Women currently make up a majority of college students but remain underrepresented in higher education leadership roles. A study of higher education institutions in Ohio found that while women account for over 40% of executive officers, they hold only 30% of CEO/president roles and 34% of board seats. Representation of women decreases further when looking at public companies and Fortune 1000 firms in Ohio. Achieving gender parity in leadership requires strategic efforts to develop pipelines of qualified women and address unconscious biases. Diversity in leadership is important as research shows diverse groups outperform homogeneous groups, and organizations with more female leaders see stronger financial and operational results.

1. ARE
WE
THERE
YET?
WOMEN
IN
HIGHER
EDUCATION
LEADERSHIP
IN
OHIO
Copyright
©
2012
The
Ins4tute
on
Women

2.
POP
QUIZ*
Enrollment
Projec4ons
Degrees
• Women
• Women
• What
%
are
what
receive
of
%
of
what
%
college
college
of
students
students
college
will
be
today?
degrees
female
today?
in
2020?
Bonus:
%
of
college
students
35
&
up
who
are
female?
*Digest
of
Educa0on
Sta0s0cs,
2010
Copyright
©
2012
The
Ins4tute
on
Women

3. Central
Ohio
Leadership
Census
Ohio
Leadership
Census
Women
in
Higher
EducaHon
in
Ohio
LEADERSHIP
RESEARCH
conducted
by
the
InsHtute
in
Partnership
with
WELD
and
OLerbein
University
Copyright
©
2012
The
Ins4tute
on
Women

4.
Central
Ohio
–
Higher
Educa4on
(12)
CEO
BOARD
EO
25
%
37
%
41
%
Central
Ohio
–
Public
Companies
(28)
CEO
BOARD
EO
0
%
14
%
13
%
Copyright
©
2012
The
Ins4tute
on
Women

5.
University
System
of
Ohio
(37)
CEO
BOARD
EXEC
OFF
30
%
34
%
43
%
Ohio
Fortune
1000
(53)
CEO
BOARD
EXEC
OFF
2
%
16
%
12
%
Copyright
©
2012
The
Ins4tute
on
Women

6.
University
System
of
Ohio
(37)
CEO
BOARD
EXEC
OFF
30
%
34
%
43
%
NaHonal
Higher
Ed
Data
CEO
BOARD
EXEC
OFF
23
%
31
%
45
%
Copyright
©
2012
The
Ins4tute
on
Women

7.
Women
of
Color
in
Ohio
6
%
Board
Members
7
%
Execu4ve
Officers
8
%
Presidents
Brightness
Copyright
©
2012
The
Ins4tute
on
Women

8. WOMEN
PRESIDENTS
IN
OHIO
Copyright
©
2012
The
Ins4tute
on
Women

9.
Female
Presidents
-­‐
Ohio
9%
18%
OTHER
45%
PRESIDENT
91%
36%
PROVOST
OR
CAO
10
of
11
are
First
Female
PosiHon
Prior
to
to
Serve
as
President
Current
Presidency
of
their
InsHtuHon
Copyright
©
2012
The
Ins4tute
on
Women

10.
Ohio
Presidents
8%
9%
Educa4on
Communica4on
Other
73%
Degree
Fields
Copyright
©
2012
The
Ins4tute
on
Women

11.
NaHonally
–
Women
Presidents
(Men)
21
%
are
minority
women
(13
%)
72
%
are
married
(90%)
72
%
have
had
children
(90%)
Average
age:
60.2
years
(60.9)
AddiHonal
NaHonal
StaHsHcs
Copyright
©
2012
The
Ins4tute
on
Women

12. The
posi4ve
impact
that
women
can
have
when
they
bring
diversity
to
senior
leadership
has
been
documented
in
numerous
studies
applicable
to
all
types
of
organiza4ons.
Academic
research
has
established
that
diverse
groups
of
people
tend
to
outperform
homogeneous
groups
if
both
groups’
members
have
equal
abili0es.
(E&Y’s
Groundbreakers
report,
2009)
There’s
lile
correla4on
between
a
group’s
WHY
IT
MATTERS
collec4ve
intelligence
and
the
IQs
of
its
individual
members.
But
if
a
group
includes
more
women,
its
collecHve
intelligence
rises.
(HBR
Defend
Your
Research,
June
2011)
Companies
with
the
most
female
board
members
outperform
companies
with
the
fewest
by
a
53%
higher
return
on
equity
and
with
a
66%
increase
in
return
on
capital.
(Catalyst,
2007)
Diversity
Impacts
Links
and
more
resources:
OrganizaHonal
Performance
Ins0tuteonwomen.org/colc
Copyright
©
2012
The
Ins4tute
on
Women

13. WHAT
WILL
IT
TAKE
TO
DRIVE
CHANGE?
Copyright
©
2012
The
Ins4tute
on
Women

14. DEFENSIVE
COMPLIANCE
MANAGERIAL
STRATEGIC
Simon
Zadek’s
OrganizaHonal
CIVIL
Learning
Model
HBR,
The
Path
to
Corporate
Responsibility,
2007
Copyright
©
2012
The
Ins4tute
on
Women

15. If
Not,
Why
Not
McKinsey
&
Co.,
Unlocking
the
full
poten0al
of
women
at
work,
2012
Minding
the
Pipeline
Copyright
©
2012
The
Ins4tute
on
Women