This document discusses the business case for advancing women's leadership and engaging men. It provides data showing companies with more women leaders and board members have higher returns. It advocates moving from conceptual understanding of promoting women to a deeply embedded operational strategy. Specific actions are recommended, including developing clear business cases, managing talent rigorously, engaging male champions by appealing to fairness and understanding biases exist, and launching initiatives like the Father of Daughter pledge. The overall message is promoting gender diversity and women's leadership requires urgency.

1. WHY WOMEN –
The Leadership
Imperative to
Advancing Women
and Engaging Men

2. Twitter @ywomen
WHAT ARE THE
TOP 3
BUSINESS
CHALLENGES
FACING YOUR
ORGANIZATION
TODAY
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3. Twitter @ywomen
“We’re operating in a
slow-growth, highly
competitive
environment, which
places even greater
importance on strong
innovation and
productivity
improvement.”
– Procter & Gamble
CEO A.G. Lafley
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4. Twitter @ywomen
More Women on Boards
• Return on Equity: On average, companies with the
highest percentages of women board directors
outperformed those with the least by 53percent.
• Return on Sales: On average, companies with the
highest percentages of women board directors.
outperformed those with the least by 42 percent.
• Return on Invested Capital: On average, companies
with the highest percentages of women board directors
outperformed those with the least by 66percent.
http://www.catalyst.org/
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5. Twitter @ywomen
Women in Tech Companies
Total
Employees
Percentage
Women
Women in Tech
Roles
Women in
Leadership Roles
Google 55,527 30% 15% 22%
Twitter 4,100 34% 13% 22%
Facebook 10,082 32% 15% 23%
Amazon 117,300 37% N/A 25%
Microsoft 128,000 28% 17% 18%
Apple 100,000 31% 22% 28%
LinkedIn 7,600 42% 18% 30%
28% to 42% 13% to 22% 18% to 30%
Source: Company reports & The WSJ's Diversity in Tech
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In the 8 largest tech companies women’s tech positions
are growing 238% faster than men http://www.coupofy.com/blog

6. Twitter @ywomen
The Leadership Imperative
Move leaders and the organization
from conceptual understanding
of a women’s leadership strategy
to a deeply internalized and
operational strategy
executed with a sense of urgency
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7. Twitter @ywomen
─ 56% of men vs. 39%
of women think women have
made considerable progress in
the last 10 years
The Sponsor Effect
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Male Leader Gender Fatigue

8. Twitter @ywomen
─ 58%of men say progress has
been by companies trying harder to
promote women
─ 57%of women credit their
own performance and educational
credentials
The Sponsor Effect
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Male Leader Gender Fatigue

9. Twitter @ywomen
Men are less likely to recognize gender
bias
─ 49% of women think
gender bias is alive and well today,
only 28% of men agree
The Sponsor Effect
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Male Leader Gender Fatigue

10. Twitter @ywomen
Only Four Business Reasons
─ Grow Revenue
─ Improve Operating Profit
─ Enhance Company Reputation
─ It’s What Great Companies Do!
─ What it’s not – a journey, a nice
thing to do, a women’s thing,
men lose/women win
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11. Twitter @ywomen
What? – 5 Things Leaders Can Do
1. Develop and talk about your departments
business case
2. Manically manage talent
3. Ask the tough questions, hold people
accountable
4. Develop your cultural competency
5. Symbolic gestures & systemic changes
- Become a champion
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12. Twitter @ywomen
Baseline Business Case
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80/80/80

13. Twitter @ywomen
80/80/80
Baseline Business Case
All
consumer
purchases
… 83%
Financial Services 89%
Houses…91%
D.I.Y. (major “home projects”) … 80%
Women in the US Buy or Influence:
Health/Medical Services…80%
Fara Warner – Power of the Purse
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14. Twitter @ywomen
Baseline Business Case
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80/80/80
By 2020
• 20,000,000 New Jobs Created
• 32,000,000 Jobs Vacated
• 52,000,000 Positions to be Filled
• 29,000,000 Potential New Employees
• 23,000,000 Employee Gap
• Only 15% of freshman women
plan to declare a STEM major,
compared to 29% of men
US Census/Dept of Labor

15. Twitter @ywomen
Baseline Business Case
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80/80/80
Engagement = Productivity
78% of business leaders rate
retention and engagement as
urgent or important, but only
15% believe they are ready to
address it.
Deloitte’s 2014 Global Human Capital Trends

16. Twitter @ywomen
Sr. Leadership
(The Leadership
Imperative)
Revenue
Operating Profit/Effectiveness
Operations,
Sales and
Supply Chain
(The Field Factor)
Sales and
Marketing
(The $7 Trillion Niche)
Human
Resources
(The HR Paradox)
YWomen Integrated Leadership Framework
Company
Reputation
Integrated Communications
Locally Relevant
80/80/80
Business Case
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17. Twitter @ywomen
Engaging Male Champions
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18. Twitter @ywomen
Male Cultural Norms =
Corporate Cultural Norms
•Avoid all things feminine
•Be a winner
•Be strong
•Be a man’s man
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19. Twitter @ywomen
Engaging Male Champions
•Strong sense of ‘fairness’
•Non-biased view of ‘talent’
•Deep understanding of the
business case, education &
dialogue
•Personal connection
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20. Twitter @ywomen
The Father of Daughter's Initiative
•Ten simple things men can do to advocate
for women
•Go to www.ywomen.biz/father-of-
daughter-initiative
•Agree to do a minimum of one thing
•Print it out, put your daughters name on it
•Post it in your office
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21. Twitter @ywomen
www.ywomen.biz/father-of-
daughter-initiative
Examples
 Seek to Understand.
 Mentor and Sponsor.
 Create a Business
Case.
 Champion Gender
Pay Equity.
 Set An Example to
Correct Bias.
 Support Workplace
Flexibility.
 Offer
Encouragement

22. Twitter @ywomen
Summary - The Leadership Imperative
Move leaders and the organization
from conceptual understanding
of a women’s leadership strategy
to a deeply internalized and
operational strategy
executed with a sense of urgency
© YWomen.biz May not be reproduced or redistributed

23. Twitter @ywomen
WHY WOMEN –
The Leadership
Imperative to
Advancing Women
and Engaging Men