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Women Matter:
Making the Breakthrough



Presentation for Highways Agency/ WTS
18th of September 2012

CONFIDENTIAL AND PROPRIETARY
Any use of this material without specific permission of McKinsey & Company is strictly prohibited
Getting more women to the top of organizations is a hot topic




SOURCE: Press search                                        McKinsey & Company   | 1
McKinsey has been researching the topic of gender diversity for many
years and has by now global coverage




SOURCE: McKinsey                                          McKinsey & Company   | 2
Our Women Matter reports give fact based answers to the Why? and How?
questions for more women at the top of organizations




2007                      2008                       2009               2010               2012
Positive link             Positive impact            Importance of      Defining the key   Helping
between a                 of female                  female             elements of an     companies to
company’s                 leadership                 leadership         effective          realize the final
performance               styles on                  behaviors in the   diversity          breakthrough
and proportion of         organizational             post-crisis        strategy
women in its              health                     world
governing body




SOURCE: McKinsey & Company – Women Matter research                                         McKinsey & Company   | 3
McKinsey & Company   | 4
In our 1st Women Matter report we found that companies with more than 30%
women at the top of their organisation have better financial performance
Percent, EU companies 2007-09

 Average return on equity                            Average EBIT margin

                             13.7      +41%                             13.9    +53%

         9.7                                              9.1




    No women at Top quartile                          No women at Top quartile
    executive level for female                        executive level for female
                    representation                                    representation
                    at executive                                      at executive
                    level                                             level
                                     Correlation does
                                     not imply causality


SOURCE: McKinsey & Company – Women Matter research                                     McKinsey & Company   | 5
In our 2nd report we looked at the impact of female leadership on
organizational health



                                                             DIRECTION


                                                                          COORDINATION
                                           ACCOUNTABILITY                 AND CONTROL


                            EXTERNAL                         LEADERSHIP
                           ORIENTATION                                                   INNOVATION
                                                                TEAM



                                             CAPABILITIES                  MOTIVATION


                                                               WORK
                                                            ENVIRONMENT
                                                             AND VALUES




SOURCE: McKinsey & Company – Women Matter research                                      McKinsey & Company   | 6
We found that leadership behaviours more frequently applied by
women improve organizational health


 Leadership behaviors…                                 … improve organizational performance

                                                                                     DIRECTION
                     People development
                                                                                      Inspiration
                                                                                      Efficient
                     Expectations and rewards                                         communication
 Women
                                                                     ACCOUNTABILITY                 COORDINATION
 apply more                                                                                         AND CONTROL
                     Role model                                       Expectations
 and slightly                                                         and rewards                      Control and
                                                                                                       corrective action
 more
                     Inspiration                       EXTERNAL                      LEADERSHIP TEAM
                                                       ORIENTATION                    Role model                     INNOVATION
                                                       Individualistic                                               Intellectual
                                                                                      People
                     Participative decision making     decision making
                                                                                      development
                                                                                                                     stimulation


                                                                     CAPABILITIES                   MOTIVATION
 Women and           Intellectual stimulation
                                                                     People                            Inspiration
 men apply                                                           development
 equally             Efficient communication                                         WORK ENVIRONMENT
                                                                                     AND VALUES
                                                                                     People
                     Individualistic decision making                                 development
 Men apply
                                                                                     Participative
 more                                                                                decision making
                     Control and corrective action



SOURCE: McKinsey & Company – Women Matter research                                                      McKinsey & Company          | 7
Great news… since we know from extensive research that healthy
companies are more profitable companies
Likelihood that OHI quartile has above-median financial performance, %

                                                                         68
                                                                  48
          EBITDA margin                          31                            2.2x




                                                                         62
          Growth in                                               52
          enterprise value/                      31                            2.0x
          book value




                                                                  53     58
          Growth in net                          38                            1.5x
          income/sales

                                              Bottom              Mid¹   Top

1 Comprised of 2nd and 3rd quartiles

SOURCE: McKinsey Organisational Health Index data mining effort                       McKinsey & Company   | 8
In 2010 we wanted to find out how companies can really make this happen:
Having a balanced diversity eco-system is key

                                  Gender diversity on top of the strategic agenda


                                                     CEO commitment
              CEO and executive team's explicit support for gender diversity programs

                                           Developing women as leaders …



                               Networks and
                                                                       Mentoring
                                role models

                                                      Training and
                                                        coaching



                                         … supported by collective enablers
               Gender diversity                        HR processes             Infrastructure
                 indicators                             and policies

SOURCE: McKinsey & Company – Women Matter research                                     McKinsey & Company   | 9
McKinsey & Company   | 10
Despite all attention for diversity, progress made                                                        Evolution since 2007
                                                                                                          (Percentage points)
in European countries is slow
                                     Executive committees                      Corporate boards
Country                              Percentage of total, 2011                 Percentage of total, 2011

       Sweden                                                        21   8                             25                  1

       Norway                                                   15        3                                     35          3

       United Kingdom                                      11             8                   16                            4

       Belgium                                             11             4              11                                 5

       Netherlands                                    8                   3                       19                    12

       France                                         8                   4                        20                   12

       Czech Rep                                      8                   0             10                              -2

       Italy                                      6                       1         5                                       2

       Germany                                3                           2                   16                            5


       European average                               10                  6                  17                             5

                  EU announced draft proposal for companies to have 40% of women in their Boards by the end of 2019

SOURCE: McKinsey proprietary database, 2011                                                            McKinsey & Company   | 11
Getting more women to the top is driven at societal,
governmental, company and individual level

  1                                                             2
 ▪ Tax                                                          ▪ Cultural Historical
 ▪ Legislation (e.g. quota)                                         factors (e.g. war
 ▪ Infrastructure (e.g. day                                         history, political
                                           Government
      care facilities)                                              situation)
                                                                ▪   Socio – Economic
                                                                    factors (e.g. labor
                                                                    intensity, salary levels)

                                           Norms, Values
                                             and Beliefs

  3                                                             4
 ▪ ‘Eco-system’                                                 ▪ Mindsets and
                                     Company            Women       behaviors
 ▪ Management
      commitment                                                ▪   Perception
 ▪    Development programs
 ▪    Collective enablers




SOURCE: McKinsey Women Matter 2012                                    McKinsey & Company   | 12
For our Women Matter 2012 report we benchmarked European companies
on the types and effectiveness of their diversity policies

     ▪   Woman Matter 5 study has benchmarked companies’ diversity policies on a
         country level and within their European sector

     ▪   235 organizations in 7 European countries participated: France, the UK,
         Germany, Belgium, Czech Republic, Italy and the Netherlands

     ▪   We collected data in 4 different ways

                           A                                                                                                                                                                                        B                                                                                                                                      C         D
                    Interviews                                                                                                                                                                                Quantitative                                                                                                                          On line    Online women
                                                                                                                                                                                                              data                                                                                                                                  company    survey
                      Qualitative assessment
                                                                                                                                                                                                                                                                                                                                                    survey
                      2. Commitment to gender diversity                                                                                                                                                         Quantitative assessment
                                                    Qualitative assessment
                                            Your rating
                                                                                                                                                                                                                Women metrics
                                            1             2         3          4
                                                    3. Women development programs                                                   N/A
                                                                                                                                                                                                                                                                                     2007      2008       2009   2010
                      1 Place on the
                        st rategic
                                            Not on strategic
                                            agenda
                                                                On strategic      Qualitative assessment
                                                                                  A top- 10 priority A top-3 priority on
                                                                          Your rating
                                                                agenda but not    on s tr ategic     strategic agenda
                                                                                                                                                                                                                                               Quantitative assessment
                                                                                                                                                                                                                1 Women representation
                        agenda                                  in top 10 1     3. Women development
                                                                                  agenda 2                  3                programs
                                                                                                                                4                   5                  N/A                                                                     Women metrics
                                                                           Not in plac e       Limited      Your S ufficient
                                                                                                                    rating               Sufficient scope Com prehensive                                          • Share of women in total headcount (%)
                                                                                               geographical or sc ope; limited           and                 scope; intense                                                                        Women rep resen tation                                               2007   2008   2009   2010
                      2 Management                                                             functional 1        committed 2
                                           Not committed to V isibly committed Visibly committed Visibly comm unication; com munication; and effective 3                  4             5               N/A          – Overall                                                       …         …          …      …
                        commitment         gender diversity but no specific         with ac tions to limited actionswomen
                                                                                               scope; with inlow to                      average wom en communication; ient scope Comprehensiv e                                                5 Co nversio n rate (percentage of a population promoted                W/ M   W/ M   W/ M   W/M
                                                                                                            Not place             Limited              Sufficient         S uffic                                    – N-3 to CEO in leadership positions year to the next significant level …
                                                                                                                                                                                                                                                                                   …                      …      …
                        to gender                              action to foster     foster gender
                                                                                               communication; gender
                                                                                                          foster participation           participation       high women                                                                          during the                                  up)
                        diversity                              gender diversity div er sity, low wom en
                                                                                                but no diversity and              geographic al or scope; lim ited        and           sc ope; intense
                                                                                                                                                             participation                                           – N-2 to CEO in leadership positionsof women promoted / share of men promoted
                                                                                                                                                                                                                                                                               …        …      …                 …
                                                                                                                                  functional
                                                                                    communication of communication of scope; lim ited
                                                                                               participation
                                                                                                                                                       communication c om munication; and effec tive                                             • Share
                                                                                                                                                       and low women average wom en c om munication;
                                                   4 Tailored                       results               res ults                                                                                                   – N-1 to CEO in leadership positions level in leadership positions
                                                                                                                                                                                                                                                  – T o N-3                     …              …          …      …      …/…    …/…    …/…    …/…
                                                      mentoring                                                                   communication; participation            participation high wom en
                                                      programs w ith                                                              low wom en                                            par ticipation                                               – T o N-2 level in leadership positions                            …/…    …/…    …/…    …/…
                                                                                                                                  partic ipation                                                                     – CEO                                                           …         …          …      …
                        • Group CE O                  internal mentors
                                                  • Mentoring pr ogram             1 Networking
                                                                                        For men and               S pecific to                Spec ific to             Does not ex ist                                                               – T o N-1 level in leadership positions                            …/…    …/…    …/…    …/…
                          (further defined                                                                                                                                                                           – B oard of Directors                                           …         …          …      …
                          as N level)                                                   wom en
                                                                                      events/programs             wom en                      present and
                                                                                                                                              future wom en                                                                                     6 Gender differences: job satisfactio n (answering ‘satisfied’
                                                                                      dedicated t o
                        • Group CE O                                                  women                                                   leaders                                                           2 Recruiting                      to ‘very satisf ied in internal surveys)
                          N-1 lev el              • Personaliz ed                 • Internal wom en networ kDoes notists
                                                                                        Exists                            Ex exist             Does not exis t
                          management                 identification of needs                                                                                                                                      • Share of women applicants (% of total applicants)             …         …       …            …
                                                                                  • Internal wom en networ k              Ex ists              Does not exis t                                                                                     – Women vs. men overall                                              …/…    …/…    …/…    …/…
                          team                       for potential future                                                                                                                                         • Share of of fers to women (% of–total offers) men in a “high-potential program” …
                                                                                                                                                                                                                                                                                  …         …                    …
                                                     women leaders                   specifically for present                                                                                                                                        Women vs.                                                          …/…    …/…    …/…    …/…
                        • Group CE O              • Matc h between m entors          and future leaders
                                                                                        Inform al                 Forum s to                  Formal
                          N-2 lev el                 and m entorees               • Multi-com pany net-           facilitate ists
                                                                                                                          Ex m entor-         assigning of a t
                                                                                                                                               Does not exis                                                      • Share of women new hires (% of Women vs. men in senior
                                                                                                                                                                                                                                                – total new hires)              management (defined as N-3…
                                                                                                                                                                                                                                                                                   …    …         …                     …/…    …/…    …/…    …/…
                          management                                                 working initiativ e for      m entoree                   m entor to each                                                                                          to the CEO or above positions)
                                                                                                                                                                                                                     – Overall                                                 …        …       …                …
                          team                                                       pr esent and future womeneeting
                                                                                                                  m                           m entoree
                                                    • Mentor for potential         2 Women leadership No
                                                                                        Yes                                                                                                                          – N-3 to the CEO and aboveGender differences: participation in flexible programs
                                                                                                                                                                                                                                             7 in leadership positions         …        …       …                …
                      3 Clear               No genderfutur e women leaders is
                                                                 Quantitative       Quantitative
                                                                                      skill building     Quantitative
                        quantitative        diversity targetslev el N-2 or above
                                                       CE O      targets for        targets for
                                                                                      programs
                                                                                                         targets for                                                                                              • Share of women who turned down a recruiting and men using flex-time programs: part …
                                                                                                                                                                                                                                              • Share of women offer         …        …       …
                        targets for                 • Cr oss-c om pany wom en
                                            for leadership       leadership         leaders hip
                                                                                        Exists           leaderDoes not exist
                                                                                                                 ship                                                                                                vs. share of men (% of of fers made)reduced work week, maternity leaves, etc.
                        women               positions mentoring  positions but no • positions, action positions, action
                                                                                     Personalized                     Ex ists          Does not exis t                                                                                               time,
                        representation               5 Program to plan
                                                                 action             plan, but no of needs and
                                                                                     identification      plan,                                                                                                                                       – Overall                                                          …/…    …/…    …/…    …/…
                        in leadership                   increase share of            for potential futurecompanywide
                                                                                    company wide                                                                                                                3 Gender di fference: salary (average FTE salary for women
                        positions                       women in the high-           women leaders
                                                                                    communication of communication of                                                                                             divided by t he average for men) – Women vs. men in a “high-potential program”                        …/…    …/…    …/…    …/…
                                                        potential pool            • results              res ults
                                                                                     Com prehensive tr aining         Ex ists          Does not exis t                                                                                               – Women vs. men in senior management (defined as N-3               …/…    …/…    …/…    …/…
                                                                                     pr ogram dedicated to                                                                                                        • Overall                                                        …
                                                                                                                                                                                                                                                       to the CEO or above positions)  …         …        …
                                                    • Age and tenur e criteria       pr Exists and future
                                                                                        esent                    Does not exist
                                                       to enter the high-
                                                                                     women leaders                                                                                                                • N-2 and N-3 to the CEO in leadership positions                   …         …          …      …
                                                       potential pool                                                                                                                                                                           8 Gender differences: geograp hic mobility
                      4 Consist ency        Company MeasureCompany culture • Company culturof Company culture
                                                    • c ulture to neutralize         Financing part e
                                                                                        Exists                   Does Ex ists
                                                                                                                      not exist       Not applicable t
                                                                                                                                      Does not exis
                        of company          creates strong                                                                                                                                                        • N-1 t o the CE O in leadership positions                         …         …          …      …
                                                       the impact of maternityely comprises training ac tively fosters
                                                                 does not activ      ex ecutive an        and
                        culture with        bias for male e on foster gender
                                                       leav      the criteria       implicit education for
                                                                                     further             gender div ersity                                                                                                                         • Share of women and men in mobility programs (%)
                        gender              leadershipTarget share of women
                                                    •            div ersity         preferencand future
                                                                                     pr Exists e for
                                                                                        esent                    Does not exist                                                                                 4 Share of women in high-potential programs (%)
                        diversity                      in the high-potential        gender diversity                                                                                                                                                 – Women vs. men overall                                            …/…    …/…    …/…    …/…
                                                                                     women leaders
                        objective                      pool                                                                                                                                                       • Share of women in high-potential Women vs. men in “high-potential program”
                                                                                                                                                                                                                                                  – pool                       …         …                …      …      …/…    …/…    …/…    …/…
                                                    • Quota of women in the        3 Women coaching
                                                                                        Exists                   Does not exist
                                                       high-potential pool            sessions with                                                                                                               • Share of women in mentoring programs vs. men in senior
                                                                                                                                                                                                                                                 – Women                        management (defined as N-3…
                                                                                                                                                                                                                                                                                   …    …         …                     …/…    …/…    …/…    …/…
                                                    • Managers responsible            external coaches
                                                                                        Exists                   Does not exist                                                                                                                        to the CEO or above positions)
                                                       for detecting of wom en                                                                                                                                    • Share of women in succession-planning pools for senior           …         …          …      …
                                                       and m en pool entrants                                                                                                                                        management (for N-3 or above positions) (%)
                                                                                                                                                                                                                                             9 Attrition rates
                                                                                  •
                                                                                  6 Personalized                      Ex ists          Does not exis t
                                                    • Inclusion of an HR             identification of needs Does not exist
                                                                                        Exists                                                                                                                                                       – F or women vs. men in “high-potential program”                   …/…    …/…    …/…    …/…
                                                       contact in final decision     for potential future
                                                                                                                                                                                                                                                                3
                                                                                                                                                                                                                                                     – Women vs. men in senior management (defined as N-3               …/…    …/…    …/…    …/…
                                                       on pool entrants              women leaders
                                                                                  • Financing for coaching 9 Ex ists                   Does not exis t                                                                                                 to the CEO or above positions)
                                                                                     sessions with an
                                                                                     ex ternal coach
                                                                                                                                                8                                                                                                                                                     4




     ▪   Our participants received an individual feedback report with its key challenges as
         well as a recommendation on the most impactful measures to address these



SOURCE: McKinsey Women Matter 2012 report                                                                                                                                                                                                                                                                                                                                     McKinsey & Company   | 13
Women are underrepresented at all                                                                                 Odds of advancement for
                                                                                                              …   men over those for women
hierarchical levels, not only at top management
Number of companies = 1301




   CEO                                   2
                                                              5.0x

   Seats on executive
                                                 9
   committee
                                                                     1.7x
   Senior management
                                                      14
   and vice president
                                                                             1.8x
   Middle management                                          22
                                                                                          2.1x

   Total company                                                             37




1 Companies with more than 10,000 employees and/or revenues greater than €1 billion, and that provided data

SOURCE: McKinsey Women Matter 2012 report                                                                          McKinsey & Company   | 14
Each sector has its own challenges
Number of companies = 1301



                          Media, telecom-                                                            Transport,
                          munications,                                                               logistics,               Energy and basic
                          technology              Financial services Consumer goods                  tourism                  materials


 CEO                        0                      0                           7                              9               0


 Seats on executive
                                9                      9                        11                            10                    11
 committee


 Senior management
                                    17                 13                          18                              15                 15
 and vice president


 Middle management                  20                     22                           30                          19                   16



 Total company                            34                      49                         50                          27                    25




1 Companies with more than 10,000 employees and/or revenues greater than €1 billion, and that provided data

SOURCE: McKinsey Women Matter 2012 report                                                                                 McKinsey & Company   | 15
On the positive side…The number of companies that sees gender diversity
as a top strategic priority has doubled since 2010
Percentage of respondents, number of companies = 235




                        Among top 3 items
                                                                    8                       12
                        on strategic agenda
                        Among top 10 items
                                                                   20
                        on strategic agenda
                                                                                                        1.9X
                                                                                            41
                        On the strategic
                                                                   36
                        agenda, but not in top 10


                                                                                            33
                        Not on the
                                                                   33
                        strategic agenda

                        Don’t know                                                          14
                                                                    3                        0
                                                                 20101                     2011



1 The 2010 figures are from the Women Matter 2010 survey. There were 1,560 respondents to this survey

SOURCE: McKinsey Women Matter 2012 report                                                                      McKinsey & Company   | 16
But…. Although some companies are making progress with diversity,
most companies still have a long way to go
Number of companies = 1231
                        Percentage of women at executive committee and senior
                        management/vice president level
                        45
     Operating                                                                                                              Making
     with a                                                                                                                 progress
                        40
     diversity                                                                                                              with
     advantage                                                                                                              diversity
                        35                    N=6                                         N = 20
                                              5%                                           16%
                        30

                        25                                                                                           25%

                        20                                                                                           20% (top quartile)

                         15
                                                                                                                     13% (average)
     Limited             10                  N = 16                                       N = 81                          Investing in
     diversity                                13%                                          66%                            diversity,
     practices            5                                                                                               but no
                                                                                                                          impact yet
                          0
                              0   1 2    3   4   5    6   7   8   9 10 11 12 13 14 15 16 17 18 19 20
                                                                                  Number of measures

1 Companies with more than 10,000 employees and/or revenues greater than €1 billion, and that provided data for women at these 2 levels

SOURCE: McKinsey Women Matter 2012 report                                                                                McKinsey & Company   | 17
Why are so few companies successful?



                                            Many measures are not implemented in the most
       What’s on paper is                   effective way in terms of visible actions, frequent
       not the same as what                 communication, participation levels
       happens in practice



       Commitment at the                    Focus over the last few years has been on getting
       top does not                         top management involved, but middle
       necessarily cascade                  management has been largely overlooked
       to middle
       management


                                            Not knowing the exact challenges (the facts) and
                                            not involving ‘the target audience’ themselves has
       Lack of focus                        resulted in ineffective programs. Measures too
                                            scattered, not the right ones…




SOURCE: McKinsey Women Matter 2012 report                                         McKinsey & Company   | 18
Well implemented
There is a gap between the measures in place and those
                                                                                                                             Fairly well implemented
that are ‘well implemented’                                                                                                  In place
Percent, number of companies = 235


                                          CEO commitment                                        41                          92

             Management                   Targets for women's representation               24               51
             commitment                   in top positions
                                          Consistency of company culture                  22                               88
                                          with diversity objectives


                                                                                         15                      58
                                          Networking programs/events
             Women’s
             development                  Leadership skill building programs             13                47
             programs
                                          Mentoring programs/events                      16                           69



                                          Indicators                                      18                  56

             Collective                   HR processes and policies                        25                    60
             enablers
                                          Infrastructure, e.g., child care               14              43
                                          facilities


1 Measures were rated on a scale of 1 - 5, with the exception of management commitment measures, which were rated on a scale of 1 - 4.

SOURCE: McKinsey Women Matter 2012 report                                                                                  McKinsey & Company    | 19
While CEO commitment remains high and visible, it does not cascade to
lower management levels
Percent, number of companies = 235




                                    100         100            100
   Not in place                      8          11
                                                                20
   In place                          22
                                                32
   Fairly well                                                  39
                                     29
   implemented
                                                32
                                                                28
   Well implemented                  41
                                                25
                                                                13
                              CEOs          Senior managers Middle managers
                                            and vice
                                            presidents




SOURCE: McKinsey Women Matter 2012 report                                     McKinsey & Company   | 20
Men’s and women have differing views on gender diversity issues
Percentage of respondents who “strongly agreed”; number of respondents = 1,7681                Women
                                                                                               Men




                                                                             64
               Do you believe that gender diversity is an                                 40
               important driver of company performance?



               Do you believe top management is committed to                              27
               gender diversity?                                             13



                                                                                          65
               Does the evaluation system in your company                    30
               treat men and women equally?




1 Web survey participants. Some 35% of the respondents were female

SOURCE: McKinsey Women Matter 2012 report                                         McKinsey & Company   | 21
McKinsey & Company   | 22
What do we recommend companies to REALLY make this happen?




      1          More visible senior management commitment




      2          Target initiatives at your particular challenges




      3          Address mindsets




SOURCE: McKinsey Women Matter 2012 report                           McKinsey & Company   | 23
We believe that implementing a successful diversity
strategy is similar to a transformational change journey

                                                                                                              ▪ Track progress
                                                                         Advance      How do you keep
                                                                                      moving forward?           Build capacity for
                                                                                                                continuous
                                                                                                                improvement
                                                                              How do you
                                                                       A   ct manage
                                                                              the journey?        ▪ Implementation plan
                                                                                                  ▪ Engage the organization

  ▪ Committed senior leaders
  ▪ Balanced diversity ‘eco-
    system’ with clear
                                     A               What do you need to do to
                                            rchitect address these challenges?
    prioritization and focus                                           What are the
  ▪ Interventions to create                                                                         ▪ Analyze the numbers

                                                     A
                                                                       specific challenges
    lasting change                                                                                  ▪ Evaluate the effectiveness
                                                                       for your
                                                                                                      of existing policies
                                                                 ssess organization?                ▪ Deep understanding of
                                                                                                      mindsets




                     A                   What are your ambitions
                                   spire in terms of diversity?
                                                                              ▪ Convincing business case
                                                                              ▪ Clear aspiration
                                                                              ▪ Targets at a granular level


SOURCE: Scott Keller and Colin Price, Beyond Performance, 2011                                           McKinsey & Company   | 24
McKinsey & Company   | 25

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McKinsey presentation

  • 1. Women Matter: Making the Breakthrough Presentation for Highways Agency/ WTS 18th of September 2012 CONFIDENTIAL AND PROPRIETARY Any use of this material without specific permission of McKinsey & Company is strictly prohibited
  • 2. Getting more women to the top of organizations is a hot topic SOURCE: Press search McKinsey & Company | 1
  • 3. McKinsey has been researching the topic of gender diversity for many years and has by now global coverage SOURCE: McKinsey McKinsey & Company | 2
  • 4. Our Women Matter reports give fact based answers to the Why? and How? questions for more women at the top of organizations 2007 2008 2009 2010 2012 Positive link Positive impact Importance of Defining the key Helping between a of female female elements of an companies to company’s leadership leadership effective realize the final performance styles on behaviors in the diversity breakthrough and proportion of organizational post-crisis strategy women in its health world governing body SOURCE: McKinsey & Company – Women Matter research McKinsey & Company | 3
  • 6. In our 1st Women Matter report we found that companies with more than 30% women at the top of their organisation have better financial performance Percent, EU companies 2007-09 Average return on equity Average EBIT margin 13.7 +41% 13.9 +53% 9.7 9.1 No women at Top quartile No women at Top quartile executive level for female executive level for female representation representation at executive at executive level level Correlation does not imply causality SOURCE: McKinsey & Company – Women Matter research McKinsey & Company | 5
  • 7. In our 2nd report we looked at the impact of female leadership on organizational health DIRECTION COORDINATION ACCOUNTABILITY AND CONTROL EXTERNAL LEADERSHIP ORIENTATION INNOVATION TEAM CAPABILITIES MOTIVATION WORK ENVIRONMENT AND VALUES SOURCE: McKinsey & Company – Women Matter research McKinsey & Company | 6
  • 8. We found that leadership behaviours more frequently applied by women improve organizational health Leadership behaviors… … improve organizational performance DIRECTION People development Inspiration Efficient Expectations and rewards communication Women ACCOUNTABILITY COORDINATION apply more AND CONTROL Role model Expectations and slightly and rewards Control and corrective action more Inspiration EXTERNAL LEADERSHIP TEAM ORIENTATION Role model INNOVATION Individualistic Intellectual People Participative decision making decision making development stimulation CAPABILITIES MOTIVATION Women and Intellectual stimulation People Inspiration men apply development equally Efficient communication WORK ENVIRONMENT AND VALUES People Individualistic decision making development Men apply Participative more decision making Control and corrective action SOURCE: McKinsey & Company – Women Matter research McKinsey & Company | 7
  • 9. Great news… since we know from extensive research that healthy companies are more profitable companies Likelihood that OHI quartile has above-median financial performance, % 68 48 EBITDA margin 31 2.2x 62 Growth in 52 enterprise value/ 31 2.0x book value 53 58 Growth in net 38 1.5x income/sales Bottom Mid¹ Top 1 Comprised of 2nd and 3rd quartiles SOURCE: McKinsey Organisational Health Index data mining effort McKinsey & Company | 8
  • 10. In 2010 we wanted to find out how companies can really make this happen: Having a balanced diversity eco-system is key Gender diversity on top of the strategic agenda CEO commitment CEO and executive team's explicit support for gender diversity programs Developing women as leaders … Networks and Mentoring role models Training and coaching … supported by collective enablers Gender diversity HR processes Infrastructure indicators and policies SOURCE: McKinsey & Company – Women Matter research McKinsey & Company | 9
  • 12. Despite all attention for diversity, progress made Evolution since 2007 (Percentage points) in European countries is slow Executive committees Corporate boards Country Percentage of total, 2011 Percentage of total, 2011 Sweden 21 8 25 1 Norway 15 3 35 3 United Kingdom 11 8 16 4 Belgium 11 4 11 5 Netherlands 8 3 19 12 France 8 4 20 12 Czech Rep 8 0 10 -2 Italy 6 1 5 2 Germany 3 2 16 5 European average 10 6 17 5 EU announced draft proposal for companies to have 40% of women in their Boards by the end of 2019 SOURCE: McKinsey proprietary database, 2011 McKinsey & Company | 11
  • 13. Getting more women to the top is driven at societal, governmental, company and individual level 1 2 ▪ Tax ▪ Cultural Historical ▪ Legislation (e.g. quota) factors (e.g. war ▪ Infrastructure (e.g. day history, political Government care facilities) situation) ▪ Socio – Economic factors (e.g. labor intensity, salary levels) Norms, Values and Beliefs 3 4 ▪ ‘Eco-system’ ▪ Mindsets and Company Women behaviors ▪ Management commitment ▪ Perception ▪ Development programs ▪ Collective enablers SOURCE: McKinsey Women Matter 2012 McKinsey & Company | 12
  • 14. For our Women Matter 2012 report we benchmarked European companies on the types and effectiveness of their diversity policies ▪ Woman Matter 5 study has benchmarked companies’ diversity policies on a country level and within their European sector ▪ 235 organizations in 7 European countries participated: France, the UK, Germany, Belgium, Czech Republic, Italy and the Netherlands ▪ We collected data in 4 different ways A B C D Interviews Quantitative On line Online women data company survey Qualitative assessment survey 2. Commitment to gender diversity Quantitative assessment Qualitative assessment Your rating Women metrics 1 2 3 4 3. Women development programs N/A 2007 2008 2009 2010 1 Place on the st rategic Not on strategic agenda On strategic Qualitative assessment A top- 10 priority A top-3 priority on Your rating agenda but not on s tr ategic strategic agenda Quantitative assessment 1 Women representation agenda in top 10 1 3. Women development agenda 2 3 programs 4 5 N/A Women metrics Not in plac e Limited Your S ufficient rating Sufficient scope Com prehensive • Share of women in total headcount (%) geographical or sc ope; limited and scope; intense Women rep resen tation 2007 2008 2009 2010 2 Management functional 1 committed 2 Not committed to V isibly committed Visibly committed Visibly comm unication; com munication; and effective 3 4 5 N/A – Overall … … … … commitment gender diversity but no specific with ac tions to limited actionswomen scope; with inlow to average wom en communication; ient scope Comprehensiv e 5 Co nversio n rate (percentage of a population promoted W/ M W/ M W/ M W/M Not place Limited Sufficient S uffic – N-3 to CEO in leadership positions year to the next significant level … … … … to gender action to foster foster gender communication; gender foster participation participation high women during the up) diversity gender diversity div er sity, low wom en but no diversity and geographic al or scope; lim ited and sc ope; intense participation – N-2 to CEO in leadership positionsof women promoted / share of men promoted … … … … functional communication of communication of scope; lim ited participation communication c om munication; and effec tive • Share and low women average wom en c om munication; 4 Tailored results res ults – N-1 to CEO in leadership positions level in leadership positions – T o N-3 … … … … …/… …/… …/… …/… mentoring communication; participation participation high wom en programs w ith low wom en par ticipation – T o N-2 level in leadership positions …/… …/… …/… …/… partic ipation – CEO … … … … • Group CE O internal mentors • Mentoring pr ogram 1 Networking For men and S pecific to Spec ific to Does not ex ist – T o N-1 level in leadership positions …/… …/… …/… …/… (further defined – B oard of Directors … … … … as N level) wom en events/programs wom en present and future wom en 6 Gender differences: job satisfactio n (answering ‘satisfied’ dedicated t o • Group CE O women leaders 2 Recruiting to ‘very satisf ied in internal surveys) N-1 lev el • Personaliz ed • Internal wom en networ kDoes notists Exists Ex exist Does not exis t management identification of needs • Share of women applicants (% of total applicants) … … … … • Internal wom en networ k Ex ists Does not exis t – Women vs. men overall …/… …/… …/… …/… team for potential future • Share of of fers to women (% of–total offers) men in a “high-potential program” … … … … women leaders specifically for present Women vs. …/… …/… …/… …/… • Group CE O • Matc h between m entors and future leaders Inform al Forum s to Formal N-2 lev el and m entorees • Multi-com pany net- facilitate ists Ex m entor- assigning of a t Does not exis • Share of women new hires (% of Women vs. men in senior – total new hires) management (defined as N-3… … … … …/… …/… …/… …/… management working initiativ e for m entoree m entor to each to the CEO or above positions) – Overall … … … … team pr esent and future womeneeting m m entoree • Mentor for potential 2 Women leadership No Yes – N-3 to the CEO and aboveGender differences: participation in flexible programs 7 in leadership positions … … … … 3 Clear No genderfutur e women leaders is Quantitative Quantitative skill building Quantitative quantitative diversity targetslev el N-2 or above CE O targets for targets for programs targets for • Share of women who turned down a recruiting and men using flex-time programs: part … • Share of women offer … … … targets for • Cr oss-c om pany wom en for leadership leadership leaders hip Exists leaderDoes not exist ship vs. share of men (% of of fers made)reduced work week, maternity leaves, etc. women positions mentoring positions but no • positions, action positions, action Personalized Ex ists Does not exis t time, representation 5 Program to plan action plan, but no of needs and identification plan, – Overall …/… …/… …/… …/… in leadership increase share of for potential futurecompanywide company wide 3 Gender di fference: salary (average FTE salary for women positions women in the high- women leaders communication of communication of divided by t he average for men) – Women vs. men in a “high-potential program” …/… …/… …/… …/… potential pool • results res ults Com prehensive tr aining Ex ists Does not exis t – Women vs. men in senior management (defined as N-3 …/… …/… …/… …/… pr ogram dedicated to • Overall … to the CEO or above positions) … … … • Age and tenur e criteria pr Exists and future esent Does not exist to enter the high- women leaders • N-2 and N-3 to the CEO in leadership positions … … … … potential pool 8 Gender differences: geograp hic mobility 4 Consist ency Company MeasureCompany culture • Company culturof Company culture • c ulture to neutralize Financing part e Exists Does Ex ists not exist Not applicable t Does not exis of company creates strong • N-1 t o the CE O in leadership positions … … … … the impact of maternityely comprises training ac tively fosters does not activ ex ecutive an and culture with bias for male e on foster gender leav the criteria implicit education for further gender div ersity • Share of women and men in mobility programs (%) gender leadershipTarget share of women • div ersity preferencand future pr Exists e for esent Does not exist 4 Share of women in high-potential programs (%) diversity in the high-potential gender diversity – Women vs. men overall …/… …/… …/… …/… women leaders objective pool • Share of women in high-potential Women vs. men in “high-potential program” – pool … … … … …/… …/… …/… …/… • Quota of women in the 3 Women coaching Exists Does not exist high-potential pool sessions with • Share of women in mentoring programs vs. men in senior – Women management (defined as N-3… … … … …/… …/… …/… …/… • Managers responsible external coaches Exists Does not exist to the CEO or above positions) for detecting of wom en • Share of women in succession-planning pools for senior … … … … and m en pool entrants management (for N-3 or above positions) (%) 9 Attrition rates • 6 Personalized Ex ists Does not exis t • Inclusion of an HR identification of needs Does not exist Exists – F or women vs. men in “high-potential program” …/… …/… …/… …/… contact in final decision for potential future 3 – Women vs. men in senior management (defined as N-3 …/… …/… …/… …/… on pool entrants women leaders • Financing for coaching 9 Ex ists Does not exis t to the CEO or above positions) sessions with an ex ternal coach 8 4 ▪ Our participants received an individual feedback report with its key challenges as well as a recommendation on the most impactful measures to address these SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 13
  • 15. Women are underrepresented at all Odds of advancement for … men over those for women hierarchical levels, not only at top management Number of companies = 1301 CEO 2 5.0x Seats on executive 9 committee 1.7x Senior management 14 and vice president 1.8x Middle management 22 2.1x Total company 37 1 Companies with more than 10,000 employees and/or revenues greater than €1 billion, and that provided data SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 14
  • 16. Each sector has its own challenges Number of companies = 1301 Media, telecom- Transport, munications, logistics, Energy and basic technology Financial services Consumer goods tourism materials CEO 0 0 7 9 0 Seats on executive 9 9 11 10 11 committee Senior management 17 13 18 15 15 and vice president Middle management 20 22 30 19 16 Total company 34 49 50 27 25 1 Companies with more than 10,000 employees and/or revenues greater than €1 billion, and that provided data SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 15
  • 17. On the positive side…The number of companies that sees gender diversity as a top strategic priority has doubled since 2010 Percentage of respondents, number of companies = 235 Among top 3 items 8 12 on strategic agenda Among top 10 items 20 on strategic agenda 1.9X 41 On the strategic 36 agenda, but not in top 10 33 Not on the 33 strategic agenda Don’t know 14 3 0 20101 2011 1 The 2010 figures are from the Women Matter 2010 survey. There were 1,560 respondents to this survey SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 16
  • 18. But…. Although some companies are making progress with diversity, most companies still have a long way to go Number of companies = 1231 Percentage of women at executive committee and senior management/vice president level 45 Operating Making with a progress 40 diversity with advantage diversity 35 N=6 N = 20 5% 16% 30 25 25% 20 20% (top quartile) 15 13% (average) Limited 10 N = 16 N = 81 Investing in diversity 13% 66% diversity, practices 5 but no impact yet 0 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 Number of measures 1 Companies with more than 10,000 employees and/or revenues greater than €1 billion, and that provided data for women at these 2 levels SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 17
  • 19. Why are so few companies successful? Many measures are not implemented in the most What’s on paper is effective way in terms of visible actions, frequent not the same as what communication, participation levels happens in practice Commitment at the Focus over the last few years has been on getting top does not top management involved, but middle necessarily cascade management has been largely overlooked to middle management Not knowing the exact challenges (the facts) and not involving ‘the target audience’ themselves has Lack of focus resulted in ineffective programs. Measures too scattered, not the right ones… SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 18
  • 20. Well implemented There is a gap between the measures in place and those Fairly well implemented that are ‘well implemented’ In place Percent, number of companies = 235 CEO commitment 41 92 Management Targets for women's representation 24 51 commitment in top positions Consistency of company culture 22 88 with diversity objectives 15 58 Networking programs/events Women’s development Leadership skill building programs 13 47 programs Mentoring programs/events 16 69 Indicators 18 56 Collective HR processes and policies 25 60 enablers Infrastructure, e.g., child care 14 43 facilities 1 Measures were rated on a scale of 1 - 5, with the exception of management commitment measures, which were rated on a scale of 1 - 4. SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 19
  • 21. While CEO commitment remains high and visible, it does not cascade to lower management levels Percent, number of companies = 235 100 100 100 Not in place 8 11 20 In place 22 32 Fairly well 39 29 implemented 32 28 Well implemented 41 25 13 CEOs Senior managers Middle managers and vice presidents SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 20
  • 22. Men’s and women have differing views on gender diversity issues Percentage of respondents who “strongly agreed”; number of respondents = 1,7681 Women Men 64 Do you believe that gender diversity is an 40 important driver of company performance? Do you believe top management is committed to 27 gender diversity? 13 65 Does the evaluation system in your company 30 treat men and women equally? 1 Web survey participants. Some 35% of the respondents were female SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 21
  • 24. What do we recommend companies to REALLY make this happen? 1 More visible senior management commitment 2 Target initiatives at your particular challenges 3 Address mindsets SOURCE: McKinsey Women Matter 2012 report McKinsey & Company | 23
  • 25. We believe that implementing a successful diversity strategy is similar to a transformational change journey ▪ Track progress Advance How do you keep moving forward? Build capacity for continuous improvement How do you A ct manage the journey? ▪ Implementation plan ▪ Engage the organization ▪ Committed senior leaders ▪ Balanced diversity ‘eco- system’ with clear A What do you need to do to rchitect address these challenges? prioritization and focus What are the ▪ Interventions to create ▪ Analyze the numbers A specific challenges lasting change ▪ Evaluate the effectiveness for your of existing policies ssess organization? ▪ Deep understanding of mindsets A What are your ambitions spire in terms of diversity? ▪ Convincing business case ▪ Clear aspiration ▪ Targets at a granular level SOURCE: Scott Keller and Colin Price, Beyond Performance, 2011 McKinsey & Company | 24