Women 2020The future of women’s leadership

in retail and consumer goods

An executive briefing for Mondelēz International

Presented Month 00, 2014 Your nameYour titleYour company name

Women are a $20 trillionworldwide market

More spending than the total GDPs of either China, the EU or USA

Sources: HBR; International Monetary Fund, 2012.

Women leaders helpcompanies succeed

Companies with three or more women board members have up to 84% higher returns than companies with none

Source: Catalyst, 2011.

Women leaders thrive in today’s environment

Democratic vs. autocraticCollaborative vs. competitiveLong-range vs. short-termRelationships vs. transactions

Source: Harvard Business Review, 2007.

Women understand Millennials and share their priorities

Recognition that their work mattersFlexible work arrangementsPeople-orientedWant sponsorship and supportMultiple paths to leadership

Source: Millennials in the Workplace, Bentley University 2012.

But the number of women leaders still falls short

Barriers to advancement

1. Institutional bias2. Corporate culture3. Lack of sponsors4. Work/life conflict5. The Motherhood Penalty

The Motherhood Penalty:An added barrier

Less likely to be hiredOffered lower starting salariesLess likely to be promotedPerceived as less committed

Regardless of job commitment or hours worked

Source: Correll, Bernard and Paik, Cornell University, 2007.

The Motherhood Penalty:It starts with hiring

Source: Correll, Bernard and Paik, Cornell University, 2007.

Women Job applications Callback rate “Penalty”

With children 320 3.13% -52.38%

Without children 320 6.56% __

Men are rewarded for being parents, women are not

Men Job applications Callback rate “Reward”

With children 318 5.03% +77.77

Without children 318 2.83% __

Based on response to ficticious job resumes with “Other Activities: PTA” added to half.

Women of color are vastlyunderrepresented

Action agenda

Six recommendations for change

1. Redefine leadership

Organizations need to recognize and reward the leadership style of women.

(It’s not women who need to change.)

Source: “Women 2020,” Network of Executive Women, 2013.

Six recommendations for change

2. Engage men

Stop treating men as problems to be “fixed.”

Start enrolling them as partners in women’s leadership.

Source: “Women 2020,” Network of Executive Women, 2013.

Six recommendations for change

3. Engage senior leaders

Companies making progress on women’sleadership have one thing in common:

Committed and determined senior leaders.

Source: “Women 2020,” Network of Executive Women, 2013.

Six recommendations for change

4. Nurture female talent

Broaden and deepen the experience and exposure of high-potential women.

Encourage sponsorship and stretch assignments.

Source: “Women 2020,” Network of Executive Women, 2013.

Six recommendations for change

5. Achieve critical mass

Advancing women’s leadership requires a critical mass of women in senior roles.

Quotas, no. Action, yes.

Source: “Women 2020,” Network of Executive Women, 2013.

Six recommendations for change

6. Enforce accountability

Set goals.Measure results.Reward or punish.Repeat.

Source: “Women 2020,” Network of Executive Women, 2013.

Discussion

Discussion:Six questions

1. How does our corporate culture support the advancement of women?

2. How does our corporate strategy supportthe advancement of women?

3. What are the biggest challenges we face —what more can we do?

Discussion:Six questions

4. What impact do issues of women’s retention and advancement have on our business and organization?

5. Do we have the right metrics on the retention and advancement of women?

6. Do we link the metrics to compensation?

Commitment

Commitment:Six quick wins

1. Make women’s leadership an agenda item at monthly staff meetings.

2. Have each executive sponsor at least one high-potential woman and meet informally with her once a month (coffee, lunch, client call).

3. Interview a diverse group of candidates for your next open position.

Commitment:Six quick wins

4. Attend and address meetings of company Business Resource Groups.

5. Learn and network at 100 NEW women’s leadership events held each year. visit newonline.org/events

6. Celebrate employees who support NEWand women’s leadership.

Women 2020: Read and sharethe full findings

• Why We Need Women Leaders• Millennials and Women’s Leadership• Women of Color: Two strikes• Breaking through Barriers• The Motherhood Penalty• What Women Can Do• What Your Company Can Do

Download the PDFnewonline.org/women2020

@newnational #women2020

newonline.org