2. Women leaders speak out!
Isabella Lenarduzzi

3. What is JUMP?

4. • JUMP offers women practical tools to help them
realise their professional and personal aspirations
• JUMP supports companies and organisations that
wish to promote better gender diversity within their
management
www.jump.eu.com

5. The gender Diversity Ecosystem by McKinsey
and the correspondent JUMP initiatives

6. Women leaders speak out!
Isabella Lenarduzzi

7. In search of a gender bilingual company
• Survey 2012:
• Previous surveys: 2003 + 2005
• eve-olution (UK) and JUMP (BE)
• Target:
• 400 women in decision-making roles in Europe
• Background
• Executive ranks still dominated by men (McKinsey “Women Matter” 2012)
• Shift in perspective!
• Gender bilingual* = men and women as equal but different
*A.Wittenberg-Cox, A.Maitland in Why Women Mean Business

8. Main questions
1. Women’s skills and work styles
2. Working relationships with male and female colleagues
3. Flexible working and career development
4. Corporate attitude towards women
5. Career progression and retention initiatives training and coaching

9. Key findings
• 95%: Not
recognised/promoted on
an equal basis to men
• 75%: Not enough value on • 85%: Role model is
communication/team important for
building/relationships career success
• 74%: Not enough • 73%: Men are
time/money in training uncomfortable
around influential
men and women to work
women
together

10. Key conclusions
• Senior women recognise gender differences as a
practical reality
• But corporate environment does not recognise women
strengths and skills as different but equally valuable
• Gender differences = fundamental component of all the
diversity issues
• “Cultured” organisation = concept of “diversity
awareness training”
• Optimal performance = deep understanding of
masculine and feminine leadership in terms of skills,
traits and abilities

11. Panel profile
Women leaders speak out!

12. Panel profile
Age Organisation size
53%
Report to a male
or a female? 22%
10%
Male Female Both

13. Panel profile
How many people are you responsible for?

14. Panel profile

15. Panel profile
How long do you think it will take you to get to this level?

16. Key Findings
Women leaders speak out!

17. Women’s skills and work styles
• 95%: As leaders, women bring different
but complementary skills
• 71%: Companies do not place a high
enough value on women skills
• 60%: Corporate training/development
do not take into account women’s
learning preferences and styles

18. Corporate attitude towards women
• 72%: Men’s opinions are respected more
than women’s for key decisions
• 69%: Women are still not recognised and
promoted on an equal basis skills
Some companies recognise the value of having
women in senior positions, but not all of them take
active measures to change the status quo.

19. Women/Men working relationships
• 74%: Not enough time/money • 55%: Not comfortable
is invested in training and during corporate
coaching women and men on entertainment and
how to work with each other business working
events
• 73%: Men are uncomfortable
around influential women
In the workplace, a lot
• 62%: Men are more of women are afraid
comfortable working with to talk about gender
other men than with women issues with colleagues,
even if they are
women.

20. Female role models
• 85%: Having female role
models is important for
women to succeed in the
workplace
I agree with the statement that female
role models should not act like men in
the workplace. I would like female role
models to be themselves and consider
their differences as being a rich asset,
and feel proud about that.

21. Female leadership
• 90%: Companies benefit when But only 47% find that
they have women in senior companies recognise it!
positions
• 92% of the surveyed women Women should be
believe in their abilities to encouraged to design
their workplace and
lead
take leadership in
expressing their needs
and career ambitions,
• 90% are more likely to stay in not adapt to pre-
an organisation whose values existing conditions to
are in line with their own become managers.

22. Work/life balance and career development
• 41%: Family obligations are a barrier to career advancement
• 66%: Flexible working and job share options are obstacles too
• 90%: Flexible hours and/or childcare arrangements encourage women to
remain in or return to the workplace.
• Only 58% benefit from them within their company
Once everyone starts looking at flexible
working and job share options as a non-
gender specific solution and it becomes
acceptable/expected for men and women
to take advantage of these options, there
will be much less concern about the impact
on career advancement.

23. Motivating factors
Motivating interventions

24. Motivating factors
• 88%: Recognition, respect • 64%: Learning and
and team-spirit development
• 72%: Being valued and • 61%: Freedom to be
listened to comfortable and natural
• 66%: Being able to make a • 51%: Opportunities for
difference advancement

25. Initiatives to develop

26. Initiatives to develop
• 51%: Companies must still make
proactive changes to encourage
women to make a contribution
• 69%: Leaders and decision
makers don’t fully understand the
real value of gender diversity in
business

27. What has changed?
Women leaders speak out!

28. What has changed in 10 years?

29. What has changed in 10 years?

30. THANK YOU FOR YOUR ATTENTION
Visit our webiste www.jump.eu.com
and download for free the complete Women speak out! report

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