Making up 47% of the current workforce and growing, women are prime candidates for filling the leadership pipeline that will soon be left lighter by a departing generation of workers. And yet, the higher you look in companies, the fewer women you see, with C-level positions comprised of only 19% women. Learn how greater gender diversity can improve your organization, and why mentoring is an ideal solution to enable women in the workplace. Download the full Ebook: http://ow.ly/fGyK30fCsaB

1. WHY GENDER DIVERSITY MATTERS

2. THIS PRESENTATION WILL ANSWER 4 QUESTIONS:
How are
Companies Tackling
this Problem?
Why Does Gender
Diversity Matter?
How Does Gender
Diversity Build the
Talent Pipeline?
How Does
Gender Diversity
Affect the Bottom
Line?

3. Why Does Gender Diversity
Matter?

4. WOMEN ARE A LARGE SEGMENT OF THE WORKFORCE…
47% of the
current
workforce, and
growing
- US Bureau of Labor
Women make
up 60% of
college
graduates
-Stanford

5. and yet…

6. Women get less access
to the people, input,
and opportunities that
accelerate careers.
-McKinsey & Company

7. THE HIGHER YOU LOOK IN COMPANIES, THE FEWER WOMEN

8. Women’s participation
dwindles to 19% by the
time they reach the C-
Suite level.

9. Greater gender diversity can produce more
than just equality within companies.

10. RESEARCHERS FROM CARNEGIE MELLON SET OUT TO ANSWER:
What combination of
people makes up the
top-functioning
teams?

11. THE ANSWER:
Once women make up more than
50% of a team, the team’s
collective intelligence rises above
average.

12. THE IMPACT OF GREATER COLLECTIVE INTELLIGENCE
Answer:

13. THIS IS BECAUSE SOCIAL PERCEPTIVENESS DRIVES INNOVATION
Answer:

14. How Does Gender Diversity
Build the Talent Pipeline?

15. TODAY’S WORKFORCE IS EXPERIENCING A SHIFT
Baby Boomers retiring
at: 10,000 a day
with 46% in
Supervisor
Roles
Competitive Labor
Markets: 4.7%
Unemployment
Rate

16. The boomer departure is leaving
huge gaps in positions from
management level to the C-Suite
that organizations must fill.

17. COMPANIES THAT DON’T ENGAGE WOMEN ARE VULNERABLE TO:
Employee
disengagement
Hindered
recruiting
Increased
attrition

18. But the talent pipeline isn’t
the only thing improved by
gender diversity…

19. How Does Gender Diversity
Affect the Bottom Line?

20. 1. GENDER PARITY CAN MAKE COMPANIES MORE PROFITABLE
-McKinsey & Company

21. IN FACT…
-McKinsey & Company
Companies with
the most women on the
Board of Directors have
16% higher
return on sales.
-Catalyst

22. 2. GENDER PARITY HAS BECOME A COMPETITIVE DRIVER IN:
Recruiting
Top Talent
Industry
Performance

23. And top corporations are catching on.

24. How are Companies Tackling
the Problem?

25. TOP ORGANIZATIONS PRIORITIZE GENDER DIVERSITY
Tata is a global enterprise comprising over 100
independent companies from the likes of Tata
Motors and Tata Steel to Tata Teleservices.
The organization wanted to:
• Increase the number of women in C-Suite
positions, having 1,000 women leaders by 2020
• Double the number of women employees over the
same period

26. TATA CREATED A HIGH-POTENTIAL MENTORING PROGRAM
The program identified women employees who had
been at the organization for 15 years, and matched
them with CEOs from various Tata subsidiary
companies outside each woman’s industry of
expertise.
As a result, Tata is able to engage women with
leadership executives, so they can grow their
leadership network and gain visibility within the
organization.

27. WOMEN EMPLOYEES REAP THE BENEFITS
On the leadership journey, hand-holding
by an experienced mentor can be a vital
support to help us grow. Through the
cross-company mentoring program, we
provide an opportunity for our women
professionals to fulfil their potential and
move up the ladder.
-N S Rajan, group chief HR officer of Tata
Sons

28. Gender diversity is no longer just
about fairness. It’s better business.

29. So, how can your organization
better enable women to grow in
their careers?

30. See why mentoring and
women make the
perfect match:
http://ow.ly/3WQp30f8CR8

31. CHRONUS SLIDE