Presentation on the opportunities for women in the workplace to make a difference and ultimately achieve #genderparity.

1. © 2016 TMC | A Berlitz Company
Page 1
Women’s Day is
Every Day
Lynne Putz, MA, SPHR
Managing Director, Client Services
Training Management Corporation (TMC)
March 8, 2016

2. © 2016 TMC | A Berlitz Company
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Growing our Partnership for 12 years
Programs delivered on cultural
competence titled cultures@work
featuring neutral vocabulary of
COI®
From Individual to Organizational Inclusion
Base-level customized
cultures@work program
developed and deployed
Certification Level 1
Train the Trainer for
cultures@work
Support cultures@work
materials customized for
wider, asynchronous
deployment
Group-level customized
program developed and slated
for deployment
2004 2016
Launched
Certification Level 2

3. © 2016 TMC | A Berlitz Company
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Lynne Elaine Putz, M.A., SPHR
Managing Director, Client Services
Lynne joined TMC in 2012, and heads up the Client Services Divisions of TMC including IT, Marketing and L&D Solutions.
With her deep expertise, she partners closely with clients to develop the talent required for global business strategy
implementation. Holding certification in a number of instruments and assessments, she coaches and facilitates, manages
teams and is a partner in leading TMC. Co-author of TMC’s Sixth Edition of the Cultural Orientations Guide book, she is a
regular industry speaker.
Lynne has lived and worked on 3 continents plus one island, When not traveling, as a single mother she enjoys spending
time with her two children, friends and family, her puppy, 2 cats and 5 chickens and is an avid reader and athlete.
http://www.amazon.com/dp/B00KFPE3FS
Speaker Introduction

4. © 2016 TMC | A Berlitz Company
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Stop and think:
1) What is Diversity & Inclusion at
P&G
2) Four Pillars of Focus
3) What is your role in empowering
and engaging women at P&G?

5. © 2016 TMC | A Berlitz Company
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Gender Parity Pays Off
Martin, Mishra, Swaab, and Galinsky (2015). “Cross-national variation in gender equality predicts women’s national soccer
performance,” working paper,.
Diversity and Inclusion
is a sustained
competitive advantage
for P&G continued
growth – diverse teams
perform better
What percent of the
current Fortune
1000 female CEO’s
played sports?

6. © 2016 TMC | A Berlitz Company
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Diversity & Inclusion – What do we know?
What do we mean by diversity? What do we mean by inclusion?
Recognize & embrace the existence of
many visible and invisible differences
Creating an environment that values &
integrates others’ differences, ideas and
experiences, and provides the opportunity
for everyone to participate, thus leading to
better business outcomes
Diversity is a medicinal word that has no emotional resonance, and this is
a really emotional issue. Its emotional for artists who are people of color
to have less value placed on our worldview.”
Ava DuVernay. (2014). Film Director, Selma

7. © 2016 TMC | A Berlitz Company
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Journey to Inclusion
Value Differences
Self, Others, Key Issues
Identify and Transform
Exclusion Behaviours
Model and Embed
Inclusion Practices
Diversity
Inclusion
Mindfulness =
present in the
moment
Where is P&G in
this journey to
inclusion?

8. © 2016 TMC | A Berlitz Company
Page 8
Stop and think:
1) What is Diversity & Inclusion at
P&G
2) Four Pillars of Focus
3) What is your role in empowering
and engaging women at P&G?

9. © 2016 TMC | A Berlitz Company
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Pause and Reflect – Who am I describing?
Who is working part time?
1
43
2
Who is on the senior leadership team?Who has competed in elite sports?Who has earned a PhD?

10. © 2016 TMC | A Berlitz Company
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Four pillars of focus to engage and empower women
reporting to you
1) Ensure they are challenged to Make a
Difference (doing what matters, empowered to
lead)
2) Learn and Grow (getting highly effective and
experiential development)
3) Be Valued and Included (being recognized for
unique skills, feeling included and treated with
respect)
4) Feel Proud of P&G (feeling they are part of
something bigger than themselves).

11. © 2016 TMC | A Berlitz Company
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Powerful Woman
______________
Cultural Norms
Mercer. (2016).Where women thrive.
http://www.mercer.com/content/dam/mercer/attachments/private/nurture-cycle/WWT-Executive-Summary-2016.pdf
Which region of the
world do you think is
on track to hit gender
parity by 2025?
#1 – Ensure they are challenged to make a difference

12. © 2016 TMC | A Berlitz Company
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Who is likelier to negotiate salary during a job offer?
Babcock, L & Lascherer, S (2007) Women Don’t Ask
Roberto is 7x likelier to
ask for more money than
Isabella
Isabella Roberto

13. © 2016 TMC | A Berlitz Company
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Stereotypes
Perscriptive:
Marianna
should stay
home after her
child is born
Which is more
damaging for women
in the workplace?
#2 - Learn and Grow

14. © 2016 TMC | A Berlitz Company
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Flexibility “Care-giving” phases for both
men and women
Slaughter, A. (2015) Unfinished Business
“You can have all the
initiatives you want
saying you can have
flexibility, but until some
of the real leaders make
the choice to choose
family, I don’t think
people feel like they have
real permission to do it”
Mark Weinberger
CEO and Global Chairman, EY
#3 – Be Valued and Included

15. © 2016 TMC | A Berlitz Company
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Career Ambition and Networking
Benefits of open networks =
enhanced performance.
Specifics:
• Diversity of ideas is high
• Challenges status quo
• Dynamic, shifting
interaction rules means
constant discussion and
attention
• Capitalizes on unique
perspectives and
knowledge points not
shared by the group
• Full picture view of the
business
• Enables “connector” or
“bridge” roles across
teams
“A Network left to chance
is not a network you need”
Santana, L (2016).
Center for Creative Leadership
#4 - Feel Proud of P&G

16. © 2016 TMC | A Berlitz Company
Page 16
Stop and think:
1) What is Diversity & Inclusion at
P&G
2) Four Pillars of Focus
3) What is your role in
empowering and engaging
women at P&G?

17. © 2016 TMC | A Berlitz Company
Page 17
Journey to Inclusion (reflecting back on this)
Value Differences
Self, Others, Key Issues
Identify and Transform
Exclusion Behaviours
Model and Embed
Inclusion Practices
Diversity
Inclusion
Where are you in
your journey as a
woman in P&G?
Mindfulness =
present in the
moment

18. © 2016 TMC | A Berlitz Company
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What actions will you take to engage and empower
women reporting to you?
Four P&G pillars of focus:
1) Ensure they are challenged to Make a Difference (doing what
matters, empowered to lead)
2) Learn and Grow (getting highly effective and experiential
development)
3) Be Valued and Included (being recognized for unique skills,
feeling included and treated with respect)
4) Feel Proud of P&G (feeling they are part of something bigger
than themselves).

19. © 2016 TMC | A Berlitz Company
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Questions?

20. © 2016 TMC | A Berlitz Company
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References
Gallup Nearly Billion Women study
http://www.gallup.com/poll/181790/nearly-billion-women-worldwide-struggling-
suffering.aspx?g_source=Nearly%202%20billion&g_medium=search&g_campaign=tiles
Martin, Mishra, Swaab, and Galinsky (2015). “Cross-national variation in gender equality
predicts women’s national soccer performance,” working paper,.
Mercer. (2016).Where women thrive.
http://www.mercer.com/content/dam/mercer/attachments/private/nurture-cycle/WWT-
Executive-Summary-2016.pdf
Babcock, L & Lascherer, S (2007) Women Don’t Ask
http://www.economist.com/news/business/21677214-anonymising-job-applications-
eliminate-discrimination-not-easy-no-names-no-bias
Slaughter, A. (2015) Unfinished Business
Smith, Choueiti, Pieper. (2014) Gender bias without borders
http://www.forbes.com/sites/michaelsimmons/2015/01/15/this-is-the-1-predictor-of-
career-success-according-to-network-science/#ddeb76b3623f
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