colleagues rated
women higher
PRESENTATION © 2015 ROCK HEALTH
12
Gender
diversity is
important for
workplace
culture
Diversity fosters a
more inclusive
culture
Diverse firms
experience 22%
lower turnover
Does your firm have
enough women?
Having a diverse team creates a positive, virtuous cycle
Women raise the
collective IQ of a
team
67% of job seekers
prioritize diversity
Source: “Case for Investing in Women”; “What Makes a Team Smarter? More Women”
PRESENTATION © 2015 ROCK HEALTH
13
Women feel
gender
continues to
hold them
back
Gender discrimination
still exists
Gender discrimination
and lack of respect is one
of the biggest hurdles
Their firms do not
support women in
career development
96%
45%
40%
Source: XX in Health Survey (n=421)
RESPONDENTS BELIEVE:
PRESENTATION © 2015 ROCK HEALTH
14
Women need
to support
each other
CEO of Kurbo Health
JOANNA STROBER
“We need encouragement from each other. For
example, when you have young kids, everything
just feels impossible because you’re not sleeping
enough, you’re worried about who’s taking care of
your kids, and it just becomes a tornado. But that’s
actually just a really short period of time and it
helps knowing that it gets easier.
40%
ONLY
believe it would be advantageous to have a female manager
Source: XX in Health Survey (n=421)
PRESENTATION © 2015 ROCK HEALTH
15
Women are
financially
penalized for
having a
family
Source: “Getting a Job: Is There a Motherhood Penalty?”
INCOME EFFECT
MEN
WOMEN+6%
-4%
Men with children
are viewed as more
stable and
committed
Women with
children are viewed
as easily
distractible
MOTHERHOOD PENALTY
20%
• Childless, unmarried
women make twenty-
percent more than married
mothers
• Female managers with
children are rated as less
competent
(CHANGE IN % OF INCOME PER CHILD)
/ child
/ child
PRESENTATION © 2015 ROCK HEALTH
$
140K
Female pay
$
203K
$
112K
$
120K
Median physician income
$
51K
$
60K
Median nurse income Median pharmacist income
16
And women
continue to be
underpaid for
the same job
Source: US Bureau Labor of Statistics; The Pew Charitable Trusts
Male pay
45%
wage gap
18%
7%
PRESENTATION © 2015 ROCK HEALTH
17
Women do not
feel they are
achieving
their full
potential
44%
TOP THREE CAREER BARRIERS IDENTIFIED BY RESPONDENTS
64%
Women believe
underselling their skills in
the workplace limits their
careers
53%
In balancing work and
personal commitments,
many women cite lack of
time as a significant
barrier
Women feel they can’t
connect with senior
leadership and they lack
mentors
CONFIDENCE BALANCE MENTORSHIP
(% OF WOMEN)
Source: XX in Health Survey (n=421)
PRESENTATION © 2015 ROCK HEALTH
18
Lack of
access to
mentors is
still a barrier
for women
% OF WOMEN THAT:
do not have a mentor do not have a female
mentor
believe they have less
access to mentors than
their male colleagues
40%
85%
50%
Source: XX in Health Survey (n=421)
PRESENTATION © 2015 ROCK HEALTH
19
Women should
take advantage
of their
network to
identify strong
mentors
Women don't take advantage of their network to
reach out to people who could be mentors. People
are so much more willing to take time to talk to you
than you think they are. I wish I had known that
earlier in my career."
“
Chief Marketing Officer of
Welltok
MICHELLE SYNDER
global members4,000+
cities hosting events9
LinkedIn members2,300+
PRESENTATION © 2015 ROCK HEALTH
20
Top cited role models
Elena Rios
Elizabeth Blackburn
Elizabeth Holmes
Elizabeth Nabel
Ellen Zane
Ellie Garret
Esther Dyson
Fawn Lopez
Florence Nightingale
Gabriella Heinsheimer
Gail Boudreaux
Gail Christopher
Gail Wilensky
Geradine Simkin
Ginger Graham
Gisela Paulsen
Grace Colon
Halle Tecco
Heather Ross
Hillary Clinton
Ilse Treurnicht
Ilyse Hogue
Iman Nazeeri-Simons
Indu Subayia
Jane Cummings
Jane Henney
Jane Sarasohn-Kahn
Janis Orlowski
Jeannine Rivet
Jen Hyatt
Kim Bradley
Kim Henrichsen
Kim Popovitz
Kim Tyrell-Knott
Kirsten Gillibrand
Kitty Ernst
Komathi Stern
Kristen Darby
Kristen Torres Mowat
Kristi Henderson
Kyra Bobinet
Larissa Severenko
Laura Chavaree
Laura Davies
Laura Esserman
Laura Wood
Leota Lind
Lesley Solomon
Leslie Saxon
Lillian B. Rubin
Linda Avey
Linda Freid
Lisa Gualtieri
Lisa Maki
Lisa Suennen
Liz Johnson
Lorry Schoenly
Lynn Shapiro Snyder
Madeline Albright
Mandi Bishop
Marcia Brand
Margaret Hamburg
Margaret Laws
Maria Hale
Maria Ly
Marianne James
Marianne Udow-Philips
Marilyn Chow
Marilyn Tavenner
Marissa Levine
Marissa Mayer
Martha Wofford
Mary Brainerd
Mary Currier
Mary Muse
MaryAnn Stump
MaryJo Haddad
Mathy Mezey
Maureen Bisognano
Maureen McCausland
Melinda Gates
Meredith Kim
Meredith Philips
Michelle Byrd
Michelle Obama
Miriam Wright-Edelman
Missy Krasner
Molly Cogan
Molly Coye
Myrtle Potter
Jennifer DeCubellis
Jessica Dudley
Jessica Gonzalez-Rojas
Jessica Richman
Jillian Tullis
Joanne Pohl
Jodi Condyles
Joia Mukherjee
Joycelyn Elders
Judy Faulkner
Judy Murphy
Judy Norsigian
Julie Murchinson
June Simmons
Karen DeSalvo
Karen Ignagni
Karen Middleton
Kate Hermans
Kate Kohn-Parrot
Kate Walsh
Kate Wilson
Kathleen Sebelius
Kathy Balestreri
Kathy Glaub
Kathy Guisti
Kathy Hudson
Kathy Lancaster
Kathy Nieder
Kathy Romano
Kavita Patel
Catherine Knox
Catherine Whiteside
Cathy Young
Cecile Richards
Chelsea Clinton
Cheryl Sharp
Christina Lamontagne
Ciara Soh
Clare Gerada
Connie Ryerson
Cora Tellez
Cristina Regalado
Cynthia Pearson
Danielle Russella
Dava Freed
Deanna Mulligan
Deb Kilpatrick
Debbie Donovan
Deborah Dunsire
Debra Albert
Debra Lieberman
Debra Ness
Debra Reisenthel
Diana Hendel
Diana Mason
Diane Gage Lofgren
Donna Katen Bahensky
Donna Shalala
Donna Sprujit-Metz
Eileen Auen
Aenor Sawyer
Alexandra Drane
Alexis Arrowsmith
Alexis de Raadt
Alice Chen
Alide Chase
Allison Leak
Amanda Goltz
Amy Andersen
Amy Cueva
Amy DuRoss
Amy Kincaid
Amy Percy
Andrea Price
Angela Braly
Ann Albright
Ann Plante
Anne Beal
Anne Wojcicki
Bernadette Keefe
Beth Comstock
Betsy Nabel
Bonnie Anderson
Bridget Duffy
Bridgette Heller
Cara McNulty
Carleen Hawn
Carol Walsh
Carol Salerno
Carolyn Clancy
Nancy Lindborg
Nancy Schlichting
Nancy Turnbull
Naomi Fried
Nina DeSalvo
Nina Kjellson
Nora Belcher
Orphelia Dahl
Pam Cipriano
Pamela Hudson
Pat Christen
Patty Mechael
Paula Johnson
Paula Knight
Peggy Chin
Peggy Kurusz
Penny Simkin
Penny Wheeler
Rachel Kyte
Rachelle Walensky
Rain Henderson
Regina Benjamin
Regina Herzlinger
Reshma Khilnani
Risa Lavizzo-Mourey
Robin Strongin
Ruth Lubic
Sally Osberg
Sandra Fenwick
Sharon O'Keefe
Sheryl Sandberg
Silona Bonewald
Steph Reel
Sue Shlick
Sue Siegel
Sumbul Desai
Susan Albert
Susan Dentzer
Susan Desmond-Hellmann
Susan Edgman-Levitan
Susan Love
Susan Moffat Bruce
Susan Pepin
Susan Stone
Susan Turney
Susannah Fox
Suzanne Bakken
Suzy Myers
Tanisha Carino
Tejal Gandhi
Teri Pipe
Ursula Burns
Valerie Fleishman
Valerie Ulstad
Valinda Rutledge
Veda Johnson
Veronica Barajas
Vondie Woodbury
Wen Dombrowski
Wendy Everett
Wendy Sue Swanson
241women were uniquely
identified as role models
Source: XX in Health Survey (free form responses, n=242)
We have strong female role models and mentors out there
21
THE NEXT STEPS
PRESENTATION © 2015 ROCK HEALTH
22
Start gender
diversity at
the hiring
process
Source: XX in Health Survey (free form responses, n=171)
of women felt their organizations had an
objective hiring process
ONLY
change it
2%
Workplace diversity all starts with hiring. Women
just aren’t getting in the funnel, even if they are
just as qualified. And if you don’t have a previous
relationship or a warm introduction to the hiring
manager, then you’re likely not getting the job.”
“
Principal at Canaan
Partners
JULIE PAPANEK
PRESENTATION © 2015 ROCK HEALTH
23
Note: Top 2 cited reasons for supportive organizations are mentorship opportunities and leadership programs
Develop a
flexible
culture that is
respectful of
employee
priorities
Source: XX in Health Survey (free form responses, n=171)
CEO of Wildflower Health
LEAH SPARKS
We have an internal document called ‘How I work’
where people write down the the time, place, and
style that they work best. We want people to work
the way that’s most productive for them.”
“
3# Flexibility is the third most common reason women
cite for why they work at supportive and respective
firms
try this
Both co-founders were women
PRESENTATION © 2015 ROCK HEALTH
24
Level the
playing field
by recognizing
the many ways
employees add
value
The overall goal in the workplace is to get to a
point where you evaluate people by total
contribution. But to get there, you have to be open
to acknowledging biases. If men are willing to
speak up for and advocate work that isn’t being
appreciated, it would improve equality for
everyone. Organizations can do a better job of
documenting all the ways an employee can
contribute to the organization.”
“
Professor at Wharton
School of the University of
Pennsylvania and author
of Give and Take
ADAM GRANT
15%
more promotions than womenMen receive
what we can do
Source: “Why Men Still get More Promotions than Women”
Co-authored a NYT series with
Sheryl Sandberg on how to
end gender discrimination
PRESENTATION © 2015 ROCK HEALTH
25
Women
should not be
afraid to
embrace risk
and speak up
COO of TEDMED
SHIRLEY BERGIN
“Embrace risk. When you fail, it’s not a reflection on
who you are. It’s a reflection on the work that was
done at that moment in time. Ask yourself, what’s
the worst thing that can happen. Usually, the worst
thing is it won’t work. If that’s the worst thing, then
you need to give it a try! If you’re not going to hurt
someone, then you take a risk and make it
happen.”
1# The best piece of advice respondents received was
to be confident, speak up, and take risks
Source: XX in Health Survey (free form responses, n=269)
just do it
PRESENTATION © 2015 ROCK HEALTH
26
Remember,
there is only
one you
CEO of 23andMe
ANNE WOJCICKI
“Life is not always fair, but you can choose how to
live your life. Find your passion and pursue it.
Ignore the critics and the naysayers. The only
person who has to believe it's possible is you. Be
bold, be brave and don't be afraid to make
mistakes.”
Be authentic. Know who you are and be
proud of it. If you don’t have confidence in
yourself and your ability to lead, no one else
will."
“
CEO of YWCA
DARA RICHARDSON-HERON
Both co-founders were
women
27
ACKNOWLEDGEMENTS
Thank you to all those who participated in the State of Women in Healthcare 2015 Survey!
We are also very grateful for all the industry, academic, startup and venture individuals who have shared their thoughts with us. Special thank you to
Adam Grant, Alondra Nelson, Anne Wojcicki, Betsy Bradley, Brian Cronin, Christine Lemke, Dara Richardson-Heron, Janet Widmann, Joanna Strober,
Julie Papanek, Leah Sparks, Lisa Suennen, Lynne Chou, Mandy O’Neill, Maria Ly, Michelle Snyder, Robin Strongin, Shirley Bergin, Steph Habif , Sue
Siegel, and Yael Harris for your time and insights.
Last but definitely not least, we are fortunate to work with some of the most amazing women in digital health. Thank you to Emily King, Mara Perman,
and Lauren White.
@ROCK_HEALTH
HELLO@ROCKHEALTH.COM
Thank you for reading our
WOMEN IN HEALTHCARE REPORT 2015!

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The State of Women in Healthcare 2015 by @Rock_Health

  • 2. 2 ABOUT THIS REPORT As part of our commitment to gender diversity, Rock Health produces an annual report on the state of women in healthcare. We seek to gain a deeper understanding of the challenges and opportunities women encounter in the healthcare industry. Our third report on this topic is based on a survey of over 400 women across the healthcare sector, including entrepreneurs, investors, industry executives, and healthcare professionals. This report also sources data from Rock Health's Digital Health Funding database. AUTHORED BY TERESA WANG @teresawang6 SARAH JACOBSON @sjacobson123 HALLE TECCO @halletecco SPECIAL THANKS TO Fiahna Cabana Lauren DeVos Pat Donohue Susannah Fox Malay Gandhi Julian Liang Lora Rosenblum WITH HELP FROM Thanks to our friends: MOLLIE MCDOWELL @mahlie
  • 4. PRESENTATION © 2015 ROCK HEALTH 4 Women are the key stakeholder in healthcare of healthcare decisions for the family are made by women 80% of family and informal caregivers in the home are women Source: Family Caregiver Alliance, US Bureau Labor of Statistics 78% 75% of women make up the healthcare workforce
  • 5. PRESENTATION © 2015 ROCK HEALTH 5 Yet women continue to be missing from the executive ranks Source: 100 Top Hospitals by Truven Health Analytics, Fortune 500, Rock Health Funding Database FEMALES MAKE UP: 34% 27% 21% 6% of executives at Top 100 hospitals of board members at Top 100 hospitals of board members at Fortune 500 healthcare companies of CEOs of funded digital health companies
  • 6. PRESENTATION © 2015 ROCK HEALTH 6 There are not enough women leading companies OUT OF 46 FORTUNE 500 HEALTHCARE COMPANIES, ONLY 3 WOMEN ARE AT THE TOP RANKED BY REVENUE Source: 100 Top Hospitals by Truven Health Analytics, Fortune 500 Low High MYLAN HEATHER BRESCH Chief Executive Officer MOLINA HEALTHCARE AETNA KAREN ROHAN President 46 1940 37 TERRY BAYER Chief Operating Officer $7B $7B $47B
  • 7. PRESENTATION © 2015 ROCK HEALTH 7 Companies with women in leadership positions make more money Source: “The Bottom Line: Corporate performance and women’s representation on boards”;“Does Female Representation in Top Management Improve Firm Performance?” $ 42M Firms with female representation in top leadership positions are valued higher GREATER FIRM VALUE FIRMS WITH HIGHER RETURNS HAVE FEMALE BOARD DIRECTORS Return on stock Return on equity Return on investment 14% 9% 14% 10% 5% 8% At least 3 female directors < 3 female directors
  • 8. PRESENTATION © 2015 ROCK HEALTH 8 Startups with women on the executive team raise more money DIVERSE TEAMS IN HEALTHCARE RAISE MORE Biotech Healthcare Services Digital Health Total Investments (all industries) $ 12M $ 8M +64% Source: “Diana Report Women Entrepreneurs 2014: Bridging the Gender Gap in Venture Capital” 25% 22% 17% 15% % TOTAL INVESTMENTS IN COMPANIES WITH WOMEN ON THE EXEC TEAM AVERAGE INVESTMENT SIZE AVERAGE VALUATION VS. ALL MALE TEAM Diverse teams All male teams +49% First round of financing Last round of financing prior to exit
  • 9. PRESENTATION © 2015 ROCK HEALTH 9 Female investors are more likely to recognize the value of female founders As a female investor, I don’t have the assumption that a woman shouldn’t run this company because there’s a possibility that she might run off in 5 years to have a baby. I ask male founders, shouldn’t you care about your family too?” Managing Partner at Venture Valkyrie Source: “Women Entrepreneurs 2014: Bridging the Gender Gap in Venture Capital” 2x How much more likely are VC firms with women partners to invest in companies with a woman on the management team? 3x How much more likely are VC firms with women partners to invest in companies with a woman CEO? “ LISA SUENNEN
  • 10. PRESENTATION © 2015 ROCK HEALTH 10 There is still a bias against women in the workplace have adopted male behaviors in order to advance their career 50% 33% believe being female is disadvantageous to their career I am decisively in the camp that is ‘you should not act like a man'. I’ve spent a lot of my career acting like a man—being aggressive, sounding smart, and dictating—but that wasn’t going to put me at a different level. My advice is to understand and confidently play to your unique strengths.” Chief Product Officer of Evidation Health CHRISTINE LEMKE “ Source: XX in Health Survey (n=421) All three ‘C-level’ executives are women
  • 11. PRESENTATION © 2015 ROCK HEALTH 11 Men are more confident but women are more competent 45% 50% 55% 60% Takesinitiative Self-development Integrityandhonesty Drivesforresults Developsothers Inspiresothers Buildsrelationships Teamwork Establishesgoals Championschange Problemsolving Communication Connectsoutside Innovates Technicalexpertise Strategicperspective Men Women Source: “Are Women Better Leaders than Men?”; “Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators” Men rate themselves 21% more effective as leaders than women do Yet, on % RATED BY OTHERS WHO DISPLAY THE LEADERSHIP TRAIT 15 competencies ofof the 16 an effective leader, colleagues rated women higher
  • 12. PRESENTATION © 2015 ROCK HEALTH 12 Gender diversity is important for workplace culture Diversity fosters a more inclusive culture Diverse firms experience 22% lower turnover Does your firm have enough women? Having a diverse team creates a positive, virtuous cycle Women raise the collective IQ of a team 67% of job seekers prioritize diversity Source: “Case for Investing in Women”; “What Makes a Team Smarter? More Women”
  • 13. PRESENTATION © 2015 ROCK HEALTH 13 Women feel gender continues to hold them back Gender discrimination still exists Gender discrimination and lack of respect is one of the biggest hurdles Their firms do not support women in career development 96% 45% 40% Source: XX in Health Survey (n=421) RESPONDENTS BELIEVE:
  • 14. PRESENTATION © 2015 ROCK HEALTH 14 Women need to support each other CEO of Kurbo Health JOANNA STROBER “We need encouragement from each other. For example, when you have young kids, everything just feels impossible because you’re not sleeping enough, you’re worried about who’s taking care of your kids, and it just becomes a tornado. But that’s actually just a really short period of time and it helps knowing that it gets easier. 40% ONLY believe it would be advantageous to have a female manager Source: XX in Health Survey (n=421)
  • 15. PRESENTATION © 2015 ROCK HEALTH 15 Women are financially penalized for having a family Source: “Getting a Job: Is There a Motherhood Penalty?” INCOME EFFECT MEN WOMEN+6% -4% Men with children are viewed as more stable and committed Women with children are viewed as easily distractible MOTHERHOOD PENALTY 20% • Childless, unmarried women make twenty- percent more than married mothers • Female managers with children are rated as less competent (CHANGE IN % OF INCOME PER CHILD) / child / child
  • 16. PRESENTATION © 2015 ROCK HEALTH $ 140K Female pay $ 203K $ 112K $ 120K Median physician income $ 51K $ 60K Median nurse income Median pharmacist income 16 And women continue to be underpaid for the same job Source: US Bureau Labor of Statistics; The Pew Charitable Trusts Male pay 45% wage gap 18% 7%
  • 17. PRESENTATION © 2015 ROCK HEALTH 17 Women do not feel they are achieving their full potential 44% TOP THREE CAREER BARRIERS IDENTIFIED BY RESPONDENTS 64% Women believe underselling their skills in the workplace limits their careers 53% In balancing work and personal commitments, many women cite lack of time as a significant barrier Women feel they can’t connect with senior leadership and they lack mentors CONFIDENCE BALANCE MENTORSHIP (% OF WOMEN) Source: XX in Health Survey (n=421)
  • 18. PRESENTATION © 2015 ROCK HEALTH 18 Lack of access to mentors is still a barrier for women % OF WOMEN THAT: do not have a mentor do not have a female mentor believe they have less access to mentors than their male colleagues 40% 85% 50% Source: XX in Health Survey (n=421)
  • 19. PRESENTATION © 2015 ROCK HEALTH 19 Women should take advantage of their network to identify strong mentors Women don't take advantage of their network to reach out to people who could be mentors. People are so much more willing to take time to talk to you than you think they are. I wish I had known that earlier in my career." “ Chief Marketing Officer of Welltok MICHELLE SYNDER global members4,000+ cities hosting events9 LinkedIn members2,300+
  • 20. PRESENTATION © 2015 ROCK HEALTH 20 Top cited role models Elena Rios Elizabeth Blackburn Elizabeth Holmes Elizabeth Nabel Ellen Zane Ellie Garret Esther Dyson Fawn Lopez Florence Nightingale Gabriella Heinsheimer Gail Boudreaux Gail Christopher Gail Wilensky Geradine Simkin Ginger Graham Gisela Paulsen Grace Colon Halle Tecco Heather Ross Hillary Clinton Ilse Treurnicht Ilyse Hogue Iman Nazeeri-Simons Indu Subayia Jane Cummings Jane Henney Jane Sarasohn-Kahn Janis Orlowski Jeannine Rivet Jen Hyatt Kim Bradley Kim Henrichsen Kim Popovitz Kim Tyrell-Knott Kirsten Gillibrand Kitty Ernst Komathi Stern Kristen Darby Kristen Torres Mowat Kristi Henderson Kyra Bobinet Larissa Severenko Laura Chavaree Laura Davies Laura Esserman Laura Wood Leota Lind Lesley Solomon Leslie Saxon Lillian B. Rubin Linda Avey Linda Freid Lisa Gualtieri Lisa Maki Lisa Suennen Liz Johnson Lorry Schoenly Lynn Shapiro Snyder Madeline Albright Mandi Bishop Marcia Brand Margaret Hamburg Margaret Laws Maria Hale Maria Ly Marianne James Marianne Udow-Philips Marilyn Chow Marilyn Tavenner Marissa Levine Marissa Mayer Martha Wofford Mary Brainerd Mary Currier Mary Muse MaryAnn Stump MaryJo Haddad Mathy Mezey Maureen Bisognano Maureen McCausland Melinda Gates Meredith Kim Meredith Philips Michelle Byrd Michelle Obama Miriam Wright-Edelman Missy Krasner Molly Cogan Molly Coye Myrtle Potter Jennifer DeCubellis Jessica Dudley Jessica Gonzalez-Rojas Jessica Richman Jillian Tullis Joanne Pohl Jodi Condyles Joia Mukherjee Joycelyn Elders Judy Faulkner Judy Murphy Judy Norsigian Julie Murchinson June Simmons Karen DeSalvo Karen Ignagni Karen Middleton Kate Hermans Kate Kohn-Parrot Kate Walsh Kate Wilson Kathleen Sebelius Kathy Balestreri Kathy Glaub Kathy Guisti Kathy Hudson Kathy Lancaster Kathy Nieder Kathy Romano Kavita Patel Catherine Knox Catherine Whiteside Cathy Young Cecile Richards Chelsea Clinton Cheryl Sharp Christina Lamontagne Ciara Soh Clare Gerada Connie Ryerson Cora Tellez Cristina Regalado Cynthia Pearson Danielle Russella Dava Freed Deanna Mulligan Deb Kilpatrick Debbie Donovan Deborah Dunsire Debra Albert Debra Lieberman Debra Ness Debra Reisenthel Diana Hendel Diana Mason Diane Gage Lofgren Donna Katen Bahensky Donna Shalala Donna Sprujit-Metz Eileen Auen Aenor Sawyer Alexandra Drane Alexis Arrowsmith Alexis de Raadt Alice Chen Alide Chase Allison Leak Amanda Goltz Amy Andersen Amy Cueva Amy DuRoss Amy Kincaid Amy Percy Andrea Price Angela Braly Ann Albright Ann Plante Anne Beal Anne Wojcicki Bernadette Keefe Beth Comstock Betsy Nabel Bonnie Anderson Bridget Duffy Bridgette Heller Cara McNulty Carleen Hawn Carol Walsh Carol Salerno Carolyn Clancy Nancy Lindborg Nancy Schlichting Nancy Turnbull Naomi Fried Nina DeSalvo Nina Kjellson Nora Belcher Orphelia Dahl Pam Cipriano Pamela Hudson Pat Christen Patty Mechael Paula Johnson Paula Knight Peggy Chin Peggy Kurusz Penny Simkin Penny Wheeler Rachel Kyte Rachelle Walensky Rain Henderson Regina Benjamin Regina Herzlinger Reshma Khilnani Risa Lavizzo-Mourey Robin Strongin Ruth Lubic Sally Osberg Sandra Fenwick Sharon O'Keefe Sheryl Sandberg Silona Bonewald Steph Reel Sue Shlick Sue Siegel Sumbul Desai Susan Albert Susan Dentzer Susan Desmond-Hellmann Susan Edgman-Levitan Susan Love Susan Moffat Bruce Susan Pepin Susan Stone Susan Turney Susannah Fox Suzanne Bakken Suzy Myers Tanisha Carino Tejal Gandhi Teri Pipe Ursula Burns Valerie Fleishman Valerie Ulstad Valinda Rutledge Veda Johnson Veronica Barajas Vondie Woodbury Wen Dombrowski Wendy Everett Wendy Sue Swanson 241women were uniquely identified as role models Source: XX in Health Survey (free form responses, n=242) We have strong female role models and mentors out there
  • 22. PRESENTATION © 2015 ROCK HEALTH 22 Start gender diversity at the hiring process Source: XX in Health Survey (free form responses, n=171) of women felt their organizations had an objective hiring process ONLY change it 2% Workplace diversity all starts with hiring. Women just aren’t getting in the funnel, even if they are just as qualified. And if you don’t have a previous relationship or a warm introduction to the hiring manager, then you’re likely not getting the job.” “ Principal at Canaan Partners JULIE PAPANEK
  • 23. PRESENTATION © 2015 ROCK HEALTH 23 Note: Top 2 cited reasons for supportive organizations are mentorship opportunities and leadership programs Develop a flexible culture that is respectful of employee priorities Source: XX in Health Survey (free form responses, n=171) CEO of Wildflower Health LEAH SPARKS We have an internal document called ‘How I work’ where people write down the the time, place, and style that they work best. We want people to work the way that’s most productive for them.” “ 3# Flexibility is the third most common reason women cite for why they work at supportive and respective firms try this Both co-founders were women
  • 24. PRESENTATION © 2015 ROCK HEALTH 24 Level the playing field by recognizing the many ways employees add value The overall goal in the workplace is to get to a point where you evaluate people by total contribution. But to get there, you have to be open to acknowledging biases. If men are willing to speak up for and advocate work that isn’t being appreciated, it would improve equality for everyone. Organizations can do a better job of documenting all the ways an employee can contribute to the organization.” “ Professor at Wharton School of the University of Pennsylvania and author of Give and Take ADAM GRANT 15% more promotions than womenMen receive what we can do Source: “Why Men Still get More Promotions than Women” Co-authored a NYT series with Sheryl Sandberg on how to end gender discrimination
  • 25. PRESENTATION © 2015 ROCK HEALTH 25 Women should not be afraid to embrace risk and speak up COO of TEDMED SHIRLEY BERGIN “Embrace risk. When you fail, it’s not a reflection on who you are. It’s a reflection on the work that was done at that moment in time. Ask yourself, what’s the worst thing that can happen. Usually, the worst thing is it won’t work. If that’s the worst thing, then you need to give it a try! If you’re not going to hurt someone, then you take a risk and make it happen.” 1# The best piece of advice respondents received was to be confident, speak up, and take risks Source: XX in Health Survey (free form responses, n=269) just do it
  • 26. PRESENTATION © 2015 ROCK HEALTH 26 Remember, there is only one you CEO of 23andMe ANNE WOJCICKI “Life is not always fair, but you can choose how to live your life. Find your passion and pursue it. Ignore the critics and the naysayers. The only person who has to believe it's possible is you. Be bold, be brave and don't be afraid to make mistakes.” Be authentic. Know who you are and be proud of it. If you don’t have confidence in yourself and your ability to lead, no one else will." “ CEO of YWCA DARA RICHARDSON-HERON Both co-founders were women
  • 27. 27 ACKNOWLEDGEMENTS Thank you to all those who participated in the State of Women in Healthcare 2015 Survey! We are also very grateful for all the industry, academic, startup and venture individuals who have shared their thoughts with us. Special thank you to Adam Grant, Alondra Nelson, Anne Wojcicki, Betsy Bradley, Brian Cronin, Christine Lemke, Dara Richardson-Heron, Janet Widmann, Joanna Strober, Julie Papanek, Leah Sparks, Lisa Suennen, Lynne Chou, Mandy O’Neill, Maria Ly, Michelle Snyder, Robin Strongin, Shirley Bergin, Steph Habif , Sue Siegel, and Yael Harris for your time and insights. Last but definitely not least, we are fortunate to work with some of the most amazing women in digital health. Thank you to Emily King, Mara Perman, and Lauren White. @ROCK_HEALTH HELLO@ROCKHEALTH.COM Thank you for reading our WOMEN IN HEALTHCARE REPORT 2015!