Global hr forum2008-shimyoon-empowering women policy review

Samsung SDSEmpowering WomenPolicy Review

Shim Yoon

Vice President, Incubation Center,

Samsung SDS

1. Women’s Share in Samsung SDS Workforce

2. Difficulties and Ambitions

3. Policies to Empower Women in the Workforce

- 3 -Title : Empowering WomenCopyright © 2008 Samsung SDS Co., Ltd. All rights reserved | Confidential

1. Women’s Share in Workforce

Women’s Share and

Change in Women Employment


Women’s Share in Workforce

20.5%

3.3%

SDS Industry average:

Companies providing professional services (with 1,000+ employees)

1,692(20.5%)

Women

6,545(79.5%)

Men

Total : 8,237 (’08. 10.)

More women work for Samsung SDS and their share is higher than the industry average.

l 96% of women workforce are collage graduates or higher, the largest share in the industry


Change in Women EmploymentWomen account for 20.5% in the total workforce (as of 2008) and the share is showing a continued increase.

Principal

Principal(Deputy)

Senior

Advisory

Engineer

Total

Unit (Full tim

e employee)

‘99 ‘00 ‘01 ‘02 ‘03 ‘04 ‘05 ‘06 ‘07 ‘08


Average SDS Woman An average SDS woman is in her late 20s, single, assigned to an office in the Seoul metropolitan area and an staff level employee.

CharacteristicsCharacteristicsl Share in the workforce: 20.5%

l Collage graduates or higher: 96% (Master: 11%, 189)

l Average Age: 28.8 yrs old (under 30: 61%)

l Average years of continued service: 4.7 yrs

l Portion of Women Managers: 11%

l Workers in IT operation division: 39%

l Office in the Seoul metropolitan area: 89% (56% in Seoul)

l Women’s share among new recruits: 40%

l Married: 32.6% (582)

l Raising children: 21% (379)

l Office Couples: 115 (both SDS)

l On parental leave: 46 (2 males)

academic

ageposition

Marrital status

Office

Office couple

28.8 yrs

115 couplesSeoul vicinary(89%)Seoul(56%)

engineerCollage graduate(96%)Single(67.4%)


2. Difficulties and Ambitions

What makes them suffer

What they want to be


Difficulties

lExcessive workload and unexpected overtime make it difficult for working moms.

lWomen are usually alienated from advanced information loop, shortchanging them.

lFemale leaders are still believed to be inferior to their male counterparts.

Source : Samsung SDS Manager Survey (2008)

Unreasonable work practices make female workers suffer more.

Opportunities lost due to non-work issues

l5.5l4.9l9.3

l17.8 l26.9l13.8l13.1

l8.5

lLack of networkinglWork-life balancelPregnancy/childcarelLack of self-devlopmentlRelationship with bosslUnfair performance reviewlLack of capabilitylOthers


Ambitions - PromotionMore women ask for career path development than simple adjustment and survival.

lAs more women join the ranks of manager & leader, their desire for career development and achievement gets stronger.

Step 1: Desire for survival (Entry level)

Step 2: Desire for settlement(Junior manager group)

Step 3: Desire for growth(Senior manager group)

Growth

Settlement

Adaptation

But programs to support women leaders are weak and insufficientlPrograms have to be developed in accordance with the needs of female

leaders.


Corporate level leadership program is required:lSuggest role models and provide mentoring & leadership development

programs like “women leadership course”.lStrike a delicate balance between support and opportunities that can

challenge them.

Rank Capabilities female leaders desire to acquire

1 Strategic thinking (Macro perspective, business insight)

2 Human network building & management

3 Crisis management, Coaching

4 Business relationship management

5 Corporate cooperation

Source : Samsung SDS Women manager survey (2008)

Ambitions – Career Growth


3. Policies to Empower Women

Retaining and Promotion More employment opportunities & equal opportunity

Work Life Balance support


Policies to Empower Women

3 strategic directions to enable women workforce lRetaining & promotionlMore employment opportunities & equal opportunitylWLB(work-life balance) support

Retaining & PromotionRetaining & Promotion Build women leadership program (Women Leadership Pipe-line)

Leadership Enhancement

WLBSupportWLB

SupportBuild a women-friendly culture

for higher performance

Performance Platform

More Employment Opportunities

& Equal Opportunity

More Employment Opportunities

& Equal Opportunity

Manage Samsung Women Index(SWI)

(Strategic Diversity KPI)Strategic Management


Women Leadership Program

LC (Leadership Core) Course

Help women workforce become leaders through self-recognition within the organization

lTraining program for middle managers in their 2nd – 3rd in their management career to help them develop leadership and management skills

lGive special weight to strengthening leadership capability of senior engineers in their 2nd and 3rd year.

1. Retaining and Promotion

SDS has developed women leadership program to empower women leaders


Women Leaders’ Conference

A forum for female workers to discuss work & private life

lAnnual women workforce conference

lLecture, panel and free discussion sessions are provided to share solutions for personal & professional issues

lSupport women workforce networking

1. Retaining and Promotion


Samsung Women IndexManage Samsung Woman Index as a KPI to measure women workforce deployment status and promote their utilization

Category Index

Employment •Women’s share among new recruits

Enabling

•Managerial position promotion rate

•Women’s share in core training program participation (SLP, MBA, Regional Expert, Global Business Center)

Deployment

•Women’s share in the core talent group

•Women’s share among key position holders

Attrition •Attrition rate

2. More & Equal Opportunities


Women’s Council

Women’s CouncillCorporate level hearing organization to

capture challenges and issues of women employees

lDevelopment of women workforce empowerment programs, problem solving and networking

lComprised of 12 council members delegated from each division (est. in 2001)

2. More & Equal Opportunities


Online community for female workers

lOpened in March, 2002lShare and discuss work related issuesl1,700 registered members, 300/day use logins

Community Menu

lLiving as a career women in KorealMen from Mars, Women from VenuslMom and babylCyber mentoring, Cyber counselinglPeople (Interview with an SDS female

employee)lGarage sale, Happy reading

SDS Women.comOnline community to discuss WLB issues and provide solutions

3. Work-Life Balance Support


Corporate childcare centerslHeadquarters care center (est. Apr. 1997)lThe 2nd HQ care center (est. Sep. 2002) lChildcare center in Suwon SW R&D Center

(est. Mar. 2008)lSeoul Samsung childcare center on the

Taepyeong-ro street

Maternity protectionlNursing room: 1 dedicated nursing room in

all 3 corporate buildings

Maternity Protection Request SystemlAn employee can register her pregnancy on

the information system to receive maternity protection support

Child Care / Maternity ProtectionHelp female workers resolve various issues at work & home in consideration of their life cycle so that they can strike a balance between work & life



Home working program

Flexible Time

Workplace with Children

(Child accompanying program)

Flexible Working

Workplace

Child care

space

Supports various programs to provide a family-friendly work environment



Thank you

Global hr forum2008-shimyoon-empowering women policy review

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