Gender balance is not just good to have or the right thing to do, it’s better for business and the economy. But how do you build a more balanced workplace? And do you have a need to? Chances are, you do…

1. IN LEADERSHIP
Uncovering the best ways to promote
balance in the workforce in 2017
Women
#employeeboost

2. Why are
we talking
about this?

3. say diversity and inclusion
is important to their
business
are looking to work on
the gender balance on
their board now or in
the future
(40% working on it now, 35%
intend to in the next year or two)76%
75%

4. … and
because it’s
part of who
we are
The Engine Group tends to be fairly
balanced in junior and mid-level roles,
but skews towards men in senior and
partnership levels.
In 2016 The Engine Group launched
the “Better with Balance 2020”
programme.
Created a five-part strategy that
addresses various challenges
associated with reaching gender
parity.

5. NIKE AND WOMEN
Nike didn’t launch a line of
women’s wear until 2001...
Same year a female executive
/Mindy Grossman/ joined the
board…
This increase in balance contributed to
greater diversity of thought and
representation of a ‘new’ customer base

6. GENDER BALANCE
IS NOT JUST THE
RIGHT THING TO
DO…
IT’S BETTER FOR
BUSINESS AND
THE ECONOMY
Organisations with more
women on the board
outperform the competition by
+26%
Balanced teams have
more sustainable
results
to the global GDP by 2020
Women may add as much as
$12 trillion

7. But how do you
build a more
balanced
board?

8. 5 questions
every company
must ask

9. Do we have a
glass ceiling?1.

10. “ We don’t have a glass
ceiling, look at our
HRD, she’s a woman. ”

11. Well…

12. CHANCES ARE
YOU DO…
Only 5.5% of the top
leadership positions of
companies in the FTSE 100
are held by women
Women represent fewer
than 4% of the CEOs in the
Fortune 500
In order to change, you must
take an open and honest look
at your own company culture…

13. Assessing your current state requires lots of data...
SO HOW DO YOU MEASURE & MANAGE IT?
Look at the proportion
of males v females at
every level within the
organisation
Review your
practices and
policies Map current
leadership
development
processes

14. Are we
transparent?2.

15. “The reality is that if we do nothing, it will
take 75 years, or for me to be nearly a
hundred, before women can expect to be
paid the same as men for the same work."
/ Emma Watson /

16. Inequality cannot last in an organisation that is fully transparent…
HOW TO BE MORE TRANSPARENT?
Commit to equal
pay by publishing
data on the current
gender pay gap
Advertise promotions
and ensure that there
is an equal ratio of
male to female
candidates
Communicate
freely and share
stats on ratio of
men and women
at different levels

17. What keeps women
from progressing?3.

18. “We don’t get
enough good
applicants”

19. THREE BARRIERS TO PROGRESSION
These barriers require coaching, mentoring and training
initiatives to help raise awareness and offer solutions for
both men and women struggling to overcome them.
Unconscious
Biases
Gendered
Stereotypes
Family
Norms

20. How do we support
future women leaders?4.

21. “We’re a male
dominated
industry”

22. Look for opportunities to ensure that women’s
voices are heard at all levels…
FOSTERING A SUPPORTIVE NETWORK
Promote
authentic
and open
communication
Turn fear into
confidence by
creating
positive role
models
Create sponsors
and mentors
Offer stretch
assignments
Promote on
merit and
positive action

23. How are we involving
everyone in the process?5.

24. /Aristotle/
“The whole is greater
than the sum of its parts”

25. Men and women should be involved at every phase of the process
to ensure true balance…
LOOK FOR WAYS TO WORK TOGETHER
Secure buy-in from
stakeholders and
managers at all
levels throughout
the organisation
Provide equal
opportunities for
everyone within
the organisation
to succeed
Seek to amplify the
importance of female
talent so that they
can stand alongside
their male
counterparts

26. you
What can
do next?

27. 1.
Try to diagnose
the current
state of gender
equality in your
business
2.
Identify what
“great” looks like
(identify and
develop those
high-performing
women who
aspire to lead)
3.
Develop a
roadmap to
help you reach
your goals
4.
Support the effective
execution of your
plan based on the
pre-determined
roadmap
5.
Measure and
evaluate your
progress over
time

28. ORC TALENT TRENDS
A quarterly report covering research,
news and expert opinions from:
Over 50 studies and reports
Dozens of interviews with experts
and industry stakeholders
Want to find out more?
Check out our quarterly Talent Trends report…

29. ORC STRATEGIC RESEARCH SOLUTIONS
GROWTH
RESEARCH
Innovation
Identification
Innovation Ideation
Commercialization
Adjacency
Exploration
Go-to-market
Strategy
Development
Market Economics &
Forecasting
INNOVATION
RESEARCH
Company Research
& Analysis
Market/Industry
Assessment
Market Disruptions
Best Practices &
Benchmarking
COMPETITIVE
INTELLIGENCE
Preferred Access
Expert Network
Marketplace
Monitoring
Social Media
Intelligence
DECISION
SUPPORT
Helping organisations cut through the noise to better understand
their markets and improve their businesses for the future…

30. Thank you.
Anisa.Kurti@orcinternational.com
McVal.Osborne@orcinternational.com
#employeeboost
Have questions?
Want to learn more?
Email us!