Disclaimer Show Me 50, Inc. is a 501(c)(3) corporation whose mission is to provide a platform to engage individuals in actions that level the playing field for women. We encourage individuals to actively collaborate with their companies to inform and implement a culture of gender equality that leads to the achievement of 50% women in senior leadership positions. Show Me 50, Inc. retains any and all intellectual property rights in these materials and requires the retention of the copyright mark on all pages reproduced. Show Me 50, Inc. is not able to independently verify information contained in this document. This document is provided solely for informational purposes and is not to be construed as providing advice, recommendations, endorsements, representations or warranties of any kind. Neither Show Me 50, Inc. nor any of its directors, employees or agents accept any responsibility or liability with respect to this document.
Transcript
Disclaimer
Show Me 50, Inc. is a 501(c)(3) corporation whose mission is to provide a platform to engage individuals in actions that level the playing field for women. We encourage individuals to actively collaborate with their companies to inform and implement a culture of gender equality that leads to the achievement of 50% women in senior leadership positions.
Show Me 50, Inc. retains any and all intellectual property rights in these materials and requires the retention of the copyright mark on all pages reproduced.
Show Me 50, Inc. is not able to independently verify information contained in this document. This document is provided solely for informational purposes and is not to be construed as providing advice, recommendations, endorsements, representations or warranties of any kind. Neither Show Me 50, Inc. nor any of its directors, employees or agents accept any responsibility or liability with respect to this document.
Boss Presentation - GuideView Notes Page Version of this Slide
Welcome
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IDEA + MOMENTUM
x ACTION WITH PURPOSE
= RESULTS
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Executive Summary
• Despite decades of effort, women remain grossly underrepresented in senior
leadership positions in corporate America.
• The business case for gender balanced leadership has been accepted more
broadly in recent years. However, the vast majority of corporations have not
implemented the changes required to eliminate gender bias and achieve
representation at the top.
• Today, I am going to tell you about a change movement I’m joining to execute
a win-win solution.
• Together with like-minded peers, we wish to collaborate with HR senior
management to be catalysts for transformational change. We want to engage
in building a timed roadmap for achieving gender balanced leadership.
• By supporting us, you can play an important leadership role in this public
conversation.
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Senior Leadership in Corporate AmericaWomen remain grossly underrepresented
19%1 Bureau of Labor Statistics http://www.bls.gov/cps/cpsaat11.htm2 Catalyst http://www.catalyst.org/knowledge/women-ceos-sp-5003 Catalyst http://www.catalyst.org/blog/catalyzing/disrupting-default-gender-diversity-corporate-boards
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Gender Diversity in Leadership is a Business Issue not a Women’s Issue
By increasing women in leadership positions, companies can:
Studies show a correlation between gender diversity in leadership positions and improved financial performance
ShowMe50TM infographic. Data source: http://www.catalyst.org/knowledge/bottom-line-corporate-performance-and-womens-representation-boards-20042008https://publications.credit-suisse.com/tasks/render/file/index.cfm?fileid=8128F3C0-99BC-22E6-838E2A5B1E4366DF
• Catalyst (2011) found a connection between sustained high levels of women on boards and better performance on key financial measures
• Credit Suisse conducted a more recent study (2014) and found similar correlations. Companies with higher representation of women in senior management outperformed those with lower representation: higher returns on equity; higher valuations; and higher dividend payout ratios.
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“The closer that America comes to fully employing the talents of all its citizens, the greater its output of goods and services will be. We've seen what can be accomplished when we use 50% of our human capacity. If you visualize what 100% can do, you'll join me as an unbridled optimist about America's future.”
If all that is true, why don’t we have gender balanced leadership?
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Root Causes of Gender Imbalance in Senior Leadership
So how can we achieve gender balance in senior leadership?
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We CHANGE the Landscape
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Introducing…
VISION
Achieve 50% women in senior leadership positions at America’s largest corporations.
MISSION
Provide a website platform to engage individuals in actions that level the playing field. Actively collaborate with companies to inform and implement a culture of gender equality for the mutual benefit of employees, customers, communities and shareholders.
. A two-gender solution
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Core Beliefs• Gender equality is a business issue – not a woman’s issue.
• Aspiration for 50% women in executive leadership positions one corporation at a time.
• No quotas – we believe in voluntary progress as a result of individual enlightenment and systemic change.
• Men are important stakeholders in the conversation. We seek and value their viewpoints and participation.
• Knowledge is power. Small steps by many can lead to big change.
• Change is needed now. We will show individuals how to make a difference in smart ways.
• Genuine collaboration between individuals and company leadership.
Make gender intelligence cool!
What Needs to Change
• Reliance on stereotypes which lead to unconscious bias at work1
• Unequal access to information and programs
• Exclusive, command-and-control cultures
1 Creating a Level Playing Field by Shelley Correll at LeanIn.org; video and discussion guide; http://leanin.org/education/creating-a-level-playing-field/
Current environment results in lower employee productivity and hurts our ability to innovate at the pace the market demands
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What Does Gender Bias Look Like?
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How Can We Change It?
• Create motivation to act through the website and social media
• Provide ability to execute through seven toolkits
1. Introduction and Overview2. Gather Facts About Your Company3. Learn About Gender Bias4. Learn to Influence Change5. Build a Coalition6. Talk to Your Boss and HR7. Sustain Momentum
• Use the ShowMe50TM Win-Win Checklist as a guide for building timed roadmaps in collaboration with HR
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ShowMe50TM Win-Win ChecklistOptimize 100% of the Workforce
Who wins? Employees, Customers, Communities, Shareholders
1 Catalyst: Beyond Flexibility, Work-Life Effectiveness as an organizational tool for high performance; 2008.
Education of employees and managers about stereotyping and gender bias
Objective and transparent performance evaluation and talent management systems
Work-Life Effectiveness (WLE) approach to workplace flexibility1
Accountability
•
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Education of Employees and Managers About Stereotyping and Gender Bias1
Provide skill based training2 to educate managers about stereotyping
Teach techniques to override automatic tendencies to use stereotypes, learn to recognize the conditions that place them at risk for stereotyping and have opportunities to practice interacting with people who are different from themselves
Equip employees with skills to self-monitor their perceptions
Implement a system of checks and balances to safeguard against stereotypic bias
1Adapted from Catalyst: Women Take Care, Men Take Charge: Stereotyping of U.S. Business Leaders Exposed2Skill-based training demonstrates and explains the desired behavior then requires sufficient in-class practice and coaching time. It engrains skills to recognize and self-correct bias after leaving the class.
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Objective & Transparent Performance Evaluation and Talent Management Systems
Partially adapted from Catalyst: Women Take Care, Men Take Charge: Stereotyping of U.S. Business Leaders Exposed and A Bright Spot Case Study: How Diverse Slate Policies Help Close the Gender Gap
Clearly define and communicate performance evaluation and candidate job selection criteria
Create explicit decision rules about how evaluation criteria are weighted and applied for performance evaluations and candidate job selections
Post and effectively communicate all jobs internally
Implement diverse slate policies
Utilize panels of diverse, bias-trained interviewers for candidate selection
Publish career development programs and their qualifications
• Create opportunities for senior leaders and employees to engage in interactive dialogues about talent management
• Create strategies that increase development and advancement opportunities for women
• Develop targeted programs based on the unique needs of each business unit
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Establish work practices that create business agility including flextime, job sharing, and telecommuting
Use employee needs, interests and concerns about burnout as a catalyst for creatively designing work
Give employees with significant parental responsibilities more time to show they’re qualified for promotion
Establish alumni programs for women who need to step away from the workforce; tap their expertise to show that returning is possible
Work-Life Effectiveness (WLE) Approach to Workplace Flexibility
Adapted from Alice H. Eagly and Linda L. Carli, Women and the Labyrinth of Leadership and Catalyst: Beyond Flexibility, Work-Life Effectiveness as an organizational tool for high performance.
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Accountability
Demonstrate a commitment to diversity and inclusion and to increasing the percentage of women in senior leadership positions though the visible and vocal personal actions of the CEO and his/her direct reports
Commit and sustain financial resources to internal employment diversity programs and culture change efforts
Hold senior management accountable for diversity within all business activities and evaluate managers based on their ability to achieve diversity goals for senior leadership representation across all business units
Show results: move statistics meaningfully toward achieving 50% women in director and above positions
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ShowMe50TM Supporters areGrowth Catalysts
We want our companies to earn more profits!
Our ideas, our leadership and execution styles
bring diversity of thought,
innovation and
earnings growth.
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Next Steps and How You Can Help
• Continue our dialogue to better understand the current state including recent progress and how to leverage it
• Participate in the development of a roadmap and timeline for improvements
• Engage in authentic gender-intelligence dialogue
• Model inclusive behavior and influence 360◦accountability
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