【女性市场报告】2023年女性领导力.docx

IBMinstitutefot×CHlEFRlJqinQqqVai”。JWomeninleadershipWhyperceptionoutpacesthepipelineandwhattodoaboutitAboutIBMConsultingIBMConsultingisanewpartnerforthenewrulesofmodernbusiness.Webelieveopenecosystems,opentechnologies,openinnovation,andaninclusiveculturewithadiversesetofvoicesarethekeytocreatingthewayforwardformodernbusinessandforourworld.Wewanttoworktogether,createtogether,growtogether,andrethinkwhat,spossibletogether.Formoreinformation,pleasevisit:AboutChiefChiefmembershipincludesexecutivecoaching,peergroups,workshops,andtheabilitytoconnectthroughaprivatenetworkof20,000womenexecutivesacrossthousandsoforganizations.WithChief,membershavesecuredraises,promotions,andboardseats,whilepavingthewayforthenextgeneration.ChiefEnterprisehelpscompaniesprogresstheirgenderdiversitycommitmentsbyengaging,developing,andretainingtheirwomenexecutives.Formoreinformation,.ForewordToday,morewomenarebreakingthroughtothetopoftheleadershipKellyChamblissSeniorVicePresidentandChiefOperatingOfficer,IBMConsultingranks.Thesearehard-wonachievements,buttheyareovershadowedbythefactthatwomenremainacutelyunderrepresentedinthemiddlemanagementtiers,jeopardizingtheprospectsforahealthypipelineoffuturewomenleaders.KittyChaneyReedVicePresident,Chief1.eadership,CultureandInclusionOfficer,IBMThisisworrisome,andnotjustforwomen.Whenorganizationscreatesystemsenablingindividualstothrive,theentireorganizationflourishes.Genderequityandinclusionarenetgainsforthebusinessasawhole.Ifsnotjusttherightthingtodo-it'sthesmartthingtodo.CarolynChildersCo-founderandCEO,ChiefHowever,asourstudyfinds,realchange,andrealbenefits,onlycomewhenorganizationsbuildsystemstoembedandsustainnecessaryCrlGrant-PickensVicePresident,HumanResources,IBMConsulting,GlobalOperations,Platforms,andDeliverybehaviors,accountability,andaction.Andrightnow,ourresearchsuggeststhesesystemsarebroken.Tofixthem,organizationsneedtobewillingtogobeyondwell-intentionedbutbasicmeasuresthataren,tgoingdeepenough,fastenough.1.indsayKaplanCo-founder,ChiefNowisthetimetodriverealprogressbyreimaginingleadershiptracks,improvingpaytransparency,andsettingrepresentationgoals.Nickle1.aMoreauxSeniorVicePresidentandChiefHumanResourcesOfficer,IBMNowisthetimetochallengedeeplyentrenchedbiasesandtoaskwomen,specificallyanddirectly,whattheyneedtothriveasleaders.Hopealonewillnotmovetheneedleonwomen,sadvancement,butitSlim1.inSeniorPartnerandVicePresident,Strategy,Transformation,andThought1.eadership,IBMConsultingcaninspiretheboldanddecisiveactionsthatdo.Withthisinmind,weencouragereaderstoholdfasttotheiroptimismevenasthereportrevealsamultitudeofbarriersyettobeovercome.Ifwecancapitalizeonthismoment,wecancreateapathforwomeninleadershipthatisforeverbrighter.1.ulaMohantyManagingPartner,AsiaPacific,IBMConsultingPaulPapasSeniorVicePresident,IBMConsultingAmericasJoanneWrightSeniorVicePresident,TransformationandOperations,EnterpriseOperationsandServices,IBMFinanceandOperationsGenderequityisnotawomen,sissuefit'sanorganizationalone.ExecutivesummaryMorepeoplethaneverbeforebelievethatwomenhaveanequalopportunitytoattainleadershippositions.Butthosesentimentshaven'tbeenenoughtodrivesignificantchangesinactualadvancement.Biasesarestillabarrier.Tobreakthemdown,organizationsneedtomaturetheirapproachtogenderparityandcreatestructuresandsystemsthatworkforwomenandmen.Parity“feels“closebutisgettingfartheraway.In2019,peopleacrossindustriessaiditwouldtake54yearstoachievegenderparityinleadership.Now,theysayitspossiblein10years,perhapsasaresultofthegreateremphasisonwomen-focuseddiversity,equity,andinclusion(DEI)initiatives.Buttheoptimismisbeliedbythefacts,whichshowasignificanthollowingoutofwomeninthemiddlemanagementtiers,puttingfutureleadershipattainmentinperil.Atthecurrentrateofchange,genderparityremainsdecadesaway.Themostdestructivestructuralbarriersareinvisible.Unconsciousbiasescontinuetopermeatetheworkplace,withonly41%ofmalemanagersagreeingthattheirorganizations'leadershipbelievesthatwomenwithchildrenarejustasdedicatedtotheirjobsaswomenwithoutchildren.Theattributesperceivedascriticalforleadershipalsoremaingenderedmenareexpectedtoberesultsoriented,andwomen,peopleoriented.Thecostofdoingnothingisgettingmoreexpensive.Moreorganizationsrecognizethatenablinggenderequityandinclusionisgoodforbusiness.Infact,organizationsidentifiedasgenderequityleadersreport19%higherrevenuegrowththanothersinoursample.Butoverall,notenoughcompaniesactasiftheircontinuedgrowthmightdependonit.And,withnearlyathirdofwomensayingtheymayleavetheirjobsthisyear,attractingandretainingtopfemaletalentisonlygoingtogetharder.Addressingtheseissueswillrequireconcertedandsustainedengagementandthatworkneedstostartnow.Ourreportlaysoutfouractions,includingrethinkingtherolesofferedtoleaders.Insteadofslottingrisingtalentintopredefinedboxes,organizationsneedtodesignrolesbasedonthestrategicprioritiesofthebusinessandtheskillsandaspirationsofemer