In February 2012, OIWC conducted a 15-minute online survey with professionals in the Outdoor, Bike and Snow Industries to study perceptions of gender diversity and workplace values.

1. EXECUTIVE SUMMARY:
OIWC
WORKPLACE
STUDY

2. Founded in 1994, the Outdoor Industries
Women’s Coalition is the only national
organization dedicated to workplace
Vision: Respect, Inclusion and Gender diversity and inclusion by expanding
Equality at every level in the workplace
opportunities for women and companies
Mission: Advocacy, Education and in the Outdoor, Snow, and Bike Industries.
Resources for women in the Outdoor,
Bike, and Snow Industries Respondents felt OIWC could have the most immediate
impact on workplace gender diversity by:
In February 2012, the Outdoor Industries
Women’s Coalition conducted a 15-minute online
68%
Championing companies that are excellent
places to work for both genders
survey with professionals in the Outdoor, Bike, and
Snow Industries to study perceptions of gender
diversity and workplace values. The study serves as
the foundation for workplace diversity and inclusion
67%
Highlighting best practices when it comes
to gender diversity retention and advancement
and women’s leadership advancement efforts by the
OIWC and as a benchmarking tool for measuring
OIWC’s impact on gender diversification and
perceptions moving forward. It also serves as an
57%
Helping members navigate opportunities via
professional development and leadership training
educational tool for the industries around the topic
OIWC spent eight months reviewing each response, evaluating
of workplace gender and leadership diversity. narrative feedback, studying other industries, and collaborating
with the leaders in the Outdoor, Bike, and Snow Industries.
Through this rigorous process OIWC has adopted the following
goals that will guide OIWC’s strategic planning though 2016:

3. Industry-wide,
Goal #1 51%
=
Build on our strong of men feel both
foundation of resources, genders have
equal access to
education and networking
to increase women’s
access to opportunities
75%
of men report that
men & women are
training and
advancement
but only
and advancement.
29%
provided equal training
and opportunities for
advancement at their
companies.
of women feel
this way.
=
OIWC programming
However, only will include:
58%
of women thought so.
Network Nights
Education Series
Online Resources
and Webinars

4. According to an These findings
OIA study titled are supported
“Manufacturer Em-
ployee Compensation
by research
Report (2011),” women suggesting
are underrepresented that women
in key decision-making account for
roles within the industry:
only
2%
12.5%
of all OIA
of Fortune 500
Company CEOs
8% of top
company CEOs with
sales over $20 million leadership
are women. positions and
16% of board
directors and
Goal #2 10.5% of OIA company
CEOs with sales
between $5-$20
million are women.
corporate
officers*
Increase women’s
leadership and
OIWC programming
15% of OIA will include:
company CEOs with
participation in sales under $5
million are women.
OIWC Executive Roundtable at
ORSM, SIA, and Interbike (est. 2009)
all levels of the Cross industry, cross company OIWC
Mentoring Program (Pilot 2013)
workplace. Board Advisory and Development
Program (Pilot 2013)
*(Kellerman, Barbara, and Deborah L. Rhode, eds
(2007) Women and Leadership: The State of Play
and Strategies for Change. Jossey-Bass.)

5. Goal #3 29%
of respondents think
that men and women
30% of female
respondents
indicated that
Build a comprehensive are paid equally for they have
equal work in their children (up from
set of industry models, industries – a finding
supported by the U.S. 26% in 2008)
best practices, and Census Bureau estimate
that women who work but 70.8% of
full time earn 77 cents women in the
standards on workplace for every dollar that
men earn U.S. workforce
diversity and inclusion c
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have children*
that provides a firm
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basis for action by c
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c OIWC programming
industry partners and c
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will include:
46%
Ongoing and benchmarking
other stakeholders research regarding Women
in Leadership, Organizational
at all levels. of respondents believe
Change & Effectiveness and
Inclusive Workplace Practices
that having children (2012)
has a negative impact
Advisory Services to provide
on industry-level
industry partners with trusted
opportunity for women
advice and actionable insights
compared to only 12%
to build and sustain workplace
who think having
inclusion/retention (2015)
children negatively impacts
opportunity for men.
*Bureau of Labor Statistics, 2010

6. Goal #4
OIWC programming
will include:
OIWC Keynote Presentations
at ORWM, SIA, and
Strengthen our Interbike (2012)
responsiveness to Champion companies
80%
that implement innovative
organizational approaches
partnership opportunities with proven, measurable results
that address the recruitment,
in the Outdoor, Snow, of respondents report
that a work-life
development, and advancement
of all women (2014)
and Bike Industries and balance has an
important impact
on how they view their
work with our industry job. However, only
58% of respondents
partners toward greater
55%
report that their
employers recognize
workplace gender the value of work-life
balance.
of women respondents
diversity all levels. 82% report that their
employers relate to an
agree their company fosters
a culture of respect between
the genders where as 71% of
activity or cause I am
men respondents share the
passionate about, but
same level of agreement.
only 73% report that
this is important to 60% of women say
them. This is the only their company values
statistic where the the perspectives of both
companies are genders, however
exceeding expectations. 72% of men say the same.

7. OIWC’s 2012
Workplace Study
forms the basis for the
organization’s workplace
diversity and women’s
leadership advancement
initiatives. The full workplace
study report is available to
all OIWC members and
corporate members.
Please contact
Amy Luther: aluther@oiwc.org to
obtain access to the first ever gender
perception workplace study in the
Outdoor, Snow, and Bike Industries.
The 2012 OIWC Workplace Survey would not be possible without
the generosity and expertise of Leisure Trends Group and
True North Marketing. Thank You.