Vortrag von Raquel Blanc Gutierrez (Philip Morris International) zum Thema "Gleiche Erfolgschanchen für alle Mitarbeiter? Erkenntnisse aus der Praxis" beim Zürich Behavioral Economics Network (#ZBEN) am 7. März 2016 (Behavioral Economics & Gender - Verhalten von Männer & Frauen im Wettbewerb).

1. ZURICH BEHAVIORAL ECONOMICS NETWORK - ZBEN
March 7, 2016
GLEICHE ERFOLGSCHANCEN
FUER ALLE MITARBEITER?
ERKENNTNISSE AUS DER PRAXIS
RAQUEL BLANC GUTIERREZ
VICE PRESIDENT DIVERSITY & INCLUSION
PHILIP MORRIS INTERNATIONAL

2. UNLIMIT YOURSELF @ PMI
WHO WE ARE
2
We are the leading
international tobacco company
selling 6 top brands
produced in 50 factories
employing more than
82,000
men and women
LAUSANNE
PHILIP MORRIS INTERNATIONAL

3. WORLD’S POPULATION
50% │ 50%
SOURCE: WORLDBANK, 2014

4. 60% OF GLOBAL GRADUATES ARE FEMALE
SOURCE: OECD, 2012 IN OECD COUNTRIES
*
*

5. REPRESENTATION PER GENDER
31%
69%
MANAGER AND ABOVE
PMI │2015

6. WHY?

7. 1. AVAILABILITY: NOT ENOUGH QUALIFIED WOMEN AVAILABLE
2. WILLINGNESS: WOMEN ARE LESS AMBITIOUS
3. QUALIFICATIONS: LACK OF NEEDED EXPERIENCE/PERFORMANCE
HYPOTHESES

8. DURING FOCUS GROUPS RESEARCH, WOMEN AT PMI SAID :
CAREER PROGRESSION
is heavily skewed towards traditionally male values:
aggressiveness, extroversion, competitiveness and
individualism
LONG WORKING HOURS AND 24/7 AVAILABILITY
are considered as an important and unsophisticated
gauge of commitment
GENDER STEREOTYPING
with regards to suitability of women in some
functions is omnipresent
SIMILAR BEHAVIOR
is seen as a positive trait in a man and a
weakness in a woman

9. WHAT DO WE SEE?

10. 10
Source: Blindspot

11. 11

12. UNCONCIOUS BIASES
ACCIDENTAL, UNINTENDED, SUBTLE AND
COMPLETELY UNCONSCIOUS CHOICES, MADE BY
EVERYONE, ALL THE TIME.
Source: Neuroleadership Institute

13. SOME SOURCES OF
UNCONSCIOUS BIAS
IMPRESSIONS
STEREOTYPES
CONFIRMATION BIAS
AFFINITY BIAS
GROUPTHINK
PRIMING
SAME IS SAFE - DIFFERENT IS DANGEROUS

14. FOSTER AN INCLUSIVE
ENVIRONMENT WHILST
ATTRACTING, RETAINING AND
FULLY LEVERAGING ON A
DIVERSE WORKFORCE
THE OBJECTIVE

15. I DON’T KNOW WHAT I DON’T KNOW
THE
LEARNING
JOURNEY
I KNOW WHAT I DON’T KNOW
I KNOW
I AM, I DO, I ACT

16. STRATEGIC PILLARS
1 PROMOTELEADERSHIP ENGAGEMENT
AND ACCOUNTABILITY
2 ENSURECAPABILITY
BUILDING
3IMPLEMENTPROGRAMMATIC AND
SYSTEMIC INITIATIVES

17. BLIND SPOTS

18. “IF YOU DO NOT
INTENTIONALLY, DELIBERATELY AND
PROACTIVELY INCLUDE, YOU WILL
UNINTENTIONALLY EXCLUDE.”
JOE GERSTANDT