IT Chapter President, Svetlana Sidenko, is sharing her thoughts about how women can get seat at the business table.

1. how do women get a seat at the table
RE-THINKING ABOUT THE LIMITS WOMEN SET TO THEIR OWN
LEADERSHIP STYLE
How do women get a seat at the table
Svetlana Sidenko
20.11.2019

2. The Presentation Which You Will See Today
• Is a reflection of my personal opinion and a result of my research.
• Is about my personal journey.
• Is a set of thoughts on how to become a better leader.
• Is suitable for all genders.

3. Self – Assessment : Can you confidently state that you …
• Consistently comfortable questioning those in authority when their
expectations or requests don’t make sense.
• When asked what you do, describe work in terms of achievements and the
way in which you add value to the company.
• Seek high-profile assignments that will stretch your skills and let others see
what you are capable of.
• Present ideas using influential business language.
• Devote time each week to building and maintaining your network.
• Vary your communication style to influence others to accept your ideas and
proposals.
Nice girls

4. SVETLANA SIDENKO
Professional profile and accomplishments

5. Laureate of 18th annual Prix Femmes d'affaires
du Québec
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6. 6
• 25 years in Management and IT, thousands students trained, multiple clients
projects delivered (SITA, Pfizer, Hydro Quebec, Air Canada, IBM, Aeroplan, City
National Bank, CN, BDC, etc…)
• International Speaker

7. BRM Institute Ambassador for Canada Region
7
2018 Global
Excellence
Award Winner

8. Education
8
• BComm in MIS (Concordia University)
• MSc (Admin) in MIS JMSB
• Currently PhD in Business Technology, UQO

9. Certifications and Accreditations
• PMP® and member of PMI since 2003, PRINCE2® Practitioner, MP ITIL® 4,
ITIL® Expert, CGEIT®, VeriSM™, BRMP®, CBRM®, CobiT®5 and 2019,
TIPA Lead Assessor, CPDE®, Change Management Registered Practitioner,
ISO 2000, ISO 27002
• Plan for 2020: DevOps, Agile, Design Thinking
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10. 10

11. Gender Gap
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12. Economic Gender Gap
According to the World Economic Forum, at the current rate of progress the
economic gender gap will close in 170 years!
12Source: Global Gender Gap Report 2016, World Economic Forum: http://reports.weforum.org/global-gender-gap-report-2016/

13. Business Gender Gap in Canada
• Canadian women
• 56% of bachelor’s degree and 51% of master’s degrees graduates
• 82% are working
• only 35.1% of all managers, and 32.6% of senior managers
• only 5% of Canadian tech companies have a female CEO
• no female CEOs within the top 25 largest corporations
• women earn 87 cents for every $1 a man does, Statscan says
• Canadian men
• continue to hold 90% of C-Level Executive roles
13
Source: https://www.catalyst.org/research/women-in-management/

14. Business Gender Gap
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Despite outnumbering men in higher education, women are more and more
underrepresented in the work force at every level.
Source: McKinsey, from https://www.cbc.ca/news/business/gender-equality-mckinsey

15. Women Named Executive Officers in Canada
15
Rosenzweig report 2019:
Out of the 532 Named
Executive Officers (NEO) in
Canada’s 100 largest
publicly traded corporations,
only 53 are women (10%).
Progress can only be described as incremental
At this rate it will be at least 2040 before women will occupy even 30% of
these jobs. Today’s millennial generation will be approaching retirement.
Source: https://static1.squarespace.com/static/5512c694e4b0dc3ba767febe/t/5c96c6ffe2c4837cbb6e4add/1553385225387/RCI-14th-Annual-
Rosezweig-Report.pdf

16. Gender Inequality Is Bad For The Economy As a Whole
• Women are 30% less likely than men to get promoted out of an entry-level
position, and 60% less likely to move from middle management into the
executive ranks
BUT
• Decreasing gender inequality in the workplace may benefit Canada’s
economy by as much as $150 billion by 2026.
• High-performing businesses have up to 37%, women in leadership roles:
compared to 19% in lower-ranked companies.
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Source: McKensie http://www.cbc.ca/news/business/gender-equality-mckinsey

17. 17

18. Move From Talk to Action
“…advancement of women is proceeding
incrementally at best in many C-suites and
boardrooms across the nation…only modest
gains are being made…corporate Canada
(has) to move beyond more talk and get
straight to more action.”
Kathleen Taylor, Chair of the Board, Royal Bank of
Canada; Former President and Chief Executive
Officer, Four Seasons Hotels and Resorts
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Source: Rozenzweig & Company, The 14th Annual Rozenzweig Report (2019)

19. Women in Canadian Government
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• A 2019 global ranking of
gender equality in National
Parliaments placed Canada at
#61, behind (# 1 is Rwanda)
• RECORD in 2019: 98 Women,
which is less than 1/3 of
Members of Parliament
elected in 2019
Source: https://vancouversun.com/news/national/record-98-women-were-elected-in-canadas-43rd-parliament

20. Women Are Taking Their Place In The Canadian
Business Ecosystem
• Canada should have
an equal number
of new female and
male entrepreneurs
in 13 to 22 years.
• The entrepreneurial
activity gender gap
reached a record low
in 2018
20
Source: bdc.ca – Business Development Bank of Canada – A Nation of Entrepreneurs: The Changing Face of Canadian Entrepreneurship

21. Gender Bias
21

22. Gender Bias
• Multiple researches show that
• both men and women believe that leaders should show stereotypically
masculine traits
• those at the top, who are overwhelmingly men, show a preference for
promoting those who are similar to them
• women are less optimistic about their opportunity to attain a leadership
position and doubt their leadership competencies
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23. Qualifications Bias
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Women are more selective (or
hesitant) when applying
When looking at candidates on
LinkedIn, recruiters are:
Source: Linkedin reports, 2019
16%
Women are 16% less
likely than men to apply
to a job after
20% Women Apply to 20%
fewer jobs than men
13%
less likely to click on a
woman’s profile when
she shows up in search
20%
less likely to send a
woman an InMail after
viewing her profile

24. How To Change Our Mindset
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25. 25
Don’t worry, this is not about gender parity
This is about how to change our mindset
First, acknowledge that we are different
Second, be deliberate about getting your “seat at the table”

26. Self – Assessment: are you…
An Employee ? Or a Partner in the Process?
Do your job. Think about ways to make the company money, save the company money, or
improve efficiencies.
Don’t question authority. Diplomatically question directives or assignments that don’t seem logical or
efficient.
Collect a paycheck. Gain valuable transferrable skills through experience, training, and seizing new
opportunities.
Perform the duties described
in your job description.
Expand the boundaries of your job description by doing things that aren’t asked of you but
that need to be done.
Think day-to-day. Think long-term.
Wait for assignments. Seek opportunities, gather data, present proposal, and make it happen.
26
Source: Frankel, L. P. Nice girls don't get the corner office: 101 unconscious mistakes women make that sabotage their careers. New
York: Warner Business Books, 2004.

27. 27
Form Louann Brizendine, M.D., author of The Female Brain.
Female Leaders Male Leaders
Interactive Transactional
Participative Hierarchal
Collaborate connectively Collaborate competitively
Group problem solve Personally problem solve
Inductive in problem solving Deductive in problem solving
Define themselves by being relationally literate Define themselves through accomplishments
Prefer to be recognized Ask to be recognized
Ascertains the exact needs of each team member Cares more about larger structural needs
Emphasize complex and multi-tasking activities Single task orientation and completion
Helps others express emotions Downplays emotions
Directly empathizes Promotes independent resolution
Cognizant of the specific need of many at once Cognizant of the needs of the organization
Verbally encourages and praises Encourages less feelings and more action
Resolves emotional conflicts to reduce stress Denies emotional vulnerability to reduce stress

28. Different Leadership Style
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WOMEN MEN
More “transformational” More “transactional”
• Seek to be an inspiring role
model to their subordinates
• Invest time in coaching team
members; care about their
personal development
• Emphasize on teamwork and
communication as a key to
success
• More of the “old school” where
leaders should not be questioned.
• Often remain uninvolved to let
their teams focus on their work
• Wait until problems become
severe before they step in and
take charge
• Engage with subordinates to give
orders and hold them accountable

29. Different Communication Style
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WOMEN MEN
More “participative” More “command and control”
• Democratic
• Encourage employees to find their
own direction
• Are more involved in
conversations and listening
• Task-oriented
• Provide direction

30. Different Self-Branding Style
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WOMEN MEN
Tend not to “self-promote” Tend to “branding themselves”
• More likely to be modest or silent
about their own accomplishments
• Less likely to by sharing their
achievements and skills with
others
• Let others know about their
successes and strengths
• More likely volunteer in high
profile projects and find respective
advocates

31. So, Who Wins?
• Organizations need both types of leaders
• Organizations which aim to close the gender gap win, as they achieve the
balance
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32. What Women Need To Re-think
About Their Leadership Style
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33. What We Mean By “Sitting At The Table”
• It’s about being involved in things that matter
• Your presence is what eventually will demonstrate your Leadership
• The goal is to be a player and to avoid sitting on the bench
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34. Sheryl Sandberg, COO of Facebook

35. Now, What About Becoming
The Head Of The Table?
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36. Becoming The Head Of The Table Will Take Time
• The sooner you can start getting a seat at the table in your career, the more
you will increase your chances of leading it.
• Every time you felt uncomfortable while in the spotlight will feel rewarding later
in your career.
• Previous avoidance behaviour might make it harder for you to score a higher
management position.
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37. Get Prepared
Get
Prepared
Live your
values
Evaluate the
past
Envision the
future
Be deliberate
about your path
and know
where you want
to go
Build strategy
on how to
increase your
visibility
Use & share
your
connections
Prepare for
pushback
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Source: Frankel, L. P. Nice girls don't get the corner office: 101 unconscious mistakes women make that sabotage their careers. New
York: Warner Business Books, 2004.

38. First Steps
First
Steps
Start small but
proceed
consistently
Establish your
brand
Develop
advocates
Craft
meaningful
messages
Be prepared to
have
conversations
at all times
Speak in
meetings,
volunteer,
network in
business events
Take on a
cause or a
project that is
turning you to a
winner
Get Involved!
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Source: Frankel, L. P. Nice girls don't get the corner office: 101 unconscious mistakes women make that sabotage their careers. New
York: Warner Business Books, 2004.

39. Lessons and
Recommendations
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40. Three Quotes
• "If you don't get out there and define yourself, you'll be quickly and
inaccurately defined by others.” – Michel Obama, the 44 First Lady of
United States
• "Don't be intimidated by what you don't know. That can be your greatest
strength and ensure that you do things differently from everyone else." -
- Sara Blakely, founder, Spanx
• "I learned to always take on things I'd never done before. Growth and
comfort do not coexist." -- Ginni Rometty, CEO, IBM

41. Three Books
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Obama, Michelle. Becoming. New York: Crown, 2018.
Frankel, L. P. Nice girls don't get the corner office: 101 unconscious mistakes women make that sabotage their careers.
New York: Warner Business Books, 2004.
Winfrey, Oprah. The Path Made Clear: Discovering Your Life's Direction and Purpose. Flatiron Books, 2019

42. Let’s Network!
• Have your Bluetooth turned on
• Press on the ‘My Network’ option in the bottom menu, then at the top you will
see ‘Find nearby (OFF)
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43. Questions?
43

44. References
1. Accelerating Genger Parity: a toolkit; World Economic Forum
http://www3.weforum.org/docs/WEF_Accelerating%20Gender%20Parity.pdf
2. Rozenzweig & Company, The 14th Annual Rozenzweig Report (2019)
3. Statistics Canada
4. Why diversity matters, 2015. McKinsey & Company. http://www.mckinsey.com/business-
functions/organization/our-insights/why-diversity-matters
5. How much does gender inequality cost Canada? $150B, report finds, 2017. CBC News.
http://www.cbc.ca/news/business/gender-equality-mckinsey-1.4169287
6. Companies do better with women leaders
https://www.forbes.com/sites/susanadams/2014/08/05/companies-do-better-with-women-leaders-but-
women-need-more-confidence-to-lead-study-says/#1ebc2ad15ffc
7. bdc.ca – Business Development Bank of Canada – A Nation of Entrepreneurs: The Changing Face of
Canadian Entrepreneurship
8. Burke, S. and Collins, K. (2001), "Gender differences in leadership styles and management
skills", Women in Management Review, Vol. 16 No. 5, pp. 244-
257. https://doi.org/10.1108/09649420110395728
9. The strong, sensitive type: Effects of gender stereotypes and leadership prototypes on the evaluation
of male and female leaders Stefanie K.JohnsonaSusan ElaineMurphybSelamawitZewdiecRebecca
J.Reichardb
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