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Big Idea: The Road to More Diversity

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Saadia Zahidi, Senior Director, World Economic Forum
Maria Kokkinou, Chief Diversity Officer and Director of Talent Acquisition, Coca-Cola Enterprises
Sandy Hoffman, Global Diversity Director, LinkedIn
Moderator: Joanna Pomykala, Sr. Director for Insights, LinkedIn

A unique panel of experts to discuss best practices and how to use data to make diversity and inclusion a reality within organisations.

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Big Idea: The Road to More Diversity

  1. 1. The Road to More Diversity Saadia Zahidi Senior Director World Economic Forum Maria Kokkinou Chief Diversity Officer & Director of Talent Acquisition Coca-Cola Enterprises Sandy Hoffman Global Diversity Director LinkedIn Joanna Pomykala Senior Director for Insights LinkedIn
  2. 2. Create economic opportunity for every member of the global workforce Vision
  3. 3. SCHOOLSCOMPANIES KNOWLEDGESKILLSMEMBERS JOBS T H E E C O N O M I C G R A P H
  4. 4. 36% female*64% male* *These results were analyzed through the lens of LinkedIn data, where gender identification is inferred based on a member’s first name. 80%+ of all members within this group can be mapped to a specific gender; names that cannot be identified as either gender were excluded from the analysis. % of Female Employees by Function 37% 15% 42% 34% 25% 30% 45% 40% 0 200 400 600 800 1000 1200 1400 Sales Engineering Support Operations Human Resources Information Technology Program & Project Mgmt Consulting Quality Assurance # of Total Employees % Female % of Female Employees by Region Europe Americas Asia 32% 28% 19% Our data can help companies better understand gender diversity in their organizations
  5. 5. Our data can help companies benchmark gender diversity against peers **Peers: Peer A | Peer B | Peer C | Peer D | Peer E | Peer F 46% 44% 41% 40% 36% 30% 30% 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% How does Company X compare to its peer group? % Female *These results were analyzed through the lens of LinkedIn data, where gender identification is inferred based on a member’s first name. 80%+ of all members within this group can be mapped to a specific gender; names that cannot be identified as either gender were excluded from the analysis.
  6. 6. 7 Our Insights can help highlight what’s important to target talent pools to help companies focus their Talent Brand and messaging Question asked: Please select the 5 most important factors when considering a job opportunity. Source: LinkedIn Q1 2015 survey of professionals 59% 54% 53% 49% 34% 33% 32% 30% 28% 27% 27% 25% 24% 17% 7% Good work/life balance Challenging Work Excellent compensation & benefits Having a good relationship with your colleagues Strong employee development Flexible Work Arrangements Strong career path A place I would be proud to work Having a good relationship with your superiors Job security Culture that fits my personality A company with a long-term strategic vision Values Employee Contributions Ability to make an impact Internal transfer opportunities -1% -7% 13% -19% -8% -5% -6% 0% 0% 9% 6% 0% 7% 18% -2% Top 5 Most Important Women in Engineering: What’s most important when considering a job opportunity?
  7. 7. 8 We can help companies gain more visibility into diversity of Talent Pools 2.4M+ Engineers in Europe 17.3% of this talent pool on LinkedIn is female
  8. 8. Today, we see multiple dimensions of diversity… …showing up in our workplace
  9. 9. By 2025, we aspire to have min 40% women at both leadership and management grades.
  10. 10. Debugging the Myths D&I Lab on Engaging Multiple Generations

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