Gender Equity: W hy I t Matters I ndustry Best Practices for - - PowerPoint PPT Presentation

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Gender Equity: W hy I t Matters I ndustry Best Practices for - - PowerPoint PPT Presentation

Jan 24, 2023 37 likes •247 views

Gender Equity: W hy I t Matters I ndustry Best Practices for Recruiting, Retaining, and Advancing Our W om en Mim i Raygorodetsky Vice President Langan June 2 7 , 2 0 1 8 OUTLI LINE Data & Statistics Benefits of Gender Equity

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SLIDE 1

Gender Equity: W hy I t Matters

I ndustry Best Practices for Recruiting, Retaining, and Advancing Our W om en Mim i Raygorodetsky

Vice President Langan June 2 7 , 2 0 1 8

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SLIDE 2

Technical Excellence Practical Experience Client Responsiveness

OUTLI LINE

  • Data & Statistics
  • Benefits of Gender Equity
  • Industry Challenges
  • Industry Best Practices
  • Discussion & Feedback
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SLIDE 3

Technical Excellence Practical Experience Client Responsiveness

FEMALE C COLLEGE GRA GRADU DUATES

Source: nces.ed.gov/programs/digest/2013menu_tables.asp | Author: Randy Olson (randalolson.com / @randal_olson) | Note: Some majors are missing because the historical data is not available for them

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SLIDE 4

Technical Excellence Practical Experience Client Responsiveness

GE GEND NDER I R IN N THE HE W WORK RKPLACE

Source: CREW (2016). Closing the Gap: Addressing Gender Bias and Other Barriers for Women in Commercial Real Estate [White paper].

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SLIDE 5

Technical Excellence Practical Experience Client Responsiveness

  • Income differences: shrinking but still significant

SALARY RY C COMPARISON

2015 median total annual compensation

MEN: $150,000

WOMEN: $115,000

INCOME GAP =

23.3%

Source: CREW. “2015 Women in Commercial Real Estate Benchmark Study.”

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SLIDE 6

Technical Excellence Practical Experience Client Responsiveness

Bottom Line: Gender Equity Increases a Firm’s Bottom Line

IMPORTANCE O OF GE GEND NDER E R EQU QUITY

  • Improved problem solving through diverse viewpoints
  • Strengthened collaboration and development*
  • Enhance firm reputation
  • Decreased turnover
  • Discover untapped talent pool*

*Source: Women Matter 2013 Report & IT Business Edge article & analysis of DDI study

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SLIDE 7

Technical Excellence Practical Experience Client Responsiveness

  • Aspirational Gap
  • Flexible Mindset
  • Sponsorship
  • Unconscious/Implicit Bias

COMMON O OBSTACLES LES

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SLIDE 8

Technical Excellence Practical Experience Client Responsiveness

ASPIRATIO IONA NAL G GAP

Source: CREW (2016). Closing the Gap: Addressing Gender Bias and Other Barriers for Women in Commercial Real Estate [White paper].

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SLIDE 9

Technical Excellence Practical Experience Client Responsiveness

ASPIRATIO IONA NAL G GAP

Source: CREW (2016). Closing the Gap: Addressing Gender Bias and Other Barriers for Women in Commercial Real Estate [White paper].

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SLIDE 10

Technical Excellence Practical Experience Client Responsiveness

FLEXI EXIBLE M LE MINDS DSET ET

Source: CREW. “2015 Women in Commercial Real Estate Benchmark Study.”

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SLIDE 11

Technical Excellence Practical Experience Client Responsiveness

FLEXI EXIBLE M LE MINDS DSET ET

  • Flexible Mindset
  • “Corporate Lattice” vs “Corporate Ladder”
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SLIDE 12

Technical Excellence Practical Experience Client Responsiveness

SPONSORSHI HIP

  • Identify future leaders
  • Invest your time

– Help develop skills – Provide opportunities – Advocate for them – Teach them confidence and to self-advocate

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SLIDE 13

Technical Excellence Practical Experience Client Responsiveness

UN UNCONSCIOUS US B BIAS IAS

  • Recognize bias:

– Implicit Bias Test: https://implicit.harvard.edu – Corporate Sensitivity Training: Catalyst

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SLIDE 14

Technical Excellence Practical Experience Client Responsiveness

CLO CLOSING T THE A HE ASPI PIRATIONAL GAP

  • Promote workplace flexibility
  • Showcase successful women
  • Nurture the pipeline
  • Recognize bias
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SLIDE 15

Technical Excellence Practical Experience Client Responsiveness

INDU NDUSTRY RY BEST ST P PRA RACTICES: RE RECRUITING

  • Make female participation a requirement in recruiting
  • Interview at least two female job candidates for every
  • pen position*

*Source: Heermann, Tammy. Elevating Women in Leadership. Lee Hecht Harrison. Page 19.

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SLIDE 16

Technical Excellence Practical Experience Client Responsiveness

INDU NDUSTRY RY BEST ST P PRA RACTICES: RE RECRUITING

  • Foster (non-traditional) female pipelines
  • Utilize gender-blind hiring practices
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SLIDE 17

Technical Excellence Practical Experience Client Responsiveness

INDU NDUSTRY RY BEST ST P PRA RACTICES: RE RETAINING

  • Create and sponsor female resource groups
  • Showcase women leaders
  • Implement pulse checks
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SLIDE 18

Technical Excellence Practical Experience Client Responsiveness

INDU NDUSTRY RY BEST ST P PRA RACTICES: RE RETAINING

  • Offer paid family leave
  • Provide re-entry program after paid leave
  • Be flexible!
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SLIDE 19

Technical Excellence Practical Experience Client Responsiveness

INDU NDUSTRY RY BEST ST P PRA RACTICES: A ADV DVANC NCING

  • Make smart mentorship and sponsorship pairings
  • Institute implicit bias training
  • Perform periodic pay equity tests
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SLIDE 20

Technical Excellence Practical Experience Client Responsiveness

INDU NDUSTRY RY BEST ST P PRA RACTICES: A ADV DVANC NCING

  • Evaluate a female candidate alongside every male

promotion candidate

  • Establish measurable inclusion goals at the corporate

level and keep them top of mind

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SLIDE 21

Technical Excellence Practical Experience Client Responsiveness

FEEDBACK QU K QUEST STIONS

  • Open Discussion

– What does your firm do well now? – What can your firm do differently?

  • Individual Reflection

– Who are your superstars? – Are you an advocate and sponsor? – Have you taken an Implicit Bias Test?