gender & career advancement - supporting …...diversity in hiring but somewhat higher among...

GENDER&CAREERADVANCEMENTInTheResearchIndustry

2©2017LiebermanResearchWorldwide.Allrightsreserved.CONFIDENTIAL.

TableofContents

WIRePartners 3Background &Objectives 4Methodology 5ExecutiveSummary 6Detailed Findings 8MovingForward:Recommendations 14Appendix I 15Total Males&FemalesMillennials&GenXUS&OutsideUS

Appendix II 54Parents &Non-ParentsSmall&LargeFirmsLow-MidLevel&Senior



WIRePARTNERS



In2012,WomeninResearch(WIRe)conductedaGender&CareerAdvancementstudytounderstandtherolesthatmalesandfemalesplayintheresearchindustry,andtheirattitudestowardstheircareerandfutureopportunities.

Fiveyearslater,thisresearchwasrepeatedtodeterminehowgenderroleshavetransitioned….

Background&Objectives

Apaygapexistsbetweenmenandwomen

Havingchildrenisanobstacleforwomen

Therearemoremeninseniorroles

Womenneedencouragementtoreturntotheworkforceafterhavingchildren

KEYTAKEAWAYS:


989 InterviewsConductedOnlineGlobally

….amongthoseworkinginaresearchcapacity

Amongresearchersofdifferentlevels… ….anddifferenttypes&sizeoffirm

2-99employees

100+employees

84%3% 13%

Full-time

Part-time Self-employed

71%22%

7%

Surveylimitedto15minutesinlengthToreducefatigue&accommodatemobile

Public

Private

VCFunded/PrivateEquity

Methodology

55%45% FEMALEMALE

NORAM

LATAMAPAC

EMEA

MENA15

Lower-MidLevel

Note:Genderandgeographiclocationwereadjustedtomatch2012levels,whileothercriterialefttofallnaturally.Levelsonkeydemographicssimilarbetweenthetwowavesofresearch.

45%

55%64%

Senior+8% CEOs

15% BusinessOwners

36%


ExecutiveSummaryAsahalfdecadehaspassed,thetidetowardgenderequalityintheresearchindustryisgraduallyturning.Femalesareincreasinglyfillingmoreseniorpositions;makingsalariesclosertothoseoftheirmalecounterpartsandtakingamoreproactiveattitudetowardachievingtheircareergoals. Yetwhilesomegapshavenarrowed,andcompaniesaretakingmeasurestopromoteequalityandsupportparents,thereisstillmuchworktobedonetoachieveparityincompensationandinwomenreachingthehighest-levelpositionsatthelargestagencies.

v Womenareclimbingfurtherupthecorporateladder,andarehighlymotivatedtogrow,yetmenstillassumemoreofthetoppositions,particularlyinlargerorganizations.

v Thegenderpaygapisshrinkingattheseniorlevel,particularlyoutsideoftheUS,withwomengainingrecognitionthroughbonuses.Inspiteofthis,compensationamongparentsshowssizeable(andincreased)disparity.

v Jobandcareersatisfactionrisesamongmales.Forwomen,stagnantlevelscorrelatewithcontinuedstrongerpessimismtowardpromotions,especiallyoutsideoftheUSandwithinlargefirms.

v Further,femalesperceivemorebarrierstogrowththanmales– parenting,lackoftrainingandopportunities,companycultureandpayareallgreaterhurdles.Work-lifebalanceisdeemedmoreobstructiveamongmothersthanfathers.

v Whiletheindustryisactivelymovingtowardgenderequalityanddiversityintheworkplace(flexiblehours,diversityinhiring,affirmativeaction)anddiscriminationislowoverall,thereisstillmuchroomforgrowth.



DetailedFindings


Womenmakegainstowardseniorpositions

PlusExecutivemixstillfavorsmen64%Male/ 36%Female

CEOsremainpredominantlymale……Particularlyinlargefirms

+6pts Since2012

Amongthosesurveyed:Male vs. femaleCEOsare3:117%males,12%femalesareBusinessowners

Womengraduallyprogress,butmenremainadistanceahead

57%71%

+0pts Since2012

10+YearsExperience

Amongexperiencedresearchers,menassumemoreofthetoppositions(Executive+)

37% 56%

+12pts moremenreportingtoawoman

67%

18%

76%

24%88%

12%

Thoughtheyarestilloutpacedbytheirmalecounterparts

80% Womenonly6%ofFortune500CompanyCEOs1

1GlobalStrategyGroup,fortheRockefellerFoundations,2017

Despitethis,womenareespeciallymotivatedtoadvancetheircareer

69%31%

Extremelyactive5-7,7=Extremelyimportant

CareerAdvancementStepstoAdvance

+14pts forMothers

FemaleMillennialsespecially

2017


Inseniorroles,thegenderdifferencedropsfrom$20kto$8k

WithsignificantprogressmadeoutsidetheUS (acrosslevels)

Andmorewomengainingrecognitionthroughbonusesthanmen

Smallfirmshavefurthertogotoclosethegap

AndthereisevenGREATERdisparityamongparents

Notsurprisingly,femalesarelesscontentwiththeirpay

Thepaygapnarrows,butthereisstillgenderdisparity

$20kdifference

+12%

$130 $138

$8kmore

+6%

OutsideUS

US+29%

+17%vs.males

DrivenbyshiftsintheUSLevelsmorecomparableoutsidetheUS

63%55%

+24% +11%

+16%

+8%

32%23%

LargelydrivenbyMOREsatisfiedUSmales

Compensationnotvery/notatallcompetitive

+11pts

Alloccupationlevels

Alloccupationlevels Alloccupationlevels

+21%

+4%

Lowervs.2012

Gainsforfemalesatpublicfirms

2017

2017

2017

2017

2012

2012

2012

2017

2017(%highervs.females) (%highervs.mothers)

$143

$90

$112

$86


66%

57%57%

48%

Differencesaremostprominentamong…Menarenowmorecontentintheirworklifethanwomen

Fathersaremorehopefulaboutcareeradvancementthanmothers

…ANDthegendergapfornon-parentsexpandssince2012

Femalesinlargercompanies

Menaremoresatisfiedatworkandseeamorepromisingpathahead

In2012,levelsweresimilarbetweenmalesand

females

33%

52%Notvery/notatall

fairchance

Femalesoutside theUS(changesince2012)

33%

…Fathers“Extremelysatisfied”

27%job 26%career

Womenremainlessoptimisticaboutseniorrolepromotions

38%

53%

…FemalesoutsidetheUSarenowthemost

dissatisfied

CareersatisfactionisstillHIGHESTforUS Males……Moreexperienced

researchers(10+years)+10pts

+11pts…Thoseinlargerfirms(100+)

%Maleshigherforcareerprogression

Job CareerProgression

(19%Males)

(17%Males)

(18%&15%formothers)

MaleMillennialsespeciallyconfident

ANDtheyarelesscomfortableaskingforaraise

Particularlydoubtfulaboutpromotionsare…

32%

Advantagesgainedsince

2012

2017

2017

BUTfemaleleaders arehappiervs.males


71% ….StillelevatedamongfemalesoutsidetheUS,whofeellesssupportedbytheiremployer

Theyseemorebarriersblockingtheirpath:

Millennials inparticulardrivetheseconcernsPlus,femaleMillennialsfeelmorehinderedbystress:

Andstillperceiveparenthoodasmorelimiting

Biggercareerbarriersformothers are…BUT stillfeelstronger

employersupport

66% (51%mothers)

Womenfeelmorehinderedintheircareerdevelopment

Compensation

Lackoftraining

Lackofopportunities40%vs.28%

Companyculture

39%vs.30%

24%vs.17%

31%vs.22%

36%24%

16%43%Work-lifebalance Familyissues

42%

66%

Extremely/somewhat

limitsopportunities

Drivenbylargerfirms

(32%Fathers) (8%Fathers)Extremely/verysupportive

AND Childcarebenefitsarestillnot

offeredorpromoted59%None

41% Notsure

Unpromptedmentionsamongwomen

Fathers morelikelytoseeparenthoodaslimitingthanbefore

35%vs.29%

Work-Lifebalance

Compensation(44%)andlackofopportunities(42%)drivenbyNon-Parentfemales

2017

2017

+13ptsSince2012


Aroundhalf makeeffortstoensurediversityinhiring

BUTsomewhathigheramongLGBT

Almosttwo-thirds ofcompaniesofferflexiblehours

About1-in-6 arepartofanaffirmativeactionprogram

Higherforlargefirms

However,thereismoreworktobedonetoreachgender parity

Companiesstriveforequalopportunity

64%

4% Similarbygender,generation&ethnicity

ANDDiscriminationislow

8%

Recognizedmorebymen intheUS

RecognizedmorebywomenoutsidetheUS

Higheramongmales

55%49%

2017

26%

(9%Smallfirms)

Amongseniorlevelemployees


MovingForward:Recommendations

• Aclearcareerpathtowardexecutiveroles

• Negotiationandothercoreleadershipskillstraining

• Mentoring opportunities

• Stressmanagementtraining

• Flexiblehoursasstandard

• GenerousmaternityANDpaternityleaveandre-entryprograms

• Childcareproviderrelationshipsorsavingsprograms

Approachwomenearlyintheircareerswith….

Providebettersupportforparents….

!

!



MovingForward:Recommendations


CEOcommitmentfor50/50genderparityateveryleveloftheirorganizationwithin3years

Corporatediversitygoalsasabusinessperformancemetric

Training(andthefortitude)tocalloutandcombatunconsciousbias

! Mostimportantly,asanindustryweneed….

gender & career advancement - supporting …...diversity in hiring but somewhat higher among...

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