Focus On Women In Leadership


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What's the advantage of having women on your executive team? It's not just about doing the "right" thing, or being politically correct. Having at least 3 women on your executive team can significantly increase profitability and equity return.

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  • Iowa Gender Wage Equity Study 2008
  • Holding Women Back – DDI article 2008/2009
  • Holding Women Back, DDI 2008/09 (HP are defined as a special pool of employees deemed to have the potential to succeed in high-level leadership roles)
  • Holding Women Back, DDI 2008/09
  • Harvard Business Review, January 2009Comment – just because women have a different leadership style, doesn’t mean it’s wrong
  • Holding Women Back, DDI 2008/09
  • Focus On Women In Leadership

    1. 1. Focus on Women in Leadership<br />Presentation to <br />Diversity Training Team<br />July 24, 2009<br />Jean M. Baker, J.D.<br />
    2. 2. Introduction<br />The Information – Why Women are not Represented in Leadership Positions<br />Salaries, Stereotypes and Stepping Up<br />Why You Should Care<br />It’s not just about doing the right thing<br />What Companies Can Do<br />What Women Can Do<br />Summary<br />
    3. 3. The Info<br />Salary<br />Whether hourly or salary, women (in Iowa) are paid just under 22% as much as men<br />
    4. 4. The Argument<br />&gt;<br />Women are in fields that traditionally pay less than the fields men occupy<br />But – even within industries, and even within industries that are traditionally female (i.e., education), men are paid more<br />
    5. 5. The Info<br />Salary<br />“Lower pay for comparable work sends a very clear message: This organization does not value the work of women as much as it values the work of men. <br />The more devalued a woman feels, the more likely she is to leave the organization, taking with her talent that can be very difficult to replace.”<br />
    6. 6. The Info<br />High Potentials<br />Among executives, 50% more men than women are identified as high-potentials<br />Quotas do not benefit the individual or the organization<br />Women don’t have “presumption of competence” that men enjoy<br />
    7. 7. The Info<br />Mentoring<br />Encourage women to be more proactive in seeking new positions<br />Women – apply if feel 100% qualified<br />Men – apply if feel 60% qualified<br />Why? Women have to work significantly harder to be seen as equally competent<br />
    8. 8. The Info<br />Stereotypes/Biases<br />Women are not visionary<br />Women won’t accept international assignments<br />Women are too emotional<br />
    9. 9. Why You ShouldCare<br />Bottom Line<br />Firms that have 3+ women in senior management scored higher on all dimensions directly linked to financial performance than firms with no women at the top<br />Increased profitability and equity return to shareholders<br />
    10. 10. What Can Organizations Do?<br />Do Formal, objective assessments/ succession planning<br />Assess performance equally by focusing on task and results<br />Carefully evaluate talent development at all levels (recruitment, development and promotion)<br />Provide women with mentors<br />
    11. 11. What Can Women Do?<br />Let the organization know you want to move up<br />Don’t wait for opportunities to be handed to you – be proactive<br />Know your strengths and play to them (don’t try to be “one of the guys”)<br />Focus on results – abilities vs. status/stereotypes<br />
    12. 12. Summary<br />Women are making progress – but slowly<br />To get to the C-suite, need more access to “high-potentials” development, including mentoring <br />Organization will be more profitable with a balance of talented men and women at the top.<br />
    13. 13. Thank you!<br />Questions/comments?<br />Call or e-mail me – <br />Jean Baker<br />515-327-5966<br /><br />