Jane Wilson

@thatwilsonwoman

Gender balance at the top:

Why is it Different for Girls?

• Is there a problem at the top?• The Leaking Pipeline• The gender balance business

case• The future of leadership• Practical steps, positive

action

• 15% of private business are owned by women

• 19% of FTSE 100 Directors are female• 6% of FTSE 100 Exec Directors are

female• 24% of FTSE 100 Non Exec Directors

female• 22% UK MPs female

Is there a Problem at the top?

Source:Department for Business, Innovation & SkillsOctober 2013

In my world

In the PR profession:• Women more likely to hold mid level /

manager positions than men (31% v 23%)• Men twice as likely as women to be

Directors, Partners or MDs (27% v 14%)• Men 3x more likely to earn highest salaries

in the industry (9% over £150k v 3%)• Glass ceiling at £47k / manager level

Source:Chartered Institute of Public Relations State of the Profession Survey 2012

The Leaking Pipeline

• Women have to take extended time out to have children and lose skills

• There are not enough women to fill senior roles

• Women are not as ambitious as men• Corporate life doesn’t suit women as

much as men

Source:Women in Leadership, Ernst & Young Australia

Debunking the myths

The gender balance business case

Studies show that significant presence of female leaders in an organisation measurably contributes to its health and wealth.

Don’t take my word for it

Fortune 500 companies with three or more women in board positions created a competitive advantage over companies with no women on their boards in the following three areas:• Return on Sales: 84% advantage• Return on Invested Capital: 60%

advantage• Return on Equity: 46% advantage

Source:Catalyst, The Bottom Line: Corporate Performance & Women’s Representation on Boards (2004–2008)Further supporting research by McKinsey, HBR, Tinbergen Institute via www.inpowerwomen.com

“The Woman Effect” is already making a difference

Good news

“The Feminisation of Leadership”

Cass Business School predicts

• Be assertive. Studies show women leaders no longer rated down for expressing assertiveness

• If you are not on the Board but in a senior management role, ask to attend meetings when the Board is considering projects from your area. 

• Analyse the skills and experience currently on your Board and others.  What are the skills that bring value?

• Add something new.  Success is rarely about replicating something that already exists. 

• Get experience elsewhere. But participate fully or you will not add value or learn anything.

• Get qualified.

Source:British Journal of Psychology, 2013

Practical steps .. for women

Positive action.. for business

• Build a gender neutral culture• Make childcare a parental not maternal issue &

re-look at the economics of childcare• Consider mentoring and positive role modelling• Take a positive attitude to diversity and equality

and open your eyes to unconscious bias• Consider your stance on targets v quotas for

leadership roles• Re-look at how contribution is valued,

particularly for those flexible or part-time roles

“Lean in…”

Sheryl SandbergCOO, Facebook

Some final words of advice

“If we lean in any further we’ll fall over”

Avril LeeEx CEO, Ketchum London

Thank you