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Understanding the underrepresentation of
women in senior leadership:
Root causes and solutions
Elba Pareja-Gallagher
October 16, 2015
Achieving Gender Balanced Leadership
•
The “business case” for gender balanced leadership
•
The root causes of the stubbornly low numbers
•
An integrated strategy that starts at the top and engages
men
•
The solution requires you. We can achieve our potential
significance
and own our success by becoming catalysts for change
inside our companies.
2
Senior Leadership in Corporate America
Women remain grossly underrepresented
Women in
Management1
>51%
Women CEOs2
Less than 5%
Women Board
Directors3
19%
9/30/15 Wall Street Journal
• Remain underrepresented at every level
• Face more barriers and less likely to reach senior
leadership positions
• See an uneven playing field—a workplace tilted against
them
1
Bureau of Labor Statistics http://www.bls.gov/cps/cpsaat11.htm
Catalyst http://www.catalyst.org/knowledge/women-ceos-sp-500
3 Catalyst http://www.catalyst.org/blog/catalyzing/disrupting-default-gender-diversity-corporate-boards
2
3
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-womensrepresentation-boards-20042008
https://publications.credit-suisse.com/tasks/render/file/index.cfm?fileid=8128F3C0-99BC-22E6-838E2A5B1E4366DF
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Gender Diversity in Leadership Positions = $$$
From the pages of
• Boost productivity
• Optimize 100% not just 50%
“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.”
- Warren Buffett
©2013. Time Inc. All rights reserved. Translated from FORTUNE Magazine and published with permission of Time Inc.
Reproduction in any manner in any language in whole or in part without written permission is prohibited.
5
Leverage Talent
ShowMe50TM graphic. Data from: http://www.catalyst.org/knowledge/why-diversity-matters
6
Better Reflect the Marketplace
ShowMe50TM infographic. Data from:
http://www.bcg.com/expertise_impact/publications/PublicationDetails.aspx?id=tcm:12-39511
7
Strengthen Corporate Reputation
ShowMe50TM graphic. Data from: http://www.catalyst.org/knowledge/why-diversity-matters
8
Increase Innovation
ShowMe50TM infographic. Data from: http://www.catalyst.org/knowledge/first-step-link-between-collective-intelligence-and-diversity
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If all that is true, why don’t we have
gender balanced leadership?
Root
Causes of
Gender
Imbalance
in
Senior
Leadership
11
Root
Cause
1
12
Root
Cause
2
13
Root
Cause
3
14
Root
Cause
4
15
Root
Causes of
Gender
Imbalance
in
Senior
Leadership
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What’s the solution?
Influence our companies to change
Optimize 100% of the workforce leveraging the ShowMe50
Win-Win Checklist

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
Who wins? Employees, Customers, Communities, Shareholders
1 Catalyst:
Beyond Flexibility, Work-Life Effectiveness as an organizational tool for high performance; 2008.
18
What Does Gender Bias Look Like?
http://www.ispot.tv/ad/7fL
H/pantene-labels-againstwomen
19
Education of Employees and Managers
About Stereotyping and Gender Bias
 Provide skill based training to educate managers about
stereotyping
 Teach techniques to override automatic tendencies to use
stereotypes
 Implement a system of checks and balances to safeguard
against stereotypic bias
Adapted from Catalyst: Women Take Care, Men Take Charge: Stereotyping of U.S. Business Leaders Exposed
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Objective & Transparent Performance
Evaluation and Talent Management Systems
 Clearly define and communicate performance evaluation and
candidate job selection criteria
 Create explicit decision rules about how evaluation criteria are
weighted and applied
 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
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
21
Work-Life Effectiveness (WLE) Approach
to Workplace Flexibility
 Establish work practices that create business agility
 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
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
 Starts at the top with the CEO
 Commit and sustain financial resources
 Hold senior management accountable for diversity
within all business activities and evaluate managers
based on their ability to achieve diversity goals
 Show results: move statistics meaningfully toward
achieving 50% women in director and above positions
23
Integrating men in the gender conversation
• Two gender solution
• Engage men in dialogue
• Grow revenue
• Improve profit
• Enhance reputation
24
Infuse Gender Intelligence
Great minds think unalike
https://youtu.be/ha_BBtu_XME
25
How do we execute?
We CHANGE the Landscape
27
It starts with YOU – your leadership courage
Own your success, be a catalyst for change
Three things we can do to advance women’s representation
in leadership positions: (1) invest our time, (2) invest our
political capital and (3) invest our money.
- Sallie Krawcheck
Chair Ellevate Asset Management,
past CEO, Merrill Lynch and Smith
Barney
What’s your significance?
LinkedIn Post 5/27/15, What We Can All Do To Close A Gap That Matters
Learn the facts and start the gender conversation
at work with women and men
• Create motivation to act
• Provide ability to execute through seven toolkits
1.
2.
3.
4.
5.
6.
7.
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Introduction and Overview
Gather Facts About Your Company
Learn About Gender Bias
Learn to Influence Change
Build a Coalition
Talk to Your Boss and HR
Sustain Momentum
Key Takeaways and Next Steps
• Companies will benefit financially when there is gender balance in
leadership
• Leverage the free toolkits, presentations, Q&A and other resources on
ShowMe50.org to learn the facts and increase your confidence
• Start talking about gender intelligence with women and men at work
• There is power in numbers – join with peers to talk to HR about how
you can work together to build a roadmap of policy changes
• We cannot keep waiting for corporate executives to voluntarily
change, it’s time to nudge them
Use your political capital to drive a grassroots movement
inside your organization
30
www.ShowMe50.org
@ShowMe50org
ShowMe50
[email protected]
Institutional Investors, Corporate Executives and D&I
Experts are coming together for a symposium to drive
change
Skytop Strategies
http://skytopstrategies.com
/gender-equality-in-the-csuite-and-board-room/