It's Time to Stop Asking Women to Lean-In and Ask Men to Stand-Up

Transcription

1 Women in Action 2018 be unstoppable. It's Time to Stop Asking Women to Lean-In and Ask Men to Stand-Up Jeffery Tobias Halter President, YWomen

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6 It s Time to Stop Asking Women to Lean-In and Ask Men to Stand-Up

7 The Leadership Imperative Move the organization to a deeply internalized approach regarding gender differences, executed with a sense of urgency, to create competitive advantage.

8 1 in 4 Americans think it is more likely that we will colonize Mars before half of Fortune 500 CEOs will be women Rockefeller Foundation

9 What are the Top 3 Business Challenges Facing Your Organization Today?

10 I m often asked, What s the ROI of putting a woman on our board. I m never asked what incremental value is gained by adding another man. Ken Chenault CEO, Chairman American Express

11 53% higher Return on Equity 42% higher Return on Sales 66% higher Return on Invested Capital More Women on Boards Catalyst

12 Corporate Gender Fatigue Women have made considerable progress in the last 10 years 56% 39% The Sponsor Effect HBR

13 Corporate Gender Fatigue Perception that gender bias is still present in workplace 28% 49% The Sponsor Effect HBR

14 Diversity Today Engagement in company Diversity and Inclusion initiatives Middle Management 39% Male Employees 38% 2016 Mercer When Women Thrive, Business Thrive 583 Companies, 42 Countries, 3.2 MM Employees Best in class engagement 48% Productivity increase 25% 2017 Mercer When Women Thrive, Business Thrive

15 The Why Grow Revenue Through Innovation Improve Operating Profit Through Talent and Engagement Enhance Company Reputation It s What Great Companies Do! What it s not A journey A nice thing to do A women s thing Men lose/women win situation

16 Baseline Business Case The 80% Solution

17 Baseline Business Case - Revenue All Women in the US Buy or Influence: Financial Services 89% consumer purchases 83% Cars 70% Houses 91% Health/Medical Services 85% D.I.Y. (major home projects ) 80% Fara Warner Power of the Purse

18 Baseline Business Case - B2B 40% of Purchasing Agents First Meeting Men Define the scope of an engagement Clarify the rules of the game (transactional) Women Create an opportunity for exploration (relational) Harvard Business Review Men s and Women s Sales Approach in B2B Sales

19 Baseline Business Case - Talent YWomen.biz May not be reproduced or redistributed U.S. Dept of Labor U.S. Census.org.

20 Baseline Business Case - Talent People of Color Texas, Hawaii, New Mexico, California & Washington DC are already "majorityminority" states New York, Georgia, Maryland, Mississippi & Arizona are next in line with people of color populations of about 40% U.S. Dept of Labor U.S. Census.org.

21 Baseline Business Case - Talent Millennials - Current ages 17 to 36 Largest % of workforce starting in 2020, 75% by % of Millennials say, if given the choice, they would like to leave their current employers in the next two years 66% would like to have moved on by 2020 # 1 major in business school is entrepreneurship 12% currently identify as transgender or gender nonconforming 2016 Deloitte Millennial Survey *Born from 1980 to 1999 GLAAD s 2017 Harris Poll

22 Baseline Business Case - Talent U.S. Dept of Labor U.S. Census.org.

23 Baseline Business Case - Engagement High Performing Companies Strive for 80% Engagement 78% of business leaders rate retention and engagement as urgent or important, but only 15% believe they are ready to address it Deloitte s 2014 Global Human Capital Trends

24 Baseline Business Case - Innovation 85% of Companies agree a diverse and inclusive workforce is critical to encouraging different perspectives and ideas that drive innovation Forbes - Global Diversity and Inclusion Fostering Innovation Through a Diverse Workforce 300+ executives global enterprises

25 Revenue + Talent + Engagement + Innovation Baseline Business Case = Locally Relevant/Foundational Baseline Business Case

26 Revenue YWomen Integrated Leadership Framework Operations and Supply Chain Sr. Leadership Company Reputation Sales and Marketing Human Resources Foundational Business Case Operating Profit/Effectiveness Integrated Communications

27 Engaging Male Champions

28 Engaging Male Champions Strong sense of fairness Non-biased view of talent Deep understanding of the business case, education & dialogue Personal connection Why Women The Leadership Imperative

29 Listen Seek to Understand Learn Deepen Your Knowledge Lead Set an Example Have The Will Ask Tough Questions Male Champions of Change/ Why Women The Leadership Imperative

30 What Can Women Do? Provide a collective voice of women in the organization Support other women Be inclusive of women of color YWomen.biz YWomen.biz May not be May reproduced not be reproduced or redistributed or redistributed without permission Why Women The Leadership Imperative

31 The Father of Daughter/Women Championing Women/ Advocating for Women Initiative Seek to Understand Mentor and Sponsor Create a Business Case Set An Example to Correct Bias Embrace Workplace Flexibility Encourage Qualified Women to Apply Engage Other Men Be a Champion

32 Post a Commitment Picture facebook.com/fatherofdaughterinitiative

33 Begin Gender Conversations Find a news topic/video/article Write three questions Discuss at your next staff meeting YWomen.biz YWomen.biz May not be May reproduced not be reproduced or redistributed or redistributed without permission

34 The Leadership Imperative Move the organization to a deeply internalized approach regarding gender differences; executed with a sense of urgency, to create competitive advantage by taking personal responsibility

35 Questions?

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39 be unstoppable. Stay in Touch Send me a success story Want a copy of the research General comments Sign-up for Gender Conversation QuickStarters jthalter@ywomen.biz Linked In : Jeffery Tobias Halter Jeffery Tobias Halter President, YWomen Women in Action 2018