Washington Aerospace Partnership Aerospace Competitiveness Study
201420-first.com/...2014-Scorecard_Focus-on-Aerospace-and-Defense.pdf · In our sample of the Top...
3
Every year, the 20-first Global Gender Balance Scorecard looks at a single measure of progress: the gender balance of the Executive Committee of the TOP 100 companies in three key regions of the globe (see www.genderbalancescorecard.com for global statistics). This companion survey focuses in on the gender balance of 10 top Aerospace and Defense companies. Whereas much attention has been paid to the gender balance of Boards, we argue that the Executive Committee is a much better indicator of corporate progress in managing and developing talent in a truly meritocratic and gender “bilingual” way. Today, more and more companies are waking up to the 21st century reality, where most of the educated talent in the world and a majority of the consumer market is female. Many have begun to make gender balance in leadership a strategic priority. Let’s take a look at what the top Aerospace and Defense companies have achieved to date. THE CORE METRIC 20-first © 2014 | www.20-first.com Info: [email protected] In our sample of the Top 10 companies in Aerospace and Defense, there are a total of 113 Executive Committee members. We define the Executive Committee as the group of executives who report directly to the CEO. 86% of these Executive Committee members are men (97) while only 14% are women (16). Of these 16 women, most of them (11, or 69%) are in staff or support roles. Only 5 women (or 31%) are in line or operational roles. Two notable companies, General Dynamics and Lockheed Martin, have female CEOs Another notable company is Northrop Grumman, which is balanced with 43% women on its Executive Committee. Lockheed Martin can also be noted for achieving critical mass with 25% of women on its Executive Committee. 30% of companies however do not have a single woman on their Executive Committee. GLOBAL GENDER BALANCE SCORECARD Focus on Aerospace and Defense DECEMBER 2014 2014 KEY FINDINGS Executive Committee = line = staff 97 5 11 * Staff or support roles include Communications, HR, Legal, IT, Strategy, Public Policy, etc. Line or operational roles include CEO, CFO, Country Head, Business Unit Head, etc. THE SIX PHASES OF THE GENDER JOURNEY The Top 10 companies on the following page are segmented into one of the following six phases: Asleep. Exclusively male team. 100% M / 0% F Token. One (or two) women in staff or support function. < 15% F Starting Smart. One (or two) women in central core or operational role. <15% F Progressing. M/F ratio between 85 % M / 15% F and 76% M / 24% F. Critical Mass. M/F ratio of at least 75% M / 25% F. Balanced. Minimum of 40% of either gender. The data for this survey is based on publically available information provided by the Top 20 companies on their websites as of November 2014. The list of companies was drawn from the Fortune 500 Global rankings published in July 2013. 170 companies, 1,874 top executives: of which 1,596 are men, 216 women. Our 2014 Industry Sector Gender Balance Scorecards, which analyse the Executive Committees of the top global companies of 10 industry sectors, tell it as it is. Which in all but one dimension is much as last year. As with 2013, just 12% of top companies’ top teams are female, and just 5% of CEOs. The Retail sector hits top spot in 2014, with 18% women on their Executive Committees, while Consumer Goods and Pharmaceuticals follow with 15%. Automotive and Energy continue their flat tyre, empty tank practices with just 7% and 8% respectively. Interestingly 6 of the 8 female CEOs in our study work in engineering and technology-related sectors – two in Aerospace and Defense, three in Hi-Tech and one in Automotive. The dimension of change in our data is a significant increase in women in line or operational roles – up from 77 (36%) in 2013 to 102 (44%) by the end of 2014. We look forward to seeing if this is a trend or a chance result. Focusing on Aerospace and Defense, Northrop Grumman continues to shine as one of the very few companies in our sector surveys to have achieved ‘balanced’ status (43%). Women continue to lead General Dynamics and Lockheed Martin, but few other companies in this sector have much to feel good about. Overall there are fewer top women (14%) in this sector than last year (17%) and fewer in line or operational roles. A step backwards. Avivah Wittenberg-Cox AEROSPACE STALLING? Alastair Fyfe
Transcript of 201420-first.com/...2014-Scorecard_Focus-on-Aerospace-and-Defense.pdf · In our sample of the Top...
Every year, the 20-first Global Gender Balance Scorecard looks at a single measure ofprogress: the gender balance of the Executive Committee of the TOP 100 companies inthree key regions of the globe (see www.genderbalancescorecard.com for globalstatistics). This companion survey focuses in on the gender balance of 10 topAerospace and Defense companies.
Whereas much attention has been paid to the gender balance of Boards, we argue thatthe Executive Committee is a much better indicator of corporate progress in managingand developing talent in a truly meritocratic and gender “bilingual” way.
Today, more and more companies are waking up to the 21st century reality, where mostof the educated talent in the world and a majority of the consumer market is female.Many have begun to make gender balance in leadership a strategic priority. Let’s take alook at what the top Aerospace and Defense companies have achieved to date.
THE CORE METRIC
20-first © 2014 | www.20-first.com
Info: [email protected]
In our sample of the Top 10 companies in Aerospace and Defense, there are a total of 113 Executive Committee members. We define the Executive Committee as the group of executives who report directly to the CEO.
86% of these Executive Committee members are men (97) while only 14% are women (16).
Of these 16 women, most of them (11, or 69%) are in staff or support roles. Only 5 women (or 31%) are in line or operational roles.
Two notable companies, General Dynamics and Lockheed Martin, have female CEOs
Another notable company is Northrop Grumman, which is balanced with 43% women on its Executive Committee. Lockheed Martin can also be noted for achieving critical mass with 25% of women on its Executive Committee. 30% of companies however do not have a single woman on their Executive Committee.
GLOBAL GENDER BALANCE SCORECARDFocus on Aerospace and Defense
DECEMBER 2014
2014
KEY FINDINGS Executive Committee
= line = staff
97 5 11
* Staff or support roles include Communications, HR, Legal, IT, Strategy, Public Policy, etc.
Line or operational roles include CEO, CFO, Country Head, Business Unit Head, etc.
THE SIX PHASES OF THE GENDER JOURNEYThe Top 10 companies on the following page are segmented into one of the followingsix phases:
Asleep. Exclusively male team. 100% M / 0% F
Token. One (or two) women in staff or support function. < 15% F
Starting Smart. One (or two) women in central core or operational role. <15% F
Progressing. M/F ratio between 85 % M / 15% F and 76% M / 24% F.
Critical Mass. M/F ratio of at least 75% M / 25% F.
Balanced. Minimum of 40% of either gender.
The data for this survey is based on publically available information provided by the Top20 companies on their websites as of November 2014. The list of companies was drawnfrom the Fortune 500 Global rankings published in July 2013.
170 companies,1,874 top executives:of which 1,596 aremen, 216 women.Our 2014 IndustrySector Gender BalanceScorecards, whichanalyse the ExecutiveCommittees of the topglobal companies of10 industry sectors,
tell it as it is. Which in all but onedimension is much as last year.
As with 2013, just 12% of top companies’top teams are female, and just 5% ofCEOs. The Retail sector hits top spot in2014, with 18% women on their ExecutiveCommittees, while Consumer Goods andPharmaceuticals follow with 15%.Automotive and Energy continue their flattyre, empty tank practices with just 7%and 8% respectively. Interestingly 6 of the8 female CEOs in our study work inengineering and technology-relatedsectors – two in Aerospace and Defense,three in Hi-Tech and one in Automotive.
The dimension of change in our data is asignificant increase in women in line oroperational roles – up from 77 (36%) in2013 to 102 (44%) by the end of 2014.We look forward to seeing if this is atrend or a chance result.
Focusing on Aerospace and Defense,Northrop Grumman continues to shine asone of the very few companies in oursector surveys to have achieved‘balanced’ status (43%). Women continueto lead General Dynamics and LockheedMartin, but few other companies in thissector have much to feel good about.Overall there are fewer top women (14%)in this sector than last year (17%) andfewer in line or operational roles. A stepbackwards.
AvivahWittenberg-Cox
AEROSPACE STALLING?
Alas
tair
Fyfe
20-first © 2014 | www.20-first.com
Info: [email protected]
20-first’s Gender Balance Scorecard: Focus on Aerospace and Defense
111
Executive CommitteeBoeingW. James McNerney, Jr.
Token
= line = staff
09
Executive CommitteeChina NorthIndustries GroupWen Gang
Asleep
= line = staff
18
Executive CommitteeGeneral DynamicsPhebe N. Novakovic
Starting Smart
= line = staff
211
Executive CommitteeHoneywellInternationalDavid M. Cote
Progressing
= line = staff
26
Executive CommitteeLockheed MartinMarillyn A. Hewson
Critical Mass
= line = staff
68
Executive CommitteeNorthrop GrummanWes Bush
Balanced
= line = staff
212
Executive CommitteeUnited TechnologiesGregory J. Hayes
Token
= line = staff
* Staff or support roles include Communications, HR, Legal, IT, Strategy, Public Policy, etc.
Line or operational roles include CEO, CFO, Country Head, Business Unit Head, etc.
29
Executive CommitteeBAE SystemsIan King
Progressing
= line = staff
010
Executive CommitteeAviation Industry Corp. of ChinaTan Ruisong
Asleep
= line = staff
013
Executive CommitteeAirbusThomas Enders
Asleep
= line = staff
Note: China South Industries Group was excluded as information wasnot publicly available
www.20-first.com20-first © 2014
• The business Imperative:We help companies to unlock 21st century Market and Talent opportunities
• Focus on leaders, not onwomen: We equip leaders witha strategic understanding andmanagement competenciesto work across genders
• Global perspectives:We are experienced working with global companies across all regions and cultures ofthe world
20-first is one of the world’sleading global consultanciesfocused on gender balance as a business and economicopportunity.
We work with many of the bestknown global companies that seekto move from 20th centurymindsets, management styles andmarketing approaches into moreprogressive 21st century forms –and to stay first at the game.
Hence our name. It underlies ourpurpose, and those of the clientswe serve.
For more information, please contact [email protected]
Who we are
Wake UpEngage leadersand managers
Start SmartLaunch an
initiative with the right people
and the rightpositioning
1
2
Align LeadersGet buy-in on
why balance is a business
opportunity andhow to scale it
BuildManagement
SkillsEquip managers
with skillsneeded to
manage acrossgenders
Sustain theChange
Keep up themomentum, track
progress andreward success
3
45
What makes us different
And just published by Harvard Business Review,the new e-book: Seven Stepsto Leading Gender-BalancedBusinesses 7S E V E N S T E P S T O L E A D I N G A
G E N D E R - B A L A N C E D B U S I N E S S
A V I V A H W I T T E N B E R G - C O X
Business Case Implementation Leadership
