Women in leadership get fact based
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Women in Leadership - Get fact based. Elin Schmidt Vice President Ethics & Social Responsibility Novo Nordisk A/S. Diversity in Novo Nordisk. Our position. Women in Leadership: A European Business Imperative. Personal Profiles, by Gender. Women. Men. 43. Age (in years). 50. 75%.

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Women in leadership get fact based

Women in Leadership - Get fact based

Elin Schmidt

Vice President Ethics & Social Responsibility

Novo Nordisk A/S


Diversity in novo nordisk

Diversity in Novo Nordisk


Women in leadership get fact based

Our position


Women in leadership a european business imperative

Women in Leadership:A European Business Imperative


Personal profiles by gender

Personal Profiles, by Gender

Women

Men

43

Age (in years)

50

75%

41%

Married/living with partner*

95%

73%

Spouse/partner employed full time*

26%

Have children*

63%

90%

55%

Primary wage earner*

96%

*Significant difference at .05


Barriers to women s advancement

Barriers to Women’s Advancement

Barriers to Women’s Advancement in Organisation, by Gender

Women

Men

66%

64%

63%

62%

61%

34%

49%

63%

54%

31%

1. Stereotypes and preconceptions of women’s roles and

abilities

2. Lack of senior or visibly successful female role models

3. Lack of significant general management or line experience

4. Commitment to family or personal reponsibilities

5. Lack of mentoring

(Percent who strongly agree/agree)


Barriers to women s advancement1

Barriers to Women’s Advancement

Barriers to Women’s Advancement in Organisation, by Gender

56%

53%

52%

47%

43%

6. Failure of senior leadership to assume accountability for

women’s advancement

7. Lack of desire to reach senior levels

8. Lack of job assignements which are highly visible to key

decisions-makers

9. Lack of professional or executive developement opportunities

10. Lack of awareness of organisational politics

35%

41%

26%

17%

11%

(Percent who strongly agree/agree)


Barriers to women s advancement2

Barriers to Women’s Advancement

Barriers to Women’s Advancement in Organisation, by Gender

11. Lack of opportunities to work on challenging assignements

12. Displaying a behavioural style that is different then the

organisation’s norm

13. Inhospitable corporate culture

14. Lack of access to people who informally provide critical information about their workplace

15. Women haven’t been in workplace long enough to have

reached senior levels in significant numbers

16. Lack of skill or ability to reach senior levels

17. Sexual harassment by supervisors, colleagues, customers

or clients

22%

12%

20%

11%

36%

11%

1%

43%

36%

36%

29%

25%

14%

10%


Women in leadership get fact based

  • ”We’d be crazy and stupid to ignore 50 percent

  • of the talent available.”

    • - Dutch man executive


Women in leadership get fact based

Gender*

7%

41%

42%

22%

Religion

25%

Socio-economic class

22%

27%

21%

National origin

25%

Sexual orientation

11%

9%

Language

11%

12%

Feelings of Exclusion from Majority

Culture

Based on your…do you feel a part of the majority culture at your work location?

Women

Men

66%

School(s) you attended

*Significant difference at .05


Women in leadership get fact based

”Men still feel more comfortable working with

other men. The men are afraid if they let

women in then they’d have to change.”

-Danish woman executive


Top 5 strategies for advancement

Top 5 Strategies for Advancement

Top 5 Strategies for Advancement in Organisation, bu Gender

Men

Women

Taking initiative

Having recognised expertise

in a specific content area

Having job assignments which

are highly visible to key

decision makers

Consistently exceeding performance expectations

Developing and adhering to own career goals

Taking initiative

Having recognised expertise

in a specific content area

Having job assignments which

are highly visible to key decision makers

Consistently exceeding performance expectations

Developing and adhering to own career goals

94%

78%

76%

75%

73%

91%

81%

81%

73%

68%

(Percent who indicate strategy is very important or important to their own

career advancement)


Perceptions of progress in women s advancement opportunities

Perceptions of Progress in Women’s Advancement Opportunities

Women

Men

11%

Improved greatly

18%

32%

41%

Improved somewhat

47%

31%%

Improved slightly

26%

23%

Not changed

9%

3%

Declined

0


What works in novo nordisk

What works in Novo Nordisk?


Career planning

Career planning?

  • Visible projects

  • Good managers with personal engagement in my person

  • Development plan from the very outset

  • Identified quickly as ’management potential’ and sent on management courses

  • Next step always in development plan

  • Mentors with high position in the organisation

  • ”Active balancing” and persistence

  • Drive

  • Delivering

  • Open & honest


Stakeholder support

Children

Partner

Friends

Elin

Manager

Parents

Colleagues

Stakeholder support

Employees


Get facts on the table

Get facts on the table!


Women in leadership get fact based

  • Build a fact base

  • Demonstrate leadership commitment to change

  • Establish a structure for fostering inclusion and advancing women

  • Build internal support and awareness through education and communication

  • Address work-life balance issues

  • Evaluate performance management systems for objectivity, inclusiveness and effectiveness


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