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Gender Diversity Pays off

Here are the main points from the Gender Diversity Pays Off  a presentation from SlideShare – check it out!

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Organisations with Better Financial Performance Have More Women in Leadership Roles

There was no significant difference between the men and women  regarding leadership skills or ability to handle management and business challenges. Yet, women remain underrepresented in higher levels of leadership. One of the few significant differences between the sexes is level of confidence. Men considered themselves more effective as leaders. This self-confidence is reflected in how highly they rate their leadership skills and ability to tackle management and business challenges.

Women, on the other hand, are less likely to; rate themselves as highly effective leaders compared to their peers,  have completed international assignments, lead across geographies or countries and, most significantly, lead geographically dispersed teams – a big opportunity gap!

Missing out in these key developmental opportunities makes a difference: Leaders who have access to these global and more visible leadership experiences are far more likely to be promoted and to advance more quickly in their organizations.

Encouraging gender diversity in your leadership pool means greater diversity of thought, which, in turn, leads to improved problem solving and greater business benefits. Gender diversity has paid off for organizations where 30 to 40 percent of leadership roles are held by women.

The difference between top and bottom financial performers is clearly illustrated. Organizations in the top 20 percent of financial performance counted 37 percent of their leaders as women; among organizations in the bottom 20 percent, only 19 percent of leaders were women. The same trend emerges in the percentage of leaders who were high-potential women: Among organizations in the top 20 percent for financial performance, a statistically significantly higher percent of leaders were high- potential women (28 percent).

What to do? Develop programmes and  implement new practices that allow leaders, especially women, to build knowledge and skills. Development opportunities build confidence. Ensure that formal practices are in place for selecting and transitioning leaders for international and stretch assignments.

Multinational organisations and those with a focus on growth should pay particular attention to diversity and encourage women to take on leadership roles.

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