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Women 2020 The future of women’s leadership in retail and consumer goods An executive briefing for Mondelēz International Presented Month 00, 2014 Your.

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Presentation on theme: "Women 2020 The future of women’s leadership in retail and consumer goods An executive briefing for Mondelēz International Presented Month 00, 2014 Your."— Presentation transcript:

1 Women 2020 The future of women’s leadership in retail and consumer goods An executive briefing for Mondelēz International Presented Month 00, 2014 Your name Your title Your company name

2 Women are a $20 trillion worldwide market More spending than the total GDPs of either China, the EU or USA Sources: HBR; International Monetary Fund, 2012.

3 Women leaders help companies succeed Companies with three or more women board members have up to 84% higher returns than companies with none Source: Catalyst, 2011.

4 Women leaders thrive in today’s environment Democratic vs. autocratic Collaborative vs. competitive Long-range vs. short-term Relationships vs. transactions Source: Harvard Business Review, 2007.

5 Women understand Millennials and share their priorities Recognition that their work matters Flexible work arrangements People-oriented Want sponsorship and support Multiple paths to leadership Source: Millennials in the Workplace, Bentley University 2012.

6 But the number of women leaders still falls short

7 Barriers to advancement 1.Institutional bias 2.Corporate culture 3.Lack of sponsors 4.Work/life conflict 5.The Motherhood Penalty

8 The Motherhood Penalty: An added barrier Less likely to be hired Offered lower starting salaries Less likely to be promoted Perceived as less committed Regardless of job commitment or hours worked Source: Correll, Bernard and Paik, Cornell University, 2007.

9 The Motherhood Penalty: It starts with hiring Source: Correll, Bernard and Paik, Cornell University, WomenJob applicationsCallback rate“Penalty” With children %-52.38% Without children %__ Men are rewarded for being parents, women are not MenJob applicationsCallback rate“Reward” With children % Without children %__ Based on response to ficticious job resumes with “Other Activities: PTA” added to half.

10 Women of color are vastly underrepresented

11 Action agenda

12 Six recommendations for change 1. Redefine leadership Organizations need to recognize and reward the leadership style of women. (It’s not women who need to change.) Source: “Women 2020,” Network of Executive Women, 2013.

13 Six recommendations for change 2. Engage men Stop treating men as problems to be “fixed.” Start enrolling them as partners in women’s leadership. Source: “Women 2020,” Network of Executive Women, 2013.

14 Six recommendations for change 3. Engage senior leaders Companies making progress on women’s leadership have one thing in common: Committed and determined senior leaders. Source: “Women 2020,” Network of Executive Women, 2013.

15 Six recommendations for change 4. Nurture female talent Broaden and deepen the experience and exposure of high-potential women. Encourage sponsorship and stretch assignments. Source: “Women 2020,” Network of Executive Women, 2013.

16 Six recommendations for change 5. Achieve critical mass Advancing women’s leadership requires a critical mass of women in senior roles. Quotas, no. Action, yes. Source: “Women 2020,” Network of Executive Women, 2013.

17 Six recommendations for change 6. Enforce accountability Set goals. Measure results. Reward or punish. Repeat. Source: “Women 2020,” Network of Executive Women, 2013.

18 Discussion

19 Discussion: Six questions 1. How does our corporate culture support the advancement of women? 2. How does our corporate strategy support the advancement of women? 3. What are the biggest challenges we face — what more can we do?

20 Discussion: Six questions 4. What impact do issues of women’s retention and advancement have on our business and organization? 5. Do we have the right metrics on the retention and advancement of women? 6. Do we link the metrics to compensation?

21 Commitment

22 Commitment: Six quick wins 1. Make women’s leadership an agenda item at monthly staff meetings. 2. Have each executive sponsor at least one high-potential woman and meet informally with her once a month (coffee, lunch, client call). 3. Interview a diverse group of candidates for your next open position.

23 Commitment: Six quick wins 4. Attend and address meetings of company Business Resource Groups. 5. Learn and network at 100 NEW women’s leadership events held each year. visit newonline.org/events 6. Celebrate employees who support NEW and women’s leadership.

24 Women 2020: Read and share the full findings Why We Need Women Leaders Millennials and Women’s Leadership Women of Color: Two strikes Breaking through Barriers The Motherhood Penalty What Women Can Do What Your Company Can Do Download the PDF newonline.org/women2020

25 @newnational #women2020 newonline.org


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