1. Despite progress, gender inequality still exists as women are paid less than men and face discrimination. In the 1970s, women made 59 cents for every dollar men made, and in 2010 they still only earned 77 cents to the dollar. 2. Women are underrepresented in leadership positions, making up only 4% of Fortune 500 CEOs despite outperforming men academically. Many women feel forced to choose between being liked or pursuing professional success due to gender stereotypes. 3. Discussing gender inequality helps identify opportunities to close the gap by addressing unconscious biases. Stereotypes introduced in childhood become self-fulfilling prophecies if not addressed.

1. Women Work and Will to Lead
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2. Despite significant progress, it is important to be
aware that gender inequality still exists
– Women are still discriminated against, and many aren’t
aware of the ongoing bias.
– Example: In the 1970s, women made $0.59 to every
dollar men made. In 2010, women still only earned
$0.77 to every dollar men made.
2

3. For women, the “corporate talent
pipeline is leaky and blocked.” —Vik
Malhotra, Senior Partner, McKinsey & Co
Percent of Positions Filled by Level, by Gender
Women make up more than half of
the workforce.
ZF research estimates
The Current Pipeline
3

4. Gap in Leadership
Ambition
4
LeanIn.org and McKinsey &
Company 2016

5. Women are noticeably absent from leadership
positions
• Whether it’s due to childhood learned bias or
motherhood, many women tend to be less
committed to pursuing leadership positions.
• Example: Only 4% of Fortune 500 company CEOs are women even though
women outperform men in pre-professional academic settings.
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6. In professional settings, women are often forced to
choose between being liked and professional
achievement
• Because of ingrained stereotypes, women have had
to be ambitious without appearing pushy.
• Example: Women often must approach salary
increase negotiations in terms of the team’s success
instead of speaking of what she’s accomplished on an
individual level.
6

7. Talk openly with others about inequality to
work together towards a solution
• Discussing gender inequality often identifies
opportunities to help close the gap.
• The gender stereotypes introduced in childhood are
reinforced throughout our lives and become self-
fulfilling prophecies. With pay, men generally earn
more, so people expect woman to earn less.
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8. The Leadership and Ambition Gap
• Ambitious’ is a positive thing for men, but almost a derogatory word
when used for a woman: ‘she’s very… ambitious’ (bossy, assertive,
dominant, controlling, micro-managing, doesn’t care about her kids).
• Many have argued that woman are not less
ambitious, but insist on more enlightened and
more meaningful goals, like raising children,
personal fulfillment, contribution and
improving the lives of others..
8

9. Fake confidence until you build it naturally
• Many women are plagued by the “imposter
syndrome,” where they believe their skills are
inferior and thus hold back in areas where
career progression requires confidence.
• Example: Research shows that women consistently
undervalue their contributions.
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10. Navigate your career like a jungle gym instead
of treating it like a ladder
• The notion of “career ladder” is becoming
antiquated, as many people change careers many
times in their lives.
• Example: The author was once considering a job at Google long before the
company had made a big impact. Rather than looking at whether the
position would be a step up on the career ladder, she looked at the growth
potential of the company.
• You must select a Job based on the Fast growth it will offer you not
because of anything else.
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11. Equality is just as important at home, too
• Home obligations should be equally balanced.
• Example: Working moms spend 40% more time on
childrearing than men do
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12. Women who they love their
children and their career
equally
Women who love their
children but they could never
be a stay-at-home mom
Women who love their job but
if they had their choice, they
would be a stay-at-home mom
State of Mind for
Mums
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53%
25%
22%

13. Women shouldn’t assume that having children will prevent
them from being able to take on the professional roles they
aspire to
• It is possible to balance both work and motherhood,
so don’t let up on your goals.
• Example: Many women have let opportunities for
career advancement pass them by in anticipation of
motherhood.
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14. It’s impossible to have it all, so make sure to prioritize
what’s most important
– Make time for what’s most important, as striving
for perfection in every aspect of life will lead to
burnout.
– Example: Make sure to go to a child’s game but
accept that the house may not be perfectly clean.
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15. Are You My Mentor?
• – The advice is given that working
professionals need a mentor but that the
relationship between teacher and student
cannot be forced.
15

16. • Not feeling Valued
• The Desire to Please
• Under estimating one’s Potential.
• Fear of taking risk.
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17. Consider Cultural
Nuances
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Success
means…
SHE
Being valued while accomplishing
HE
Winning
© 2017 Zenger

18. Having It
All
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74%
believe you can have it all:
fulfilling career, relationship
and children
(67% of those are over the age
of 35)
43%
women say that they are
career-focused, but plan to
slow down their career when
they have children

19. First Ten Most Powerful Business Women by Fortune India
RANK NAME TITLE AFFILIATION AGE
1 Zia Mody Co-founder AZB & Partners 63
2 Kiran Mazumdar-Shaw Chairperson and MD Biocon 66
3 Suneeta Reddy Managing director Apollo Hospitals
Enterprise
60
4 Alice G. Vaidyan Former chairman and MD General Insurance
Corporation of India (GIC
Re)
60
5 Zarin Daruwala CEO Standard Chartered Bank,
India
54
6 Mallika Srinivasan Chairman and CEO Tractors and Farm
Equipment (TAFE)
59
7 Arundhati Bhattacharya Independent director Reliance Industries;
Wipro; CRISIL; Piramal
Enterprises; SWIFT India
63
8 Kaku Nakhate President and country
head
India Bank of America
Merrill Lynch
52
9 Shobhana Bhartia Chairperson and editorial
director
HT Media 62
10 Renuka Ramnath Founder and CEO Multiples Alternate Asset
Management
57
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20. © 2017 Zenger
Women in Leadership =
Profitability
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In a 19-year study*, the 25 Fortune 500 firms
with the
highest number of executive women rated:
• 34% higher in profits as a percent of revenue
• 18% higher in profits as a percent of assets
• 69% higher in profits as a percent of equity
than the median Fortune 500 firms in their
industries.
Results were more pronounced when looking at
the top 10, 15, and 20 firms.
*Roy D. Adler, PhD, Pepperdine
University,2008

21. Conclusions………………….
• We must Lean in To our careers to take required leap we deserve
• Learn to Negotiate equally.
• Don’t leave before you have Left.
• Have a Seat at the Table-(attend meetings even with majority of
male colleagues and make your views assertively).
• Develop and work on yourself .
• Make your Partner a real partner.
• Career span last for 30 Years and even after that. The years ahead
Matter ..
• Lastly …Love Yourself for what you are ..
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22. Thankyou
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