Companies with higher levels of female leadership and gender diversity on their boards experience greater financial returns and profitability. Studies show companies with 30% or more women in leadership roles have profit margins 6% higher on average than companies with less female leadership. Teams with more women also tend to have higher collective intelligence as measured by performance on tasks. However, women remain underrepresented at senior levels in companies and face barriers to advancement. Closing the gender gap in leadership requires addressing unconscious biases, improving hiring and promotion practices, and developing women's careers through mentorship and access to critical experiences.
Why Gender Diversity Matters at Work | ChronusChronus
Making up 47% of the current workforce and growing, women are prime candidates for filling the leadership pipeline that will soon be left lighter by a departing generation of workers. And yet, the higher you look in companies, the fewer women you see, with C-level positions comprised of only 19% women.
Learn how greater gender diversity can improve your organization, and why mentoring is an ideal solution to enable women in the workplace.
Download the full Ebook: http://ow.ly/fGyK30fCsaB
Promoting multidimensional teams has a positive impact on business outcomes. Female presence in company's executive bodies is essential to build business projects that are successful and long-term oriented.
During the meeting held by Woman's Week foundation and the Association of Directors of Communication in Spain (Dircom), Chief Communication Officer and companies, committed to equal opportunities and diversity, professionals discussed about CSR regarding gender diversity.
We are indeed living a shift of paradigm where companies are more sensitive to the economic importance of their role as social actors and the strategic and integrated management of key intangible assets such as reputation, brand, communication or public issues. We are immersed in the so-called "reputation economy".
The main advantages of promoting diversity within the corporation are the greater capacity of attracting and retaining talent, improvement of leadership and innovation strategies and a closer approach to key stakeholders for the company. In fact, the main idea of the concept of diversity is to optimize human resources presented by heterogeneous groups, this is to say, diverse regarding the gender, age, race or nationality of their members.
We are making progress in integrating diverse teams in the organization, but we are still below the goal of 40 % female board managers in companies set out by the European Parliament and the European Commission.
This insight addresses the current situation and future leadership, where diversity will play a major role for sure.
Women are less likely to receive the first critical promotion to manager—so far fewer end up on the path to leadership—and are less likely to be hired into more senior positions. Women also get less access to the people, input, and opportunities that accelerate careers. As a result, the higher you look in companies, the fewer women you see.
This disparity is especially pronounced for women of color, who face the most barriers to advancement and experience the steepest drop-offs with seniority.
The Business Case of Gender Diversity and the UN Women Empowerment PrinciplesAnke Domscheit-Berg
Presentation held at the Business and Professional Women's International Congress in Helsinki, Finland, 18.06.2011.
Topic: The Business Case of Gender Diversity and the UN Women Empowerment Principles
Why Gender Diversity Matters at Work | ChronusChronus
Making up 47% of the current workforce and growing, women are prime candidates for filling the leadership pipeline that will soon be left lighter by a departing generation of workers. And yet, the higher you look in companies, the fewer women you see, with C-level positions comprised of only 19% women.
Learn how greater gender diversity can improve your organization, and why mentoring is an ideal solution to enable women in the workplace.
Download the full Ebook: http://ow.ly/fGyK30fCsaB
Promoting multidimensional teams has a positive impact on business outcomes. Female presence in company's executive bodies is essential to build business projects that are successful and long-term oriented.
During the meeting held by Woman's Week foundation and the Association of Directors of Communication in Spain (Dircom), Chief Communication Officer and companies, committed to equal opportunities and diversity, professionals discussed about CSR regarding gender diversity.
We are indeed living a shift of paradigm where companies are more sensitive to the economic importance of their role as social actors and the strategic and integrated management of key intangible assets such as reputation, brand, communication or public issues. We are immersed in the so-called "reputation economy".
The main advantages of promoting diversity within the corporation are the greater capacity of attracting and retaining talent, improvement of leadership and innovation strategies and a closer approach to key stakeholders for the company. In fact, the main idea of the concept of diversity is to optimize human resources presented by heterogeneous groups, this is to say, diverse regarding the gender, age, race or nationality of their members.
We are making progress in integrating diverse teams in the organization, but we are still below the goal of 40 % female board managers in companies set out by the European Parliament and the European Commission.
This insight addresses the current situation and future leadership, where diversity will play a major role for sure.
Women are less likely to receive the first critical promotion to manager—so far fewer end up on the path to leadership—and are less likely to be hired into more senior positions. Women also get less access to the people, input, and opportunities that accelerate careers. As a result, the higher you look in companies, the fewer women you see.
This disparity is especially pronounced for women of color, who face the most barriers to advancement and experience the steepest drop-offs with seniority.
The Business Case of Gender Diversity and the UN Women Empowerment PrinciplesAnke Domscheit-Berg
Presentation held at the Business and Professional Women's International Congress in Helsinki, Finland, 18.06.2011.
Topic: The Business Case of Gender Diversity and the UN Women Empowerment Principles
Phaidon International continues the 2017 Inclusive Talent Series in March discussing the challenges faced by women group within STEM industries; Attraction, Retention and Advancement.
This event showcased the work of the G20 EMPOWER Alliance and the OECD to support the implementation of commitments to strengthen women’s access to leadership positions in the private sector. This presentation shares results from the OECD Corporate Governance Factbook 2021, which features a comparison across all OECD and G20 countries of progress made to enhance the role of women on boards of directors and in senior management.
Question # 1: What differences between women and men are there?
Question # 2: What are some examples of low gender diversity?
Question # 3: What are some examples of high gender diversity?
Question # 4: How do we measure gender diversity?
In 2012 OIWC conducted an industry-wide survey to study perceptions of gender diversity and workplace values. The study serves as the foundation for workplace diversity and inclusion and women's leadership advancement efforts by the OIWC.
An Interesting Panel discussion including senior diversity representatives from KPMG and TD Bank Financial Group followed the opening sessions, focused on how diversity is actually being moved forward in these organizations. Session 1: Dr. Wendy Cukier: The Diversity Lens: Leading Practices in Recognizing the Benefits of Diversity, Session
Our annual report finds significant numbers of startups continue to have no women in leadership, yet a growing percentage have programs in place to change that.
This presentation offers a comprehensive review of the 2017 Women in the Workplace report by McKinsey & Company and LeanIn.org with solutions companies can take to foster gender equality.
https://womenintheworkplace.com/
Race in the workplace: The Black experience in the US private sectorMcKinsey & Company
McKinsey's Race in the Workplace report 2021 is one of the most comprehensive benchmark studies of Black Americans in the US private sector. It highlights the complexity of the challenge for Black workers by examining Black worker representation and experience.
McKinsey Global Survey results: Moving mind-sets on gender diversity: To ens...Lucia Predolin
Moving mind-sets on gender diversity: McKinsey Global Survey results
To ensure that corporate culture supports—not hinders—the ability of women to reach top management, companies must address mind-sets and develop a more inclusive, holistic diversity agenda.
Phaidon International continues the 2017 Inclusive Talent Series in March discussing the challenges faced by women group within STEM industries; Attraction, Retention and Advancement.
This event showcased the work of the G20 EMPOWER Alliance and the OECD to support the implementation of commitments to strengthen women’s access to leadership positions in the private sector. This presentation shares results from the OECD Corporate Governance Factbook 2021, which features a comparison across all OECD and G20 countries of progress made to enhance the role of women on boards of directors and in senior management.
Question # 1: What differences between women and men are there?
Question # 2: What are some examples of low gender diversity?
Question # 3: What are some examples of high gender diversity?
Question # 4: How do we measure gender diversity?
In 2012 OIWC conducted an industry-wide survey to study perceptions of gender diversity and workplace values. The study serves as the foundation for workplace diversity and inclusion and women's leadership advancement efforts by the OIWC.
An Interesting Panel discussion including senior diversity representatives from KPMG and TD Bank Financial Group followed the opening sessions, focused on how diversity is actually being moved forward in these organizations. Session 1: Dr. Wendy Cukier: The Diversity Lens: Leading Practices in Recognizing the Benefits of Diversity, Session
Our annual report finds significant numbers of startups continue to have no women in leadership, yet a growing percentage have programs in place to change that.
This presentation offers a comprehensive review of the 2017 Women in the Workplace report by McKinsey & Company and LeanIn.org with solutions companies can take to foster gender equality.
https://womenintheworkplace.com/
Race in the workplace: The Black experience in the US private sectorMcKinsey & Company
McKinsey's Race in the Workplace report 2021 is one of the most comprehensive benchmark studies of Black Americans in the US private sector. It highlights the complexity of the challenge for Black workers by examining Black worker representation and experience.
McKinsey Global Survey results: Moving mind-sets on gender diversity: To ens...Lucia Predolin
Moving mind-sets on gender diversity: McKinsey Global Survey results
To ensure that corporate culture supports—not hinders—the ability of women to reach top management, companies must address mind-sets and develop a more inclusive, holistic diversity agenda.
Strategic planning is an organizations process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy.
Gender balance is not just good to have or the right thing to do, it’s better for business and the economy. But how do you build a more balanced workplace? And do you have a need to? Chances are, you do…
Diversity as a Revenue Engine: What 16+ Studies RevealCenterfor HCI
Investing in diversity, equity and inclusion (DEI) leads to cost savings through reduced attrition and absenteeism, and faster, less expensive recruiting; it also contributes to the top line as well.
What's Next in women's leadership looks at the recent research on women and leadership. this presentation was given to Div 13 mid-winter meeting in Atlanta, Ga
The Balancing Act - a study of how to balance the talent pipeline in business...Harvey Nash Plc
A report analysing the views of over 600 board directors on how organisations can better support female progression.Losing female talent has significant consequences for businesses, diverse groups are stronger and think more creatively, which makes them more competitive.
Produced by the Inspire Network, founded by the Harvey Nash Group in 2008 to connect senior business women and support their career advancement.
For more information
Website: www.harveynash.com/inspire/
Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.
Goal Summit 2016: The New Organization – Different by DesignBetterWorks
Today's digital world has radically changed the way we work. In this research-based presentation at Goal Summit 2016, the Principal and Founder of Bersin by Deloitte, Josh Bersin, reveals the latest research on what makes "the new organization" thrive. Based on research among 7,000 organizations in 130 countries, he highlights why the new organization is a "network of teams" and how culture, leadership, transparency and new models of management are critical to business success.
Discover the barriers holding companies back from having the diversified teams needed to boost their results, ignite innovation and excellence. Learn what can be done to bridge the gap.
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this presentation. http://www.vladvisors.com/compensation-knowledge-center/webinars/millennial-pay-what-works-and-what-doesnt
Company Culture is Key to Unlocking Gender Equality and Narrowing Pay Gap, New Accenture Research Finds
“Getting to Equal 2018” report identifies 40 key factors that help all people thrive
How to attract and retain female employees post-pandemic.pdfTuring.com
Turing is a data-science-driven deep jobs platform helping companies spin up their engineering teams in the cloud at the push of a button. Based in Palo Alto, California, it is a fully remote company of 500+ people who help connect world-class remote software engineers with world-class companies.
Turing makes the remote hiring journey easy and rewarding for both companies and developers. With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. Also, Turing democratizes opportunities for remote developers from around the world by offering them high-quality software jobs with top US firms.
Turing's Intelligent Talent Cloud uses AI to source, vet, match, and manage over a million developers worldwide. This, in turn, helps organizations save valuable time and resources as they build their dream engineering team in a matter of days.
For more info, head over to: http://turing.com/s/yB8zZu
Women of Influence - White Paper on Solutions to Women’s AdvancementStephen Wills
In 2012, Thomson Reuters, the world’s leading source of
intelligent information for businesses and professionals,
established our Women’s Advisory Task Force. The Task
Force was given the overarching brief to ensure female
leadership development and the advancement of women
to senior positions in our company.
Visit - www.ProcurementCentral.com
Accenture Getting To Equal 2020 Research Presentation accenture
Accenture's new gender equality report explains differing perceptions on inclusive workplace culture & how leaders can drive a culture of equality. Read more.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
PHP Frameworks: I want to break free (IPC Berlin 2024)Ralf Eggert
In this presentation, we examine the challenges and limitations of relying too heavily on PHP frameworks in web development. We discuss the history of PHP and its frameworks to understand how this dependence has evolved. The focus will be on providing concrete tips and strategies to reduce reliance on these frameworks, based on real-world examples and practical considerations. The goal is to equip developers with the skills and knowledge to create more flexible and future-proof web applications. We'll explore the importance of maintaining autonomy in a rapidly changing tech landscape and how to make informed decisions in PHP development.
This talk is aimed at encouraging a more independent approach to using PHP frameworks, moving towards a more flexible and future-proof approach to PHP development.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
GridMate - End to end testing is a critical piece to ensure quality and avoid...ThomasParaiso2
End to end testing is a critical piece to ensure quality and avoid regressions. In this session, we share our journey building an E2E testing pipeline for GridMate components (LWC and Aura) using Cypress, JSForce, FakerJS…
Essentials of Automations: The Art of Triggers and Actions in FMESafe Software
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Communications Mining Series - Zero to Hero - Session 1DianaGray10
This session provides introduction to UiPath Communication Mining, importance and platform overview. You will acquire a good understand of the phases in Communication Mining as we go over the platform with you. Topics covered:
• Communication Mining Overview
• Why is it important?
• How can it help today’s business and the benefits
• Phases in Communication Mining
• Demo on Platform overview
• Q/A
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
2. BUSINESS CASE:
MORE WOMEN = HIGHER PROFITS
Companies with 30% female leadership had profit margins that were
up to 6% higher
Data shows an increase of women in top management from 0 to 30%
increases profitability by 15%
Companies in the top quartile for gender diversity are 15% more likely
to have financial returns above national industry median
Fortune 500 companies with at least 3 female directors have 42%
higher return on sales and 53% higher return on equity
Companies with the highest percentage of women on boards had a
66% greater return on invested capital
More women on boards is associated with having more women in
leadership, otherwise known as the “pipeline effect.”
Sources: Peterson Institute, EY, McKinsey & Company and Catalyst
3. WARREN BUFFET – FEMINIST CAPITALIST
“there is no telling how far we can go when
we tap into the collective potential of the
entire population.”
4. HBR: THE MORE WOMEN ON A TEAM THE
HIGHER THE TEAM INTELLIGENCE
Subjects age 18 to 60 given intelligence tests
Randomly assigned to teams
Each team to complete several tasks—including brainstorming,
decision making, and visual puzzles—and solve one complex problem
Teams were given intelligence scores based on performance
Teams that had members with higher IQs didn’t earn much higher
scores
Those that had more women did
Professors Woolley and Malone, along with Christopher Chabris, Sandy Pentland, and Nada
Hashmi
5. WOMEN IN S&P 500 COMPANIES
Women control 85% of overall consumer spending; 50% of all stock
ownership, 60% of all US personal wealth and comprise 45% of the labor
force
Source: Catalyst
6. PERCENTAGE OF FORTUNE 500 FEMALE CEO’S
0.4%
0.8%
1.2% 1.4% 1.6% 1.8% 2.0%
2.4% 2.4%
3.0% 3.0%
2.4%
3.6%
4.0%
4.8% 4.6%
0.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
Percentage of Women
Women Men
4.6%
Source: McKinsey & Company
7. PEW RESEARCH CENTER: MEN AND WOMEN SEEN AS EQUALLY QUALIFIED
TO LEAD IN THE BUSINESS WORLD
11%
7%
80%
Men Women Equally Good Leaders
8. INDUSTRY DIFFERENCES
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Major Hospital
Major Retail Chain
Large Bank or Financial Institution
Computer Software Company
Large Oil or Gas Company
Professional Sports Team
Woman Would Do a Better Job Man Would Do a Better Job
Source: McKinsey & Company
9. WHAT IS GOING ON?
Women fall behind early add continue to lose
ground
Women are promoted and hired at lower rates
Women remain underrepresented at every level
0%
20%
40%
60%
80%
100%
Men Women % Women in Pipeline
Source: McKinsey & Company
10. WOMEN ARE LESS LIKELY TO BE PROMOTED
INTO A FIRST SUPERVISORY POSITION
100
130
0
20
40
60
80
100
120
140
Women Promoted Men Promoted
Twice as many men are hired from the outside as
directors and more than three times as many are hired
as SVPs
Gap in Rate of First Supervisor Promotions – For Every 100 Women, 130 Men
Source: McKinsey & Company
11. MEN AND WOMEN IN LINE ROLES: CEO PATH
63% 68% 63% 65% 62% 67%
56%
61%
54% 51% 50% 48%
0
10
20
30
40
50
60
70
80
Men Women 80%
20% Men
Wome
n
Sources: McKinsey & Company and Spencer Stuart
13. TALENT PIPELINES AT EACH LEVEL
36%
59%
31%
47%
28%
41%
24%
34%
17%
30%
19%
22%
0%
10%
20%
30%
40%
50%
60%
70%
Technology Professional and Information Services
Entry Level Manager Senior Mgr/Dir VP SVP C-Suite
Source: Breaking Down the Gender Challenge – McKinsey and Company
14. THE PROBLEM IN TECHNOLOGY
32%
66%
4%
Source: Girls Who Code
15. GENDER GAP IN COMPUTING
37%
18%
Source: Girls Who Code
16. YIKES!
By 2020, there will be 1.4 millions jobs available in computing-related
fields. US graduates will fill ~ 29%, women are on track to fill just 3% of
them
Source: Girls Who Code
17. WHAT WORKS?
Make a compelling case for gender diversity
Measure and share performance
Ensure hiring, promotions and reviews are fair
Invest in employee training
Focus on accountability and results
18. INNOVATIVE EMPLOYERS
Remove gender identifying information off of resumes
Managers are provided, and consider, a diverse lineup of candidates for open
positions
Managers evaluate performance using standardized, clear and objective
metrics
Leaders are held accountable for improving gender diversity
The company embraces diverse leadership styles
Managers create a supportive work environment and mentor high-potential
women
Women are provided job experiences that are critical for advancement and
success
Managers leverage the diverse strength of all employees
Companies provide flexibility to fit work into lives
There is a smooth transition process to and from extended leaves
19. WIIFM?
Fully utilize all of the talent you have
Drive better business performance
Win the war for talent
Broaden the diversity of thought in order to enhance innovation and
creativity
Build a stronger team
20. 2020 WOMEN ON BOARDS EVENT 11/17/16
National Conversation on Board Diversity
Goal to have women as 20% of public boards by the year 2020
Devon is a major sponsor of the event
Meinders School of Business
3rd Floor Gardner Conference Room
11/17/16 from 7:30 AM to 12:00 Noon
Reception the night before at Mickey Mantle’s Restaurant
Register at 2020wob.com
Flyers at the back of the room
21. DEVON ENERGY IT ORGANIZATION
Today’s business demands in the Oil and Gas industry require true
technology innovation
o High performing, agile teams
o Committed multi-departmental partnerships to innovate business leveraging
technology
o Transparent communication
o Diversity of thought and openness
o Organizational learning and adaptation
Strongly believe the business case that Donna just articulated applies
directly to helping Devon IT deliver more value, more quickly to our
business
22. CHALLENGES FOR DEVON IT
Oil companies not usually considered “progressive”
Industry not perceived from the outside as a technology leader
Diversity in IT is mostly international, not gender
Pipeline of technology candidates that we see resembles the statistics just
reviewed, women are by far in the minority
We have a lot of perception AND reality to overcome
23. DEVON IT – OUR JOURNEY AHEAD
Commitment from the CEO down to increase “Diversity of Thought”
Lean in Circle founded to raise awareness and open communication
between women and men
OKWIT sponsorships and participation
Looking at two specific phases for addressing our gender diversity
o Recruiting – Looking at ways to encourage more female candidate applications,
and for identifying the “real” skills we are hiring for
• learning, communication & teamwork as much as technical experience
o Professional development – Identifying differences in styles that can be
leveraged to rebalance the curve
Establishing clear leadership expectations for encouraging diversity of
thought
25. CONTACT INFORMATION
Brandy Semore, PMP
Director of Operations
Pinnacle Business Systems
President/Executive Director
Oklahoma Women in Tech
info@okwomenintech.org
Donna Miller, PCC, MBA
President
Executive Resource Center
Oklahoma Chapter Chair
Women Presidents’
Organization
dmiller@executiveresource.co
m
Ben Williams
Chief Information Officer
Devon Energy
Ben.Williams@dvn.com
Editor's Notes
The Peterson Institute analyzed the data and human resources practices of 22,000 firms in 91 countries, half had no female executives, 60% had no women on their boards
Return on Sales provides insight into how much profit is being produced per dollar of salesReturn on Equity how much profit a company generates with the money shareholders have invested
Return on Invested Capital gives a sense of how well a company is using its money to generate returns.
Wellesley Centers for Women:
Broaden discussions
Doggedly pursue answers to difficult questions – willing to admit don’t know
Bring a more collaborative approach and open communication
Presence of women increases functional and skill diversity, therefore more effectively monitor staff
Firms that don’t discriminate outperform those that do
Policies on education, non-discrimination and childcare has more of an influence than the number of women on the board
Company commitment to gender diversity is at an all time high
Companies are struggling to put their commitment into practice
Many employees are not on board
To level the playing field, companies need to treat gender diversity like the business priority it is – better communication, more training and a clearer focus on results
Study done by professors art Carnegie Mellon and MIT published in the Harvard Business Review
Things you would think would be predictive of group performance were not
Group satisfaction, group cohesion, group motivation were NOT correlated with collective intelligence
Individual intelligence wasn’t either
May be about social sensitivity
Listen to each other
Share criticism constructively
Have open minds
Are o autocratic
Groups with had smart people dominating the conversation were not very intelligent groups
Groups with a moderate level of cognitive diversity were most effective; those with a moderate level of cognitive diversity were most effective.
Women need to take Visible, Important and Complex roles (Korn Ferry)
Increased skill diversity within top management to increase effectiveness of monitoring staff performance
Less gender discrimination in management ranks helps to recruit, promote and retain talent
When don’t reward commensurate with talent, lose out to rivals that do
High math scores
High rates of concentration in degree programs associated with management
Liberal parenting leave
Relative absence of discriminatory attitudes toward female executives
80% of people believe men and women are equally qualified to lead
Women are rated higher on their ability to work out compromises and be honest and ethical
Men are seen as being more willing to take risks
65% of women believe they face discrimination, 48% of men believe they do
There are some biases by industry
People believe men are better at leading professional sports teams, large oil and gas companies and computer software companies
Women are seen as better leaders of major retail chains and hospitals
After studying 132 companies, 4.6 million people and 34,000 completed surveys, the research found the following:
At the entry level point, men and women are similar 54% male, 46% female. Things start to diverge at the very first supervisory or management level position. At every step, the representation declines.
Women have less access to the people, input and opportunities that accelerate careers
Women are less likely to think they have equal opportunities for growth and development and are more likely to think their gender will play a role in missing out on a raise, promotion or chance to get ahead – they don’t see people like them
Women get 60% of all masters degrees
50% of all medical and law degrees
44% of all business degrees
This is not based on attrition, both leave at the same rate
Women’s promotion rates lag men
Disparity is greatest at first step
External hiring doesn’t help; fewer women are hired at every level
The percentage of women being promoted into middle and senior management is higher than the percentage currently at those levels; if this holds, the representation of mid and senior-level women will slowly increase
As women get more senior, they shift from line to staff roles
Line roles are positions with profit and loss responsibility and focus on core operations; staff roles are positions in functions that support the organization like legal, he and IT
This provides them with less access to people and opportunities that advance careers
At the SVP level, senior executives are 80% in line roles and 20% in staff roles
In 2015, according to Spencer Stuart, 90% of new CEOs were promoted from line roles and 100% were men.
Keep women in line roles.
Women negotiate promotions as often as men
They are more likely than males to get the feedback that they are “bossy”, “too aggressive” or “intimidating”
Those women who do negotiate for a promotion are 54% more likely to get one
Pay attention to everyday interactions
Men can sponsor women – put them forward for important assignments
Offer “air cover” protection and support
Colleagues can have the courage to defend and support female colleagues to have their ideas heard and considered to ensure they feel valued
2015 with Leanin.org from 30,000 employees at 118 north American companies across 9 industries:
Women are unable to enter
Stuck at the middle or
Locked out of the top
Interactions with key leaders and sponsorship is essential for success; women’s Less substantive interactions with senior leaders impacts them
Women are 3X as likely to rely on a network that is primarily female
Women get less access to senior leaders; Women ask for feedback as often as men but are less likely to receive it
Women are more than 20% less likely than men to say their manager often gives them difficult feedback that improves their performance (both men and women)
Concerned about seeming mean or hurtful
Don’t want then to dislike me
Concerned about an outburst
Concerned will seem biased or prejudiced
Concerned about an emotional breakdown
Only 40% of women want to be an executive compared to 56% of men. The more work either a man or woman does at home, the less interested they are in being senior executives
Make an up-front investment in the ecosystem of qualified female candidates
Ask, what would it take to improve pre-pipeline gender diversity and how might we play a constructive role in that effort?
Leading companies are partnering with universities and organizations such as Girls who Code or initiatives such as TechPrep (launched by Facebook) to nurture talent in early education.
Have a candid, open dialogue – beneficial to everyone
Clear, consistent performance expectations
Be aware of unconscious bias in performance reviews
Hold senior leaders accountable for results
Gender representation by level
Attrition by gender
Gender representation at promotion rounds
Salary difference s in comparable positions by gender
Bonuses in comparable positions by gender
Assignment of high-visibility project by gender
Make a compelling case on why diversity matters 62% of senior leaders say it is important, only 28% of employees say senior leaders encourage a candid, open dialogue
Be aware of your motivations, step outside your comfort zone and advocate for yourself
Know the experiences that are required and make career choices based on that information
Work with a mentor to identify visible, important and complex assignments that provide experience in business growth, financial, strategy and operations
Take risks and build your confidence
Get real feedback – surround yourself with people who tell you the truth
Let go of perfectionism
Negotiate wisely