empowering you for tomorrow today

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empowering you for tomorrow today
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• Mars and Venus in the Enterprise
• Carol Lee Andersen
• Founder Women In Technology
• Director Vision Recruitment
• SAP Telecom GAM

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So What Else Does Mr. Grey Say????
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Statistics USA 2004

• Women make up half the U.S. workforce but account
  for less than four percent of the nation's top
  executives
• Despite awarding 54 of graduate and
  undergraduate degrees to women, a female manager
  can expect to earn 68 of a male manager
• Three of every four women report having been
  sexually harassed during their educational or
  professional career
• Women managers are clustered into administrative
  and support functions. They are more likely to
  support a "decision maker" than be a "decision
  maker".

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Statistics New Zealand

• 5.04 of Directors of Publicly Listed Companies
• 14.12 of Legal Partnerships
• 15.82 University Professors and Associate
  Professors
• 29.16 Members of Parliament
• 7.1 of IT Management
• Of the top 100 IT users in New Zealand four are
  run by women
• 59.50 of the work force

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What Can Companies Do?

• Show visible senior leadership on the issue of
  gender diversity. Leadership must be more than
  simple lip service. Link executive pay to the
  advancement of the best people. Set consequences
  for inappropriate behaviors
• Examine internal human resource policies and
  processes to identify artificial barriers of
  cultural and gender bias. Replace the 'old boy
  network' with specific performance objectives,
  executive assessment centers and benchmarking
  against successful organizations
• Audit human resource results to ensure
  gender-free human resource processes. Women do
  not want quotas or token placements but believe
  the objective monitoring of results will identify
  artificial barriers to the advancement of the
  best people

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What Can Companies Do Cont.

• Educate senior leadership. Female executives in
  many studies did not believe gender bias was a
  conscious decision. Rather, they viewed it more
  as a 'socialization' and cultural 'misconnect'.
  Gender education, training and the placement of a
  number of key women in business critical
  assignments would open the eyes of senior
  management.
• Continue to support flexible working arrangements
  and family-friendly work environments. Until
  society changes its views on women's
  responsibility to family, companies who promote
  on the basis of 'face-time' at the office will
  not advance its best people
• Set short- and long-term developmental goals
  supported by well-thought out management
  training, assignment to visible projects,
  executive mentoring and exposure of female talent
  to senior leadership.

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Lastly

• Promote and publicize your successes. This not
  only sends a vital signal to the organization, it
  becomes a competitive advantage in the retention
  and recruitment of the best talent.

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Sowing Seeds for Tomorrow
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Questions and Answers