SlideShare a Scribd company logo
ZURICH BEHAVIORAL ECONOMICS NETWORK - ZBEN
March 7, 2016
GLEICHE ERFOLGSCHANCEN
FUER ALLE MITARBEITER?
ERKENNTNISSE AUS DER PRAXIS
RAQUEL BLANC GUTIERREZ
VICE PRESIDENT DIVERSITY & INCLUSION
PHILIP MORRIS INTERNATIONAL
UNLIMIT YOURSELF @ PMI
WHO WE ARE
2
We are the leading
international tobacco company
selling 6 top brands
produced in 50 factories
employing more than
82,000
men and women
LAUSANNE
PHILIP MORRIS INTERNATIONAL
WORLD’S POPULATION
50% │ 50%
SOURCE: WORLDBANK, 2014
60% OF GLOBAL GRADUATES ARE FEMALE
SOURCE: OECD, 2012 IN OECD COUNTRIES
*
*
REPRESENTATION PER GENDER
31%
69%
MANAGER AND ABOVE
PMI │2015
WHY?
1. AVAILABILITY: NOT ENOUGH QUALIFIED WOMEN AVAILABLE
2. WILLINGNESS: WOMEN ARE LESS AMBITIOUS
3. QUALIFICATIONS: LACK OF NEEDED EXPERIENCE/PERFORMANCE
HYPOTHESES
DURING FOCUS GROUPS RESEARCH, WOMEN AT PMI SAID :
CAREER PROGRESSION
is heavily skewed towards traditionally male values:
aggressiveness, extroversion, competitiveness and
individualism
LONG WORKING HOURS AND 24/7 AVAILABILITY
are considered as an important and unsophisticated
gauge of commitment
GENDER STEREOTYPING
with regards to suitability of women in some
functions is omnipresent
SIMILAR BEHAVIOR
is seen as a positive trait in a man and a
weakness in a woman
WHAT DO WE SEE?
10
Source: Blindspot
11
UNCONCIOUS BIASES
ACCIDENTAL, UNINTENDED, SUBTLE AND
COMPLETELY UNCONSCIOUS CHOICES, MADE BY
EVERYONE, ALL THE TIME.
Source: Neuroleadership Institute
SOME SOURCES OF
UNCONSCIOUS BIAS
IMPRESSIONS
STEREOTYPES
CONFIRMATION BIAS
AFFINITY BIAS
GROUPTHINK
PRIMING
SAME IS SAFE - DIFFERENT IS DANGEROUS
FOSTER AN INCLUSIVE
ENVIRONMENT WHILST
ATTRACTING, RETAINING AND
FULLY LEVERAGING ON A
DIVERSE WORKFORCE
THE OBJECTIVE
I DON’T KNOW WHAT I DON’T KNOW
THE
LEARNING
JOURNEY
I KNOW WHAT I DON’T KNOW
I KNOW
I AM, I DO, I ACT
STRATEGIC PILLARS
1 PROMOTELEADERSHIP ENGAGEMENT
AND ACCOUNTABILITY
2 ENSURECAPABILITY
BUILDING
3IMPLEMENTPROGRAMMATIC AND
SYSTEMIC INITIATIVES
BLIND SPOTS
“IF YOU DO NOT
INTENTIONALLY, DELIBERATELY AND
PROACTIVELY INCLUDE, YOU WILL
UNINTENTIONALLY EXCLUDE.”
JOE GERSTANDT

More Related Content

More from ZBEN - Zurich Behavioral Economics Network

Eduard Gnesa: "Die Welt, Europa, die Schweiz: Herausforderungen, Risiken und ...
Eduard Gnesa: "Die Welt, Europa, die Schweiz: Herausforderungen, Risiken und ...Eduard Gnesa: "Die Welt, Europa, die Schweiz: Herausforderungen, Risiken und ...
Eduard Gnesa: "Die Welt, Europa, die Schweiz: Herausforderungen, Risiken und ...
ZBEN - Zurich Behavioral Economics Network
 
Prof. Rafael Lalive: "Was sagt Behavioral Economics zu Migrationsfragen?" - Z...
Prof. Rafael Lalive: "Was sagt Behavioral Economics zu Migrationsfragen?" - Z...Prof. Rafael Lalive: "Was sagt Behavioral Economics zu Migrationsfragen?" - Z...
Prof. Rafael Lalive: "Was sagt Behavioral Economics zu Migrationsfragen?" - Z...
ZBEN - Zurich Behavioral Economics Network
 
Prof. Reiner Eichenberger: "Auswirkung von Zuwanderung" - Zurich Behavioral E...
Prof. Reiner Eichenberger: "Auswirkung von Zuwanderung" - Zurich Behavioral E...Prof. Reiner Eichenberger: "Auswirkung von Zuwanderung" - Zurich Behavioral E...
Prof. Reiner Eichenberger: "Auswirkung von Zuwanderung" - Zurich Behavioral E...
ZBEN - Zurich Behavioral Economics Network
 
Dr. Alexander Dill: "Was hat Sozialkapital mit Verhaltensökonomie zu tun?" - ...
Dr. Alexander Dill: "Was hat Sozialkapital mit Verhaltensökonomie zu tun?" - ...Dr. Alexander Dill: "Was hat Sozialkapital mit Verhaltensökonomie zu tun?" - ...
Dr. Alexander Dill: "Was hat Sozialkapital mit Verhaltensökonomie zu tun?" - ...
ZBEN - Zurich Behavioral Economics Network
 
Prof. Lorenz Götte: "Ist Motivation ansteckend? Die Rolle von sozialen Intera...
Prof. Lorenz Götte: "Ist Motivation ansteckend? Die Rolle von sozialen Intera...Prof. Lorenz Götte: "Ist Motivation ansteckend? Die Rolle von sozialen Intera...
Prof. Lorenz Götte: "Ist Motivation ansteckend? Die Rolle von sozialen Intera...
ZBEN - Zurich Behavioral Economics Network
 
Prof. Katja Rost: "CEO Löhne und Fairness Normen" - Zurich Behavioral Economi...
Prof. Katja Rost: "CEO Löhne und Fairness Normen" - Zurich Behavioral Economi...Prof. Katja Rost: "CEO Löhne und Fairness Normen" - Zurich Behavioral Economi...
Prof. Katja Rost: "CEO Löhne und Fairness Normen" - Zurich Behavioral Economi...
ZBEN - Zurich Behavioral Economics Network
 
Dr. Kathrin Muff: "The four roles of Responsible Leadership in management edu...
Dr. Kathrin Muff: "The four roles of Responsible Leadership in management edu...Dr. Kathrin Muff: "The four roles of Responsible Leadership in management edu...
Dr. Kathrin Muff: "The four roles of Responsible Leadership in management edu...
ZBEN - Zurich Behavioral Economics Network
 
Dr. Cornelia Klossner: "Jugendfokussierte Personalpolitik & alternde Belegsch...
Dr. Cornelia Klossner: "Jugendfokussierte Personalpolitik & alternde Belegsch...Dr. Cornelia Klossner: "Jugendfokussierte Personalpolitik & alternde Belegsch...
Dr. Cornelia Klossner: "Jugendfokussierte Personalpolitik & alternde Belegsch...
ZBEN - Zurich Behavioral Economics Network
 
Prof. Martin Brown: "Finanzwissen und Altersvorsorge in der Schweiz" - Züric...
 Prof. Martin Brown: "Finanzwissen und Altersvorsorge in der Schweiz" - Züric... Prof. Martin Brown: "Finanzwissen und Altersvorsorge in der Schweiz" - Züric...
Prof. Martin Brown: "Finanzwissen und Altersvorsorge in der Schweiz" - Züric...
ZBEN - Zurich Behavioral Economics Network
 
Prof. Martin Spann: "Pay What You Want as a Marketing Strategy" - Zürich Beha...
Prof. Martin Spann: "Pay What You Want as a Marketing Strategy" - Zürich Beha...Prof. Martin Spann: "Pay What You Want as a Marketing Strategy" - Zürich Beha...
Prof. Martin Spann: "Pay What You Want as a Marketing Strategy" - Zürich Beha...
ZBEN - Zurich Behavioral Economics Network
 
Alain Kamm: "BEA™ Pricing - Durch Experimente zu valideren Erkenntnissen" - Z...
Alain Kamm: "BEA™ Pricing - Durch Experimente zu valideren Erkenntnissen" - Z...Alain Kamm: "BEA™ Pricing - Durch Experimente zu valideren Erkenntnissen" - Z...
Alain Kamm: "BEA™ Pricing - Durch Experimente zu valideren Erkenntnissen" - Z...
ZBEN - Zurich Behavioral Economics Network
 
Verhaltensökonomie und Verkehr
Verhaltensökonomie und VerkehrVerhaltensökonomie und Verkehr
Verhaltensökonomie und Verkehr
ZBEN - Zurich Behavioral Economics Network
 
The Power of Nudges
The Power of NudgesThe Power of Nudges
Early Childhood Development
Early Childhood DevelopmentEarly Childhood Development
Early Childhood Development
ZBEN - Zurich Behavioral Economics Network
 
Werte von Finanzmarktakteuren aus verhaltensökonomischer Sicht
Werte von Finanzmarktakteuren aus verhaltensökonomischer SichtWerte von Finanzmarktakteuren aus verhaltensökonomischer Sicht
Werte von Finanzmarktakteuren aus verhaltensökonomischer Sicht
ZBEN - Zurich Behavioral Economics Network
 
Trends im Retail Banking
Trends im Retail BankingTrends im Retail Banking
Massnahmen gegen das Littering
Massnahmen gegen das LitteringMassnahmen gegen das Littering
Massnahmen gegen das Littering
ZBEN - Zurich Behavioral Economics Network
 
Prinzipien Behavioral Change
Prinzipien Behavioral Change Prinzipien Behavioral Change
Prinzipien Behavioral Change
ZBEN - Zurich Behavioral Economics Network
 
Zurich Behavioral Economis Network "Banking 2.0-A Behavioral Evolution" Visua...
Zurich Behavioral Economis Network "Banking 2.0-A Behavioral Evolution" Visua...Zurich Behavioral Economis Network "Banking 2.0-A Behavioral Evolution" Visua...
Zurich Behavioral Economis Network "Banking 2.0-A Behavioral Evolution" Visua...
ZBEN - Zurich Behavioral Economics Network
 

More from ZBEN - Zurich Behavioral Economics Network (19)

Eduard Gnesa: "Die Welt, Europa, die Schweiz: Herausforderungen, Risiken und ...
Eduard Gnesa: "Die Welt, Europa, die Schweiz: Herausforderungen, Risiken und ...Eduard Gnesa: "Die Welt, Europa, die Schweiz: Herausforderungen, Risiken und ...
Eduard Gnesa: "Die Welt, Europa, die Schweiz: Herausforderungen, Risiken und ...
 
Prof. Rafael Lalive: "Was sagt Behavioral Economics zu Migrationsfragen?" - Z...
Prof. Rafael Lalive: "Was sagt Behavioral Economics zu Migrationsfragen?" - Z...Prof. Rafael Lalive: "Was sagt Behavioral Economics zu Migrationsfragen?" - Z...
Prof. Rafael Lalive: "Was sagt Behavioral Economics zu Migrationsfragen?" - Z...
 
Prof. Reiner Eichenberger: "Auswirkung von Zuwanderung" - Zurich Behavioral E...
Prof. Reiner Eichenberger: "Auswirkung von Zuwanderung" - Zurich Behavioral E...Prof. Reiner Eichenberger: "Auswirkung von Zuwanderung" - Zurich Behavioral E...
Prof. Reiner Eichenberger: "Auswirkung von Zuwanderung" - Zurich Behavioral E...
 
Dr. Alexander Dill: "Was hat Sozialkapital mit Verhaltensökonomie zu tun?" - ...
Dr. Alexander Dill: "Was hat Sozialkapital mit Verhaltensökonomie zu tun?" - ...Dr. Alexander Dill: "Was hat Sozialkapital mit Verhaltensökonomie zu tun?" - ...
Dr. Alexander Dill: "Was hat Sozialkapital mit Verhaltensökonomie zu tun?" - ...
 
Prof. Lorenz Götte: "Ist Motivation ansteckend? Die Rolle von sozialen Intera...
Prof. Lorenz Götte: "Ist Motivation ansteckend? Die Rolle von sozialen Intera...Prof. Lorenz Götte: "Ist Motivation ansteckend? Die Rolle von sozialen Intera...
Prof. Lorenz Götte: "Ist Motivation ansteckend? Die Rolle von sozialen Intera...
 
Prof. Katja Rost: "CEO Löhne und Fairness Normen" - Zurich Behavioral Economi...
Prof. Katja Rost: "CEO Löhne und Fairness Normen" - Zurich Behavioral Economi...Prof. Katja Rost: "CEO Löhne und Fairness Normen" - Zurich Behavioral Economi...
Prof. Katja Rost: "CEO Löhne und Fairness Normen" - Zurich Behavioral Economi...
 
Dr. Kathrin Muff: "The four roles of Responsible Leadership in management edu...
Dr. Kathrin Muff: "The four roles of Responsible Leadership in management edu...Dr. Kathrin Muff: "The four roles of Responsible Leadership in management edu...
Dr. Kathrin Muff: "The four roles of Responsible Leadership in management edu...
 
Dr. Cornelia Klossner: "Jugendfokussierte Personalpolitik & alternde Belegsch...
Dr. Cornelia Klossner: "Jugendfokussierte Personalpolitik & alternde Belegsch...Dr. Cornelia Klossner: "Jugendfokussierte Personalpolitik & alternde Belegsch...
Dr. Cornelia Klossner: "Jugendfokussierte Personalpolitik & alternde Belegsch...
 
Prof. Martin Brown: "Finanzwissen und Altersvorsorge in der Schweiz" - Züric...
 Prof. Martin Brown: "Finanzwissen und Altersvorsorge in der Schweiz" - Züric... Prof. Martin Brown: "Finanzwissen und Altersvorsorge in der Schweiz" - Züric...
Prof. Martin Brown: "Finanzwissen und Altersvorsorge in der Schweiz" - Züric...
 
Prof. Martin Spann: "Pay What You Want as a Marketing Strategy" - Zürich Beha...
Prof. Martin Spann: "Pay What You Want as a Marketing Strategy" - Zürich Beha...Prof. Martin Spann: "Pay What You Want as a Marketing Strategy" - Zürich Beha...
Prof. Martin Spann: "Pay What You Want as a Marketing Strategy" - Zürich Beha...
 
Alain Kamm: "BEA™ Pricing - Durch Experimente zu valideren Erkenntnissen" - Z...
Alain Kamm: "BEA™ Pricing - Durch Experimente zu valideren Erkenntnissen" - Z...Alain Kamm: "BEA™ Pricing - Durch Experimente zu valideren Erkenntnissen" - Z...
Alain Kamm: "BEA™ Pricing - Durch Experimente zu valideren Erkenntnissen" - Z...
 
Verhaltensökonomie und Verkehr
Verhaltensökonomie und VerkehrVerhaltensökonomie und Verkehr
Verhaltensökonomie und Verkehr
 
The Power of Nudges
The Power of NudgesThe Power of Nudges
The Power of Nudges
 
Early Childhood Development
Early Childhood DevelopmentEarly Childhood Development
Early Childhood Development
 
Werte von Finanzmarktakteuren aus verhaltensökonomischer Sicht
Werte von Finanzmarktakteuren aus verhaltensökonomischer SichtWerte von Finanzmarktakteuren aus verhaltensökonomischer Sicht
Werte von Finanzmarktakteuren aus verhaltensökonomischer Sicht
 
Trends im Retail Banking
Trends im Retail BankingTrends im Retail Banking
Trends im Retail Banking
 
Massnahmen gegen das Littering
Massnahmen gegen das LitteringMassnahmen gegen das Littering
Massnahmen gegen das Littering
 
Prinzipien Behavioral Change
Prinzipien Behavioral Change Prinzipien Behavioral Change
Prinzipien Behavioral Change
 
Zurich Behavioral Economis Network "Banking 2.0-A Behavioral Evolution" Visua...
Zurich Behavioral Economis Network "Banking 2.0-A Behavioral Evolution" Visua...Zurich Behavioral Economis Network "Banking 2.0-A Behavioral Evolution" Visua...
Zurich Behavioral Economis Network "Banking 2.0-A Behavioral Evolution" Visua...
 

Recently uploaded

高仿迈阿密大学毕业证(um毕业证)硕士文凭证书原版一模一样
高仿迈阿密大学毕业证(um毕业证)硕士文凭证书原版一模一样高仿迈阿密大学毕业证(um毕业证)硕士文凭证书原版一模一样
高仿迈阿密大学毕业证(um毕业证)硕士文凭证书原版一模一样
mshd9m30
 
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
akhxc
 
Top 11 HR Trends for 2024 That Will Change Future of Work
Top 11 HR Trends for 2024 That Will Change Future of WorkTop 11 HR Trends for 2024 That Will Change Future of Work
Top 11 HR Trends for 2024 That Will Change Future of Work
Vantage Circle
 
Rhavi santosa Portfolio until june 2024 .pptx
Rhavi santosa Portfolio until june 2024 .pptxRhavi santosa Portfolio until june 2024 .pptx
Rhavi santosa Portfolio until june 2024 .pptx
RhaviSantosa
 
Why you need to recognize your employees? (15 reasons + tips)
Why you need to recognize your employees? (15 reasons + tips)Why you need to recognize your employees? (15 reasons + tips)
Why you need to recognize your employees? (15 reasons + tips)
Vantage Circle
 
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
inforeverwetrust
 
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
mshd9m30
 
HRMantra: AI-Powered HR Automation for the Modern Workplace
HRMantra: AI-Powered HR Automation for the Modern WorkplaceHRMantra: AI-Powered HR Automation for the Modern Workplace
HRMantra: AI-Powered HR Automation for the Modern Workplace
HRMantra Software Pvt. Ltd
 
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
mshd9m30
 
Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation StrategyWebinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
PayScale, Inc.
 
Team Building Activities for Introverts.pdf
Team Building Activities for Introverts.pdfTeam Building Activities for Introverts.pdf
Team Building Activities for Introverts.pdf
Confetti
 
What is Stroke and Its Impact in organization.
What is Stroke and Its Impact in organization.What is Stroke and Its Impact in organization.
What is Stroke and Its Impact in organization.
Banker and Adjunct Lecturer
 
GUIA_LEGAL_CHAPTER_5_LABORAL_REGIMEN.pdf
GUIA_LEGAL_CHAPTER_5_LABORAL_REGIMEN.pdfGUIA_LEGAL_CHAPTER_5_LABORAL_REGIMEN.pdf
GUIA_LEGAL_CHAPTER_5_LABORAL_REGIMEN.pdf
ProexportColombia1
 
一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
teksuf
 

Recently uploaded (14)

高仿迈阿密大学毕业证(um毕业证)硕士文凭证书原版一模一样
高仿迈阿密大学毕业证(um毕业证)硕士文凭证书原版一模一样高仿迈阿密大学毕业证(um毕业证)硕士文凭证书原版一模一样
高仿迈阿密大学毕业证(um毕业证)硕士文凭证书原版一模一样
 
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
 
Top 11 HR Trends for 2024 That Will Change Future of Work
Top 11 HR Trends for 2024 That Will Change Future of WorkTop 11 HR Trends for 2024 That Will Change Future of Work
Top 11 HR Trends for 2024 That Will Change Future of Work
 
Rhavi santosa Portfolio until june 2024 .pptx
Rhavi santosa Portfolio until june 2024 .pptxRhavi santosa Portfolio until june 2024 .pptx
Rhavi santosa Portfolio until june 2024 .pptx
 
Why you need to recognize your employees? (15 reasons + tips)
Why you need to recognize your employees? (15 reasons + tips)Why you need to recognize your employees? (15 reasons + tips)
Why you need to recognize your employees? (15 reasons + tips)
 
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
Tobinski_Breeden_Denny.pdfTobinski_Breeden_Denny.pdf
 
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
 
HRMantra: AI-Powered HR Automation for the Modern Workplace
HRMantra: AI-Powered HR Automation for the Modern WorkplaceHRMantra: AI-Powered HR Automation for the Modern Workplace
HRMantra: AI-Powered HR Automation for the Modern Workplace
 
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
加急制作美国密歇根州立大学毕业证(msu毕业证书)本科文凭原版一模一样
 
Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation StrategyWebinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
 
Team Building Activities for Introverts.pdf
Team Building Activities for Introverts.pdfTeam Building Activities for Introverts.pdf
Team Building Activities for Introverts.pdf
 
What is Stroke and Its Impact in organization.
What is Stroke and Its Impact in organization.What is Stroke and Its Impact in organization.
What is Stroke and Its Impact in organization.
 
GUIA_LEGAL_CHAPTER_5_LABORAL_REGIMEN.pdf
GUIA_LEGAL_CHAPTER_5_LABORAL_REGIMEN.pdfGUIA_LEGAL_CHAPTER_5_LABORAL_REGIMEN.pdf
GUIA_LEGAL_CHAPTER_5_LABORAL_REGIMEN.pdf
 
一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
 

Raquel Blanc Gutierrez: "Gleiche Erfolgschanchen für alle Mitarbeiter? Erkenntnisse aus der Praxis" - Zurich Behavioral Economics Network

  • 1. ZURICH BEHAVIORAL ECONOMICS NETWORK - ZBEN March 7, 2016 GLEICHE ERFOLGSCHANCEN FUER ALLE MITARBEITER? ERKENNTNISSE AUS DER PRAXIS RAQUEL BLANC GUTIERREZ VICE PRESIDENT DIVERSITY & INCLUSION PHILIP MORRIS INTERNATIONAL
  • 2. UNLIMIT YOURSELF @ PMI WHO WE ARE 2 We are the leading international tobacco company selling 6 top brands produced in 50 factories employing more than 82,000 men and women LAUSANNE PHILIP MORRIS INTERNATIONAL
  • 3. WORLD’S POPULATION 50% │ 50% SOURCE: WORLDBANK, 2014
  • 4. 60% OF GLOBAL GRADUATES ARE FEMALE SOURCE: OECD, 2012 IN OECD COUNTRIES * *
  • 7. 1. AVAILABILITY: NOT ENOUGH QUALIFIED WOMEN AVAILABLE 2. WILLINGNESS: WOMEN ARE LESS AMBITIOUS 3. QUALIFICATIONS: LACK OF NEEDED EXPERIENCE/PERFORMANCE HYPOTHESES
  • 8. DURING FOCUS GROUPS RESEARCH, WOMEN AT PMI SAID : CAREER PROGRESSION is heavily skewed towards traditionally male values: aggressiveness, extroversion, competitiveness and individualism LONG WORKING HOURS AND 24/7 AVAILABILITY are considered as an important and unsophisticated gauge of commitment GENDER STEREOTYPING with regards to suitability of women in some functions is omnipresent SIMILAR BEHAVIOR is seen as a positive trait in a man and a weakness in a woman
  • 9. WHAT DO WE SEE?
  • 11. 11
  • 12. UNCONCIOUS BIASES ACCIDENTAL, UNINTENDED, SUBTLE AND COMPLETELY UNCONSCIOUS CHOICES, MADE BY EVERYONE, ALL THE TIME. Source: Neuroleadership Institute
  • 13. SOME SOURCES OF UNCONSCIOUS BIAS IMPRESSIONS STEREOTYPES CONFIRMATION BIAS AFFINITY BIAS GROUPTHINK PRIMING SAME IS SAFE - DIFFERENT IS DANGEROUS
  • 14. FOSTER AN INCLUSIVE ENVIRONMENT WHILST ATTRACTING, RETAINING AND FULLY LEVERAGING ON A DIVERSE WORKFORCE THE OBJECTIVE
  • 15. I DON’T KNOW WHAT I DON’T KNOW THE LEARNING JOURNEY I KNOW WHAT I DON’T KNOW I KNOW I AM, I DO, I ACT
  • 16. STRATEGIC PILLARS 1 PROMOTELEADERSHIP ENGAGEMENT AND ACCOUNTABILITY 2 ENSURECAPABILITY BUILDING 3IMPLEMENTPROGRAMMATIC AND SYSTEMIC INITIATIVES
  • 18. “IF YOU DO NOT INTENTIONALLY, DELIBERATELY AND PROACTIVELY INCLUDE, YOU WILL UNINTENTIONALLY EXCLUDE.” JOE GERSTANDT