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P R O V I D I N G I N S I G H T W O R L D W I D E © 2005 by ISR (a trade name of International Survey Research LLC) Gender Equality Seminar From Concept.

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Presentation on theme: "P R O V I D I N G I N S I G H T W O R L D W I D E © 2005 by ISR (a trade name of International Survey Research LLC) Gender Equality Seminar From Concept."— Presentation transcript:

1 P R O V I D I N G I N S I G H T W O R L D W I D E © 2005 by ISR (a trade name of International Survey Research LLC) Gender Equality Seminar From Concept to Reality Friday, Jan 19, 2007 HK Eddie Ng Chairman of International Committee, HKIHRM Research Data provided by ISR

2 1 © 2005 by ISR Perception and Reality Major HeadingGHPNHKSNP Work Life Balance Equal Opportunity Job Satisfaction War for talent Opportunity cost of not address the subject Competitiveness Human Capital Management

3 2 © 2005 by ISR Gap 3* 2 8* 5* 8* 13* Gap 12* 11* 8* 14* 7* 6* 3* 8* 6* Global Sr. Mgmt Norm Understanding Strategic Plans & Direction Leadership Empowerment to Take Action Accomplishing Goals Efficiently Mgmt provides clear sense of direction Sufficiently informed about company plans Top management states objectives clearly Decisions mgmt makes are fair Management trusts the judgment of people at my level I understand the goals & objectives of company as a whole My department operates efficiently Most of the time it is safe to speak up in the company Innovative ideas can fail without penalty I have the opportunity for input before changes are made Global HP Sr. Mgmt Norm * Indicates statistically significant gap ( p ≤.05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. Male Female Gaps Favor Male Senior Managers: Strategic Direction, Leadership, Empowerment

4 3 © 2005 by ISR Sufficient staff in my department to handle workload Work is distributed fairly in my department Compared with others working here, I am paid fairly Company is doing well matching pay to performance Pay is as good or better than other companies For the work I do, I am very much underpaid Work environment is accepting of gender differences Management supports diversity in the workplace Compared with competitors, better on quality of products Compared with competitors, better at responding to changes in the market Gap Distribution of Responsibility Compensation for Performance Competitiveness of Company Accepting of Diversity Gap Male Female 9* 12* 9* 6* * 6* 7* 12* 13* 12* n/a * 5* 10* * Indicates statistically significant gap ( p ≤.05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. Global Sr. Mgmt Norm Global HP Sr. Mgmt Norm Gaps Favor Male Senior Managers: Compensation, Diversity, Competitiveness

5 4 © 2005 by ISR Top management states objectives clearly Mgmt provides clear sense of direction Sufficiently informed about company plans Decisions management make are fair Management trusts the judgment of people at my level I understand the goals and objectives of the company as a whole My department operates efficiently Most of the time it is safe to speak up in the company I have sufficient authority to do my job well I have the opportunity for input before changes are made 16* 13* 4 12* -3 7* 4* 10* 5* Global Financial Services Sr. Mgmt Norm Understanding Strategic Plans & Direction Leadership Empowerment to Take Action Accomplishing Goals Efficiently Global Manufacturing Sr. Mgmt Norm 8* 14* 2 10* 11* 6* 8* 9* 5 Male Female * Indicates statistically significant gap ( p ≤.05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. Gap Gaps Favor Male Senior Managers: General Consistency across Sectors

6 5 © 2005 by ISR Top Predictors of Employee Commitment: Gender Differences among Junior Managers CategoryFemale Junior ManagersMale Junior Managers Empowerment23.8%17.5% Supervision19.0%5.0% Career Pathing9.5%0.0% Stress, Balance, Workload9.5%2.5% Leadership4.8%27.5% Working Relationships4.8%0.0% Customer Quality Focus4.8%0.0% Strategic Direction4.8%0.0% Reward4.8%17.5% Image0.0%15.0%

7 6 © 2005 by ISR Top Predictors of Employee Commitment: Gender Differences among Senior Managers CategoryFemale Senior ManagersMale Senior Managers Leadership23.8%26.0% Working Relationships14.3%3.2% Empowerment9.5%6.5% Career Pathing9.5%19.4% Supervision9.5%12.9% Customer Quality Focus9.5%3.2% Communication9.5%3.2% Strategic Direction4.8%6.5% Reward0.0%9.7% Stress, Balance, & Workload0.0%6.5%

8 7 © 2005 by ISR Understanding Company Strategic Plans & Direction Understanding Company Strategic Plans & Direction Leadership Leadership Accomplishing Goals Efficiently Accomplishing Goals Efficiently Empowerment To Take Action Empowerment To Take Action Distribution Of Responsibility Distribution Of Responsibility Compensation For Performance Compensation For Performance Acceptance Of Diversity Acceptance Of Diversity Competitiveness Of Company Competitiveness Of Company Female and Male Senior Executives Report Different Perceptions Regarding Key Workplace Operating Factors

9 8 © 2005 by ISR Understanding Company Strategic Plans Understanding Company Strategic Plans & Direction Leadership Leadership Accomplishing Goals Efficiently Accomplishing Goals Efficiently Empowerment To Take Action Empowerment To Take Action Distribution Of Responsibility Distribution Of Responsibility Compensation For Performance Compensation For Performance Acceptance Of Diversity Acceptance Of Diversity Competitiveness Of Company Competitiveness Of Company Female and Male Senior Executives Report Different Perceptions Regarding Key Workplace Operating Factors Live Corporate initiatives Corporate values Recruitment policies AWPB training for all Hiring managers Mentoring Diversity Council In-house EOO officer

10 9 © 2005 by ISR Thanks


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