empowering women in swiss business - cips speaker... · 2016-10-12 · women and business...
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Empowering women
in Swiss business
Founded in 2013
FOUNDED BY FOUNDING
MEMBERS HONORARY
MEMBER
1
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Our mission
Increase the share of women in management positions
and enable the Swiss economy to benefit from the
increased innovation, profitability and profit that result from diverse management teams.
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FOUNDED BY
MEMBER COMPANIES
BANK FOR INTERNATIONAL
SETTLEMENTS
Last update: 25.9.2016
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The first 3 years in numbers – A success story!
MEMBER COMPANIES
1’500
>10’000
200’000
60 56
PARTICIPANTS IN
THE INITIATIVES
FEMALE MANAGERS WITHIN
THE ADVANCE NETWORK
HOURS OF TRAINING
NUMBER OF EVENTS
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Gender diversity is a competitive advantage
WOMEN AND FINANCIAL PERFORMANCE
Shared price performance (market cap >USD 10 bn)
ROE: 0 vs. 1 or more women on the board
05 06 07 08 09 10 11 12 13 14 YEAR
60
80
100
120
140
160
180 No women on the board 1 or more women on the board
0 women on the board 1 or more women on the board
YEAR 05 06 07 08 09 10 11 12 13 14
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
20%
12%
16%
WOMEN AND BUSINESS OPPORTUNITIES
If all countries march the
Historical progress towards
Gender parity achieved by
Their best-in-region country
$12 TRILLION
Could be
added to
global GDP
in 2025
54.% 80%
Of buying decisions are
made by women worldwide of university graduates
in 2011 were female
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Female senior managers in Switzerland:
half the level of global and european average
Source: CS Gender 3000, September 2016
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Women occupay «low power functions»
Source: CS Gender 3000, September 2016
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How to achieve more gender diversity
Support talented women Support companies to create an
inclusive culture
Make best practice travel faster
Generate insights and
spread in media
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Competence Centre for Diversity & Inclusion - CCDI
Advance - Future of Work Conference
Prof. Dr. Gudrun Sander
Rüschlikon, March 4, 2016
© Competence Centre for Diversity & Inclusion - CCDI
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1,200 managers surveyed in Advance member
companies on the impact of part-time work
n = 1166
Middle/higher management
German-speaking CH
70%
male 57
30%
female
80
81
35
65
P&L responsibility
Female
Male
Percent of respondents
10
© Competence Centre for Diversity & Inclusion - CCDI
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Factors with significant impact on career
advancement
Age
Education
P&L responsibility
Visibility through special projects
Flexible working arrangements
Employment percentage
11
© Competence Centre for Diversity & Inclusion - CCDI
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However, women have less access to “career”
boosters
49%
Women
63%
Men
65%
76%
Men Women
Percentage of managers responding
n=1’166
Position with P&L responding
“I am assigned to projects that
boost my career”1
12
1 Strongly agree/agree
© Competence Centre for Diversity & Inclusion - CCDI
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Significant negative effect of part-time work hits,
despite mostly moderate pensum reductions
≤50%
12
80%
22 90%
41
18
7
60%
70%
Women
70
Men
30
Advance managers responding
14
86
100
Part-time
Full-time
(n = 1,166)
Percent
Gender distribution of
part-time employees
n = 163
Part-time pensum
Childcare is most common reason for reduction
13
Men
Women
© Competence Centre for Diversity & Inclusion - CCDI
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Prevalent working culture is demanding for both
men and women
90%92%
Women Men
Percentage of managers responding
n=1’166
Significant overtime vs. contract
Combining career and family is
challenging for both genders
14
Combining career and family
is easier for women
Men think:
Combining career and family
is easier for men
Women think:
© Competence Centre for Diversity & Inclusion - CCDI
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Corporate culture is key to success –
recommendations
• Actively reflect on working
culture and performance
model for success
• Engage men at scale to
sponsor women (mentoring
is not enough) and to change
the corporate culture
• Evolve the working culture to
more result-orientation and
flexibility, and move beyond
the part-time trap
More female
leaders is not a
question of
diversity
programs, it
requires a
profound move of
corporate
cultures and
boundaries
15
© Competence Centre for Diversity & Inclusion - CCDI
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advance-women.ch