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Slide No. 1 Forening af Erhvervskvinder 8/11/03 Women in Leadership - Get fact based Elin Schmidt Vice President Ethics & Social Responsibility Novo Nordisk.

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Presentation on theme: "Slide No. 1 Forening af Erhvervskvinder 8/11/03 Women in Leadership - Get fact based Elin Schmidt Vice President Ethics & Social Responsibility Novo Nordisk."— Presentation transcript:

1 Slide No. 1 Forening af Erhvervskvinder 8/11/03 Women in Leadership - Get fact based Elin Schmidt Vice President Ethics & Social Responsibility Novo Nordisk A/S

2 Slide No. 2 Forening af Erhvervskvinder 8/11/03 Diversity in Novo Nordisk

3 Slide No. 3 Forening af Erhvervskvinder 8/11/03 Our position

4 Slide No. 4 Forening af Erhvervskvinder 8/11/03 Women in Leadership: A European Business Imperative

5 Slide No. 5 Forening af Erhvervskvinder 8/11/03 Personal Profiles, by Gender Age (in years) Married/living with partner* Spouse/partner employed full time* Have children* Primary wage earner* 41% *Significant difference at % 95% 73% 26% 63% 90% 55% 96% MenWomen

6 Slide No. 6 Forening af Erhvervskvinder 8/11/03 Barriers to Women’s Advancement 1. Stereotypes and preconceptions of women’s roles and abilities 2. Lack of senior or visibly successful female role models 3. Lack of significant general management or line experience 4. Commitment to family or personal reponsibilities 5. Lack of mentoring 66% 64% 63% 62% 61% Barriers to Women’s Advancement in Organisation, by Gender (Percent who strongly agree/agree) 34% 49% 63% 54% 31% WomenMen

7 Slide No. 7 Forening af Erhvervskvinder 8/11/03 Barriers to Women’s Advancement 6. Failure of senior leadership to assume accountability for women’s advancement 7. Lack of desire to reach senior levels 8. Lack of job assignements which are highly visible to key decisions-makers 9. Lack of professional or executive developement opportunities 10. Lack of awareness of organisational politics 56% 53% 52% 47% 43% Barriers to Women’s Advancement in Organisation, by Gender (Percent who strongly agree/agree) 35% 41% 26% 17% 11%

8 Slide No. 8 Forening af Erhvervskvinder 8/11/03 Barriers to Women’s Advancement 11. Lack of opportunities to work on challenging assignements 12. Displaying a behavioural style that is different then the organisation’s norm 13. Inhospitable corporate culture 14. Lack of access to people who informally provide critical information about their workplace 15. Women haven’t been in workplace long enough to have reached senior levels in significant numbers 16. Lack of skill or ability to reach senior levels 17. Sexual harassment by supervisors, colleagues, customers or clients 43% 36% 29% 25% 14% 10% Barriers to Women’s Advancement in Organisation, by Gender 22% 12% 20% 11% 36% 11% 1%

9 Slide No. 9 Forening af Erhvervskvinder 8/11/03 ”We’d be crazy and stupid to ignore 50 percent of the talent available.” - Dutch man executive

10 Slide No. 10 Forening af Erhvervskvinder 8/11/03 Feelings of Exclusion from Majority Culture Based on your…do you feel a part of the majority culture at your work location? School(s) you attended 66% Gender* Religion Socio-economic class National origin Sexual orientation Language 7% 41% 42% 22% 25% 22% 27% 21% 25% 11% 9% 11% 12% *Significant difference at.05 MenWomen

11 Slide No. 11 Forening af Erhvervskvinder 8/11/03 ”Men still feel more comfortable working with other men. The men are afraid if they let women in then they’d have to change.” -Danish woman executive

12 Slide No. 12 Forening af Erhvervskvinder 8/11/03 Top 5 Strategies for Advancement Taking initiative Having recognised expertise in a specific content area Having job assignments which are highly visible to key decision makers Consistently exceeding performance expectations Developing and adhering to own career goals Top 5 Strategies for Advancement in Organisation, bu Gender (Percent who indicate strategy is very important or important to their own career advancement) Women 94% 78% 76% 75% 73% Men Taking initiative Having recognised expertise in a specific content area Having job assignments which are highly visible to key decision makers Consistently exceeding performance expectations Developing and adhering to own career goals 91% 81% 73% 68%

13 Slide No. 13 Forening af Erhvervskvinder 8/11/03 Perceptions of Progress in Women’s Advancement Opportunities Improved greatly Improved somewhat Improved slightly Not changed 41% 11% 18% 32% 31% 26% 23% 9% 3% MenWomen Declined 47% 0

14 Slide No. 14 Forening af Erhvervskvinder 8/11/03 What works in Novo Nordisk?

15 Slide No. 15 Forening af Erhvervskvinder 8/11/03 Career planning? Visible projects Good managers with personal engagement in my person Development plan from the very outset Identified quickly as ’management potential’ and sent on management courses Next step always in development plan Mentors with high position in the organisation ”Active balancing” and persistence Drive Delivering Open & honest

16 Slide No. 16 Forening af Erhvervskvinder 8/11/03 Stakeholder support Employees Children Partner ParentsManager Colleagues Elin Friends

17 Slide No. 17 Forening af Erhvervskvinder 8/11/03 Get facts on the table!

18 Slide No. 18 Forening af Erhvervskvinder 8/11/03 Build a fact base Demonstrate leadership commitment to change Establish a structure for fostering inclusion and advancing women Build internal support and awareness through education and communication Address work-life balance issues Evaluate performance management systems for objectivity, inclusiveness and effectiveness


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