by Isabella Lenarduzzi CEO of Jump VIEW VIDEO of keynote here: https://www.facebook.com/plugins/video.php?href=https%3A%2F%2Fwww.facebook.com%2Febbf.mindfulpeople.meaningfulwork%2Fvideos%2F10154631316296801%2F&show_text=0&width=560 The OECD estimates that if the participation rate of women in the economy were identical to that of men, GDP would increase by 16% in 10 years. From a micro economic point of view, all studies show that the more mixed a company is in its decision-making positions, the higher the totality of its performance indicators. The more teams are mixed and the more the staff is happy at work and engaged. But can we make a company bilingual : women / men? How can we move from a culture that respects diversity to an inclusive culture … successfully?

1. KEYNOTE
“From the war of sexes to the alliance of gender”
Isabella Lenarduzzi

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Inspirational keynote
by Isabella Lenarduzzi
From the war of sexes
to the alliance of gender

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The leading social enterprise working with organisations and
individuals
to close the gap between women and men at work,
achieve sustainable corporate performance
and create a more equal society.

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JUMP believes that promoting gender equality will advance the economy
Our mission
JUMP is the leading social enterprise working with organisations and individuals to
close the gap between women and men at work, achieve sustainable corporate
performance and create a more equal society
▪ By promoting gender equality at work, JUMP contributes to solving gender-based discrimination
issues within professional environments
▪ In doing so, JUMP strongly believes that organisations will create added
value and achieve higher performance in a sustained way
▪ Finally, beyond the impact it has on organisations, JUMP is also generating
social impact in the wide community by creating a more equal society

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• Create and share knowledge on gender
equality at work
• Support women in their professional
development
• Support organisations in boosting their
female talent pool and engaging in
corporate diversity programs and networks
• Increase commitment within C-level
management community
• The largest community in Europe of
career women, corporate diversity officers
and gender equality experts
JUMP is
solutions
a community
a brand
Our value proposition
JUMP raises awareness on gender equality and makes change happen
in organisations

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Solutions Knowledge Platform
• Forum
• Corporate surveys & analyses
• Academy
• Award
• Hub
• Global studies
• Web portal & newsletter
• Key opinion leader in the media
Offering
Target
Objective
Products / Solutions
Solutions provider
on Gender Equality at work
Building change within organisations
Promoting gender equality
Corporate companies and institutions
Business women and men
Quality content aggregator
on the topic of Gender Equality
Raising awareness
Empowering women
All
Career women
JUMP offers solutions for organisations to build change and a knowledge platform to raise
awareness

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Solutions Knowledge Platform
• Forum
• Corporate surveys & analyses
• Academy
• Award
• Hub
• Global studies
• Web portal & newsletter
• Key opinion leader in the media
Offering
Target
Objective
Products /
Solutions
Solutions provider
on Gender Equality at work
Building change within organisations
Promoting gender equality
Corporate companies and institutions
Business women and men
Quality content aggregator
on the topic of Gender Equality
Raising awareness
Empowering women
All
Career women
JUMP offers solutions for organisations to build change and a
knowledge platform to raise awareness

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JUMP accompanies organisations in their journey to gender
equality with a unique offer of solutions

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▪ Sex: biological indicator that is based on reproductive organs, and cellular
and hormonal functional characteristics.
Gender identity: to feel as a man, a woman, or other
▪ Gender : socially construct, a result of continuous transactions and
complexes originating from infancy environment, based on imposed factors
of femininity and masculinity
9
Sex or gender?

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Stereotypes

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Sexism
11

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12
Global Gender Gap by the
World Economic Forum
1.Iceland 2.Finland 3.Norway
Sweden (4) / Switzerland (11) / Germany
(13) / Netherlands (16)
Belgium – 24°
Denmark (19) / UK (20)
Portugal (31) / Luxembourg (34) /
Canada (35)
USA (45) / Italy (50) / Greece (92)
France – 17° -2
-5

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Europe : 59% of university degrees
are earned by women
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Talent Pool

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Modifiez le style du titre

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Modifiez le style du titre
15
Fill in skills
shortages on
the labour
market
Preserve the
european
social security
system
Companies
increase
performance
GDP increase
The case of Gender Equality

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The business case for women maintains that
companies that have diversity and manage it
properly make better decisions, produce better
products, and retain several key business
advantages over more homogenous companies.
16
Equality = more performance
© McKinsey & Company
Verified✓ Non available- Not verified✗
Companies with 0 women in executive committee
in that specific sector
Companies in the top quartile for the women
representation in executive committee vs. sector1

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Organisational Excellence
Companies with 3 or more women in senior management functions
score more highly for each organisational criterion than companies
with no woman at the top.
Performance increases
once a certain critical mass
is attained: at least 3
women in management
committees for a
membership of 10 people.

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The business case for women maintains
that companies that have diversity and
manage it properly make better
decisions, produce better products, and
retain several key business advantages
over more homogenous companies.
18
More performance

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Glass ceiling or leaky pipeline ?

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Organisational pyramid

22. How do we use the biggest talents pool?

23. Interne Orange23
De la diversité à l’inclusion…..
FACETTES
VISIBLES
FACETTES
INVISIBLES
Sexe
Religion
Education
Couleur de peau
Handicap
Handicap
Age
Langue
Nationalité
Culture
Orientation
sexuelle
Apparence
physique
Opinions
valeurs
Santé
Style
de travail
Parcours
professionnel

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Equal Opportunities

25. Interne Orange25

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Diversity is a fact. Inclusion is a choice.

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Change in companies’ culture

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Role expectation theory

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Why do women leave?
29

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Building a whole gender-diversity ecosystem
© McKinsey & Company
Developing women as leaders…
Mentoring
Training and
coaching
Networks and
role models
CEO and executive team's visible monitoring of progress in gender-diversity programs
CEO commitment
HR processes
and policies
Gender-diversity
indicators
Infrastructure
… supported by collective enablers
GENDER DIVERSITY ON TOP OF THE STRATEGIC AGENDA

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Implementation of gender-diversity measures
remains low, and even lower for SMEs
© McKinsey & CompanyPercent, 2010, n=1,5341, mid-level and up respondents only
36 %
40 %39 %
38 %
20 %
36 %37 %32 %No specific measures
1-3 measures
4-5 measures
6 measures or more
More than
20,000
employees
(n=429)
9
Less than 500
employees
(n=583)
17
7
Total
(n=1,534)
17
13
20
24
Between 500
and 20,000
employees
(n=522)
15
2.5 2.0 2.2 3.5
Average number
of measures implemented
Number of measures undertaken in the past five years to recruit, retain,
promote and develop women
1 Does not include the
respondents who did
not know which
measures were
implemented in their
companies

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Do Men really want equality at work?
“Do you openly promote gender equality in the workplace?”
Opposed
Passive
support
Passive
resistance
Active
support

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« THE WORKPLACE IS STILL SEXIST »
33
KINDS OF SEXIST BEHAVIOUR AT WORK
Joke Misplaced
remark
Insult Whistling Assault
▪ 94% of women did already experienced sexism at work

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NOT BEING GIVEN A PROMOTION/POSITION I DESERVED
JUST BECAUSE I AM A WOMAN
Yes
No
I don’t know
“I do not understand you just had a baby, I thought you
wanted a quiet job and I had that for you”

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« I have a clear sense that when a man speaks; he is listened to, whereas women’s
voices are glossed over »
35
BEING INTERRUPTED FREQUENTLY
AND/OR NOT BEING REALLY LISTENED TO AS I SPEAK
Yes
No
I don’t know

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« De toute façon, les femmes ne devraient pas travailler dans l’automobile, plutôt dans les
chaussures ou les vêtements!’»
36
COMMENTS ABOUT WHAT YOU ARE
WEARING OR SHOULD WEAR
Yes
No
I don’t know

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“When going on job interviews, I am still being asked if I am married or whether I have
children and how old my children are of if I want to work full time.”
37
Yes Never I don’t know
“DON’T YOU HAVE TO BE HOME
FOR THE CHILDREN?”

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“Le sexisme s’assume peu, surtout sur le lieu de travail: on ne me dira
jamais que si je suis interrompue ou si mon avis est écarté d’emblée,
c’est parce que je suis une femme.
38
Yes Never I don’t know
INTRUSIVE AND/OR MISPLACED GESTURES
OR GLANCES

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Most wanted
▪ Work-life balance initiatives
▪ Flexible working arrangements
▪ Parental leave and childcare
programmes
Least wanted
▪ Women-only programmes or
networks
▪ Setting KPIs or targets
What men think companies should do
39

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The difference knowing and understanding
40

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Work and family responsibilities should be completely shared

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Beyond the gender difference: every individual has a
“feminine” side and a “masculine”.
Today’s leader knows how to value both of them!

43. The war of sexes is over.

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Read the JUMP newsletter.
With the most interesting articles,
books and video interviews of
experts in gender equality at work.
WWW.JUMP.EU.COM

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Contact us
JUMP
22 Avenue Winston Churchill
B-1180 Bruxelles
Tel: +32 2 346 38 00
JUMP Paris
c/o Ylios, 29 rue Vernet
F- 75008 Paris
Tel: +33 1 80 40 03 06