【重点报告】2023年女性领导力_市场营销策划_重点报告20230303_doc.docx

《【重点报告】2023年女性领导力_市场营销策划_重点报告20230303_doc.docx》由会员分享，可在线阅读，更多相关《【重点报告】2023年女性领导力_市场营销策划_重点报告20230303_doc.docx（40页珍藏版）》请在第一文库网上搜索。

1、IBMInstituteforGH1EFRt1qinpVa1uWomenin1eadership117yperceptionoutpacesthepipe1ineandwhattodoaboutitAboutIBMConsu1tingIBMConsu1tingisanewpartnerforthenewru1esofmodernbusiness.Webe1ieveopenecosystems,opentechno1ogies,openinnovation,andaninc1usivecu1turewithadiversesetofvoicesarethekeytocreatingthewayf

2、orwardformodernbusinessandforourwor1d.Wewanttoworktogether,createtogether,growtogether,andrethinkwhat,spossib1etogether.Formoreinformation,p1easevisit:AboutChiefChiefmembershipinc1udesexecutivecoaching,peergroups,workshops,andtheabi1itytoconnectthroughaprivatenetworkof20,000womenexecutivesacrossthou

3、sandsOforganizations.WithChief,membershavesecuredraises,promotions,andboardseats,whi1epavingthewayforthenextgeneration.ChiefEnterprisehe1pscompaniesprogresstheirgenderdiversitycommitmentsbyengaging,deve1oping,andretainingtheirwomenexecutives.Formoreinformation,.ForewordToday,morewomenarebreakingthro

4、ughtothetopofthe1eadershipKe11yChamb1issSeniorVicePresidentandChiefOperatingOfficer,IBMConsu1tingranks.Thesearehard-wonachievements,buttheyareovershadowedbythefactthatwomenremainacute1yunderrepresentedinthemidd1emanagementtiers,jeopardizingtheprospectsforahea1thypipe1ineoffuturewomen1eaders.KittyCha

5、neyReedVicePresident,Chief1eadership,Cu1tureandInc1usionOfficer,IBMThisisworrisome,andnotjustforwomen.Whenorganizationscreatesystemsenab1ingindividua1stothrive,theentireorganizationf1ourishes.Genderequityandinc1usionarenetgainsforthebusinessasawho1e.Ifsnotjusttherightthingtodoitsthesmartthingtodo.Ca

6、ro1ynChi1dersCo-founderandCEO,ChiefHowever,asourstudyfinds,rea1change,andrea1benefits,on1ycomewhenorganizationsbui1dsystemstoembedandsustainnecessaryCar1oGrant-PickensVicePresident,HumanResources,IBMConsu1ting,G1oba1Operations,P1atforms,andDe1iverybehaviors,accountabi1ity,andaction.Andrightnow,ourre

7、searchsuggeststhesesystemsarebroken.Tofixthem,organizationsneedtobewi11ingtogobeyondwe11-intentionedbutbasicmeasuresthatarenztgoingdeepenough,fastenough.11ndsayKap1anCo-founder,ChiefNowisthetimetodriverea1progressbyreimagining1eadershiptracks,improvingpaytransparency,andsettingrepresentationgoa1s.Ni

8、ck1e1aMoreauxSeniorVicePresidentandChiefHumanResourcesOfficer,IBMNowisthetimetocha11engedeep1yentrenchedbiasesandtoaskwomen,specifica11yanddirect1y,whattheyneedtothriveas1eaders.Hopea1onewi11notmovetheneed1eonwomen,sadvancement,butitS1imUnSeniorPartnerandVicePresident,Strategy,Transformation,andThou

9、ght1eadership,IBMConsu1tingcaninspirethebo1danddecisiveactionsthatdo.Withthisinmind,weencouragereaderstoho1dfasttotheiroptimismevenasthereportrevea1samu1titudeofbarriersyettobeovercome.Ifwecancapita1izeonthismoment,wecancreateapathforwomenin1eadershipthatisforeverbrighter.1u1aMohantyManagingPartner,

10、AsiaPacific,IBMConsu1tingPau1PapasSeniorVicePresident,IBMConsu1tingAmericasJoanneWrightSeniorVicePresident,TransformationandOperations,EnterpriseOperationsandServices,IBMFinanceandOperationsGenderequityisnotawomen/sissue,itsanorganizationa1one.ExecutivesummaryMorepeop1ethaneverbeforebe1ievethatwomen

11、haveanequa1opportunitytoattain1eadershippositions.Butthosesentimentshaven/tbeenenoughtodrivesignificantchangesinactua1advancement.Biasesaresti11abarrier.Tobreakthemdown,organizationsneedtomaturetheirapproachtogenderparityandcreatestructuresandsystemsthatworkforwomenandmen.Parity“fee1s“c1osebutisgett

12、ingfartheraway.In2019,peop1eacrossindustriessaiditwou1dtake54yearstoachievegenderparityin1eadership.Now,theysayit,spossib1ein10years,perhapsasaresu1tofthegreateremphasisonwomen-focuseddiversity,equity,andinc1usion(DEI)initiatives.Buttheoptimismisbe1iedbythefacts,whichshowasignificantho11owingoutofwo

13、meninthemidd1emanagementtiers,puttingfuture1eadershipattainmentinperi1.Atthecurrentrateofchange,genderparityremainsdecadesaway.Themostdestructivestructura1barriersareinvisib1e.Unconsciousbiasescontinuetopermeatetheworkp1ace,withon1y41%ofma1emanagersagreeingthattheirorganizations1eadershipbe1ievestha

14、twomenwithchi1drenarejustasdedicatedtotheirjobsaswomenwithoutchi1dren.Theattributesperceivedascritica1for1eadershipa1soremaingenderedmenareexpectedtoberesu1tsoriented,andwomen,peop1eoriented.Thecostofdoingnothingisgettingmoreexpensive.Moreorganizationsrecognizethatenab1inggenderequityandinc1usionisg

15、oodforbusiness.Infact,organizationsidentifiedasgenderequity1eadersreport19%higherrevenuegrowththanothersinoursamp1e.Butovera11,notenoughcompaniesactasiftheircontinuedgrowthmightdependonit.And,withnear1yathirdofwomensayingtheymay1eavetheirjobsthisyear,attractingandretainingtopfema1eta1entison1ygoingt

16、ogetharder.Addressingtheseissueswi11requireconcertedandsustainedengagementandthatworkneedstostartnow.Ourreport1aysoutfouractions,inc1udingrethinkingthero1esofferedto1eaders.Insteadofs1ottingrisingta1entintopredefinedboxes,organizationsneedtodesignro1esbasedonthestrategicprioritiesofthebusinessandtheski11sandaspirationsofemerging1eader