【女性市场报告】2023年女性领导力.docx

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1、IBMinstitutefotCHlEFRlJqinQqqVai”。JWomeninleadershipWhyperceptionoutpacesthepipelineandwhattodoaboutitAboutIBMConsultingIBMConsultingisanewpartnerforthenewrulesofmodernbusiness.Webelieveopenecosystems,opentechnologies,openinnovation,andaninclusiveculturewithadiversesetofvoicesarethekeytocreatingthew

2、ayforwardformodernbusinessandforourworld.Wewanttoworktogether,createtogether,growtogether,andrethinkwhat,spossibletogether.Formoreinformation,pleasevisit:AboutChiefChiefmembershipincludesexecutivecoaching,peergroups,workshops,andtheabilitytoconnectthroughaprivatenetworkof20,000womenexecutivesacrosst

3、housandsoforganizations.WithChief,membershavesecuredraises,promotions,andboardseats,whilepavingthewayforthenextgeneration.ChiefEnterprisehelpscompaniesprogresstheirgenderdiversitycommitmentsbyengaging,developing,andretainingtheirwomenexecutives.Formoreinformation,.ForewordToday,morewomenarebreakingt

4、hroughtothetopoftheleadershipKellyChamblissSeniorVicePresidentandChiefOperatingOfficer,IBMConsultingranks.Thesearehard-wonachievements,buttheyareovershadowedbythefactthatwomenremainacutelyunderrepresentedinthemiddlemanagementtiers,jeopardizingtheprospectsforahealthypipelineoffuturewomenleaders.Kitty

5、ChaneyReedVicePresident,Chief1.eadership,CultureandInclusionOfficer,IBMThisisworrisome,andnotjustforwomen.Whenorganizationscreatesystemsenablingindividualstothrive,theentireorganizationflourishes.Genderequityandinclusionarenetgainsforthebusinessasawhole.Ifsnotjusttherightthingtodo-itsthesmartthingto

6、do.CarolynChildersCo-founderandCEO,ChiefHowever,asourstudyfinds,realchange,andrealbenefits,onlycomewhenorganizationsbuildsystemstoembedandsustainnecessaryCrlGrant-PickensVicePresident,HumanResources,IBMConsulting,GlobalOperations,Platforms,andDeliverybehaviors,accountability,andaction.Andrightnow,ou

7、rresearchsuggeststhesesystemsarebroken.Tofixthem,organizationsneedtobewillingtogobeyondwell-intentionedbutbasicmeasuresthataren,tgoingdeepenough,fastenough.1.indsayKaplanCo-founder,ChiefNowisthetimetodriverealprogressbyreimaginingleadershiptracks,improvingpaytransparency,andsettingrepresentationgoal

8、s.Nickle1.aMoreauxSeniorVicePresidentandChiefHumanResourcesOfficer,IBMNowisthetimetochallengedeeplyentrenchedbiasesandtoaskwomen,specificallyanddirectly,whattheyneedtothriveasleaders.Hopealonewillnotmovetheneedleonwomen,sadvancement,butitSlim1.inSeniorPartnerandVicePresident,Strategy,Transformation,

9、andThought1.eadership,IBMConsultingcaninspiretheboldanddecisiveactionsthatdo.Withthisinmind,weencouragereaderstoholdfasttotheiroptimismevenasthereportrevealsamultitudeofbarriersyettobeovercome.Ifwecancapitalizeonthismoment,wecancreateapathforwomeninleadershipthatisforeverbrighter.1.ulaMohantyManagin

10、gPartner,AsiaPacific,IBMConsultingPaulPapasSeniorVicePresident,IBMConsultingAmericasJoanneWrightSeniorVicePresident,TransformationandOperations,EnterpriseOperationsandServices,IBMFinanceandOperationsGenderequityisnotawomen,sissuefitsanorganizationalone.ExecutivesummaryMorepeoplethaneverbeforebelieve

11、thatwomenhaveanequalopportunitytoattainleadershippositions.Butthosesentimentshaventbeenenoughtodrivesignificantchangesinactualadvancement.Biasesarestillabarrier.Tobreakthemdown,organizationsneedtomaturetheirapproachtogenderparityandcreatestructuresandsystemsthatworkforwomenandmen.Parity“feels“closeb

12、utisgettingfartheraway.In2019,peopleacrossindustriessaiditwouldtake54yearstoachievegenderparityinleadership.Now,theysayitspossiblein10years,perhapsasaresultofthegreateremphasisonwomen-focuseddiversity,equity,andinclusion(DEI)initiatives.Buttheoptimismisbeliedbythefacts,whichshowasignificanthollowing

13、outofwomeninthemiddlemanagementtiers,puttingfutureleadershipattainmentinperil.Atthecurrentrateofchange,genderparityremainsdecadesaway.Themostdestructivestructuralbarriersareinvisible.Unconsciousbiasescontinuetopermeatetheworkplace,withonly41%ofmalemanagersagreeingthattheirorganizationsleadershipbeli

14、evesthatwomenwithchildrenarejustasdedicatedtotheirjobsaswomenwithoutchildren.Theattributesperceivedascriticalforleadershipalsoremaingenderedmenareexpectedtoberesultsoriented,andwomen,peopleoriented.Thecostofdoingnothingisgettingmoreexpensive.Moreorganizationsrecognizethatenablinggenderequityandinclu

15、sionisgoodforbusiness.Infact,organizationsidentifiedasgenderequityleadersreport19%higherrevenuegrowththanothersinoursample.Butoverall,notenoughcompaniesactasiftheircontinuedgrowthmightdependonit.And,withnearlyathirdofwomensayingtheymayleavetheirjobsthisyear,attractingandretainingtopfemaletalentisonl

16、ygoingtogetharder.Addressingtheseissueswillrequireconcertedandsustainedengagementandthatworkneedstostartnow.Ourreportlaysoutfouractions,includingrethinkingtherolesofferedtoleaders.Insteadofslottingrisingtalentintopredefinedboxes,organizationsneedtodesignrolesbasedonthestrategicprioritiesofthebusinessandtheskillsandaspirationsofemer