Notable business leaders will make the business case for gender parity and share their perspectives on its importance. Learn about gender parity in their companies, where they are on the journey to parity, the hurdles they've experienced, and what they've found beneficial in achieving their diversity and inclusion goals.

1. EQUAL REPRESENTATION. NOW.
© 2019 Parity.org®

2. Launched in 2017
2

3. Parity.org asks companies to take the
ParityPledge®
www.parity.org 3
We commit to interviewing at least one qualified
woman for every open role VP and higher, including
the C-Suite and the Board.
That’s it.
No quotas. No deadlines.
© 2019 Parity.org®

4. 4www.parity.org © 2019 Parity.org®
®

5. Parity.org Companies
“We took the ParityPledge”
www.parity.org 5
...and hundreds more

6. 6www.parity.org © 2019 Parity.org®

7. 7

8. The Business Case for
Gender Parity

9. Women make up ~51%
of the population;
and make ~85% of all
purchases in the
country, and 90% of
healthcare decisions.
www.parity.org 9

10. The Global Economy
www.parity.org 10© 2019 Parity.org®
● It’s estimated that gender gaps
cost the economy some 15
percent of GDP
● Advancing women’s equality
could add $12 trillion to the
global economy
● Economists say that, in the US,
increases in gender parity would
also lead to larger returns in
financial markets. In the US, the
effect of greater equality could
spur a market expansion of 3.6%
1. UN Women: Cuberes, D., & Teignier, M., “Aggregate Effects of Gender Gaps in the Labor Market: A Quantitative Estimate,” 2016. And Ferrant, G. and A.
Kolev, “Does gender discrimination in social institutions matter for long-term growth?: Cross-country evidence,” 2016.
2. McKinsey, “The Power of Parity: How Advancing Women’s Equality Can Add $12 Trillion to Global Growth,” 2015.
3. World Economic Forum, “Gender Parity Can Boost Economic Growth. Here’s How.” 2019.
1
2
3

11. Diversity on the Executive Team Matters
Businesses with 30%
representation of women in
leadership are 15% more
profitable than companies with
no women in leadership.
The Peterson Institute, 2016
www.parity.org 11© 2019 Parity.org®

12. Diversity on the Executive Team Matters
Having at least three women on
a Board of Directors is correlated
with better financial performance,
+10% ROE.
Companies with no female
directors experienced -1% ROE.
MSCI Women on Board Progress Report, 2017
www.parity.org 12© 2019 Parity.org®

13. Mega-company Sodexo’s Gender Balance Study
Sodexo conducted its study with 50,000 managers across 70 entities
Sodexo’s five-year Gender
Balance Study confirms that
gender parity in
management also promotes
significant improvement in
KPIs.
www.parity.org 13© 2019 Parity.org®

14. So, Where are the Women?

15. Women Aren’t Getting Chances
Women are hired and promoted
at lower rates than men, giving
women fewer opportunities for
advancement than men. Only 1
out of 5 senior leaders is a
woman, and only 1 out of 25 is a
woman of color.
McKinsey / Lean In, 2018
www.parity.org 15© 2019 Parity.org®

16. As white men are promoted, their representation increases as a % of total
jobs; as white women and people of color are promoted, their
representation decreases.
www.parity.org 16© 2019 Parity.org®
McKinsey / Lean In, 2018

17. What about Utah?
www.parity.org 17© 2019 Parity.org®

18. Women Working in Utah
● Sixty percent of Utah women
are in the workforce,
compared to 59% nationally
(#19 in the nation).
● Only 6.4 percent of top
leadership roles within Utah
companies with 100 or more
employees were held by
women in 2018, compared to
11.6 percent in 2014.
www.parity.org 18© 2019 Parity.org®
1. Institute for Women’s Policy Research, 2018
1
1

19. Women Working in Utah
● Women in Utah face the
largest gender pay gap in the
nation (30% less than
men)--and it’s even worse
when they graduate from Utah
universities. (#50 in the
nation) Female grads from
BYU earn 57% less than male
grads do.
www.parity.org 19© 2019 Parity.org®
1. American Association of University Women, 2018.
2. Forbes, “Ranking America’s Colleges by Gender Wage Gap,” 2018.
1
2
2

20. The 7 Things Smart Companies Do to Close the Gap
1. Make a public commitment.
2. Measure and report.
3. Intentionality at the top.
4. Engage men to take action.
5. Gear benefits toward families.
6. Control for biased behavior.
7. Have a recruitment strategy.
Parity.org, 2019
www.parity.org 20© 2019 Parity.org®

21. Our Panel
www.parity.org 21© 2019 Parity.org®

22. The Panelists
www.parity.org 22© 2019 Parity.org®
Evan Wittenberg
Chief People Officer
Ancestry.com
Crystal Maggelet
CEO
FJ Management
Meghan Tuohig Chief
People Officer
Overstock.com

23. Take the Corporate or Individual Pledge
www.parity.org 23© 2019 Parity.org®
Parity.org/take-the-pledge

24. Follow Us on Social Media
www.parity.org 24© 2019 Parity.org®
@ParityPledge
Facebook.com/ParityPledge
LinkedIn.com/company/parity-org/
@ParityPledge

25. © 2019 Parity.org™