Women in ICT Leadership - Are We Nearly There?
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Transcript of Women in ICT Leadership - Are We Nearly There?
WOMEN IN ICT- ARE WE NEARLY THERE?
(A SURVEY FROM EPIT)
Ms. Renu RajaniVice PresidentCapgemini India
Ms. Chandana UnnithanFaculty, Info & Bus AnalyticsDeakin Univ, Australia
CORE TEAM
Ms. Arathi GunduraoQuality – Lead Catalyst, Ricoh Innovations P Ltd
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 2
EXECUTIVE SUMMARY
The Survey unfolds the following Themes
This survey titled ‘Equal Professionals in IT’ tried to focus on those areas, which is a global cause of concern and are the ‘vital parameters’ that need to be addressed, to see women folk advance as professionals.
Women have long proved their capabilities to be ‘Equal’ at profession, But the amount of struggle, challenges and work attitude they face in the professional world is far from ‘Equal’.
This survey has also addressed for the first time unlike other surveys, the perception and capturing the ‘Voice of men professionals’ and shares, their perspectives. This makes this survey ‘Unique’ as it’s focus is not just a ‘Women oriented survey’, but a ‘Equal Professional survey’ that surfaces challenges even Men face
The Motivation to pursue career has been the ‘Same’ for both men and women professionals, ‘Financial Commitments’ to the Family is one of the Least reasons why they are working.
Most men and women have not taken a break in their careers, where ever they have taken , the reasons for taking a break have been very different.
Women cite Family oriented reasons while men cite Career Progression oriented reasons for the ‘Career Break’.
A’ Change in Job’ for men have been better professional/financial opportunities, while it has been ‘Commute distance, closer to home, cultural & family oriented reasons’.
Men receive ‘tremendous support’ in all areas of support required to be a successful professional than women.
Men have a more positive outlook towards the leadership capabilities of women professionals than women themselves, citing women have a self inhibiting tendency to limit themselves from progressing to higher leadership positions.
Both men and women agree on the ‘Critical Qualities needed to be a successful leader and to progress to higher leadership positions, sees no difference coming from gender related parameters.
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 3
THE SURVEY OBJECTIVE
It’s about, ‘Equal Professionalism’ Enablers and Inhibitors in Different Countries
To explore gender perspectives on ‘Enablers’ and ‘Inhibitors’ for women rising
into leadership positions and perception gaps.
Participation (Current): reflect major proportion from India or of Indian origin.
The Survey Link: https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/viewform
Perceptions Discovered:
What inhibits women from taking leadership positions?
What motivates them?
What do Male professionals think about women leadership?
What are the expectations from women?
Are the perceptions of women and men converging at some point?
What are the perception gaps and its implications?
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 4
RESPONDENTS (CURRENT)
2%4%
7%
9%
11%
13%
16%
18%
20%
Professional Careers
OwnerTop ManagementSenior LeaderMiddle MgtOperations RoleJunior ManagementEntry/Mid Level TechnicalEntry/Mid Level SupportOther
Total=159 Female=66 Male = 93
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 5
YEARS OF EXPERIENCE
3-8 Years8%
8-15 Years24%
15+ Years69%
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 6
COUNTRY OF RESIDENCE
India 62%
Others38%
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 7
CROSS TABULATIONS
For India and Other Countries For Female Vs. Male Financial commitment towards family is the main
influencer for men taking up careers, India and Other countries.
Financial commitment is not a major factor in case of women in general and particularly, in case of women in other countries outside of India.
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 8
For both men & women, ‘Personal aspiration’ and ‘Financial Independence’ Scores highest
Financial commitments for the family is not the only reason, they work for
Family/Culture background is most irrelevant to pursue career
MOTIVATIONS TO PURSUE CAREER
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 9
Personal Aspirations Financial Independence
MOTIVATIONS TO PURSUE CAREER
Opportunity to create new ideas and
products that touch lives of many people
excites me…
Aspiration towards leadership and belief
in my self are my motivations..
Belief to be able to make a difference in
the industry, motivates me..
It is important to have an identity of my
own
I want to make a difference to this world
Needed Self Satisfaction through
achievements.
Commitment gives certain kind of
meaning to my life.
It makes me feel I am valuable.
Doing more than just manage your family
Financial independence is extremely
important and brings a sense of ‘self
worth’
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 10
CROSS TABULATIONS – TOP INFLUENCES
80 % of the sample indicate that Personal aspirations and Self Motivation are major factors that influence career. Around 77% of male and 92% female respondents from India
have considered this as major factor In other countries approximately 81% of male respondents
and 67% for female respondents consider it as a significant factor .
Financial independence is considered a major factor that influence career for 66 % Indian men and 54% of men outside of India For 72% Indian women and 60% of women outside India.
Inspiration and Encouragement from family: 80 % of the Indian men and women consider this a big
influence. 70% of male and female respondents in other countries
consider this factor as significant.
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 11
Men are lot more better enabled than Women on career opportunities
CAREER ENABLEMENT
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 12
CAREER ENABLEMENT – GENDER SPEAK
Company sponsorships to study further
Support systems – spouse, family, society
Training programs to build new skills and enhance career choices
Legal implications on discrimination promoted by feminists.
Being given new challenges with trust
Having a strong mentor and visionary leaders
Work independence
Time provisioning for training (taking time off)
Women Men
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 13
CAREER ENABLEMENT – VOICES
My former company offered extensive training programs to selected staff to build new skills and enhance our career choices.
I worked for 13 years for consulting firms, which gave me broad and deep experience and skills development in a variety of roles and in many business domains.
I feel that legal changes promoted by feminists in the 1970s and 1980s (equal pay for work of equal value, making it illegal to reject a job applicant due to gender, etc.) enabled our careers
For a mother to have a career, she must have a support system around her, that may include spouse with an easier and flexible job, support from extended family, no other family obligations, a very flexible work schedule or support from immediate manager or the organization..
Trust that people show in you (You can do it or achieve it) will make very big difference (Recognition).
When I got assigned a mentor who was a very acknowledged and a visionary leader gave me a tectonic shift to my thinking and belief in the ability to draw on opportunity.
support from organization after a health issue, support in being open ..I came back to work with l
ower vision, but got a higher grade.
Women Men
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 14
Women mostly changed for ‘Closer to home’, ‘Flexible hours’ and ‘Better work from
home’ options
Double the percentage of men changed jobs with Reference from mentors.
Do Women have something to learn?
WHAT INFLUENCED A JOB CHANGE
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 15
TOP FACTORS FOR JOB CHANGE
Family moved to another place
Gender issues and open discrimination
Better career opportunities and
independence
Work and Family balance
Stagnation and saturation of learning in
a job
Flexibility and telecommuting ability
Better role in directing a company that
impacts the society positively
Wanted to become an entrepreneur
Relocation (geography)
Women Men
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 16
JOB CHANGE – GENDER VOICES
I had to leave a toxic environment where I was not able to act to my full capacity and avoid gender issues in workplace including open discrimination (it does exist?).
The work environment was very male focused and even though we had equivalent seniority, others would ask my husband if I was available for a meeting or work – bizarre (reflection on society?).
With kids going to school, their varying schedules, after-school activities, Mom must have a flexible job and as close to home as possible. Other parameters are secondary. The bottom line is kids need at least one or both parents(A gender bias?)
I have taken a break from a corporate career to experience entrepreneurship at least for some time and lead a life of a Consultant. This is for my own satisfaction and gaining a different kind of experience (Independence?).
If a Job adds to a new dimension then it is a plus (Job Satisfaction?)
Women Men
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 17
THOSE WHO TOOK A CAREER BREAK
19-50% women cite having taken a break in career as against 6-19% men
having done so. Women and Men both cite “No Regrets”, Men cite difficulty
in finding equivalent role post the career break.
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 18
TOP FACTORS FOR CAREER BREAK
Having a child, looking after children as per expectations of family and society
For better work-life balance
Male domination at work and resultant role stagnancy
Spouse travelling for work and had to accompany him
Health issues – stress at workplace
Being laid off work due to industry sector problems (Financial Crisis)
Not finding a satisfying role in a long career
Better work-life balance for health reasons
Choosing retirement
Wanted to try entrepreneurship instead of working for an organization
Women Men
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 19
Men and Women agree there is little sponsorship from organizations
Women state they lack having mentors, and support to return back to work
CAREER INHIBITORS
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 20
SUPPORT VS LACK OF ITWomen have received ‘Least Support’ in the areas of Mentoring – 35% Organization support – 40%
20
More men (compared to women) cite opportunities to network outside their immediate role internally/Externally
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 21
CAREER INHIBITORS
Male focused work environments
Gender bias in workplaces
Perception that women are difficult to work with
Work life balance and flexibility
Financial commitments and job security inhibits from risk taking ability
Curbing of working independence
Lack of strong mentoring and personal jealousy of managers
Micro management of seniors
Women Men
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 22
CAREER INHIBITORS, STORIES
Female manager at my first company could not see me advance (Are women themselves the major inhibitor? Is the gender bias promoted by women?)
Male-focused work environment was the major inhibitor…there is still gender bias.
There is entrenched beliefs that women are 'difficult' to work with…
My supervisor has said the reason why men get paid more is because they have to take care of family.
Lack of encouragement from immediate management. Females are encouraged to stay in support roles. Decades of culturally supported sexism
Financial commitments, and job security, in an volatile IT market, inhibits you sometimes from taking risks to your career.
Lack of quality mentoring is an inhibitor
Being perceived as a threat by seniors, personal jealousies and resultant micro-management
Moving up the ladder curbs work independence (time is no longer your own)
Women Men
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 23
Women perceive themselves as not so capable as men for leadership positions, while Men accept women capabilities for leadership position
FACTORS AFFECTING ACCEPTABILITY OF WOMEN LEADERS
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 24
LIMITATIONS TO CONSIDER WOMENIN LEADERSHIPMale Voices
I have worked with most wonderful women in my life ..as either my managers,
colleagues and peers. Many of them have been very inspiring and encouraging as well.
However, this breed, was very less, …many of them abuse good women policies.
until, a women treats a Man as a colleague and another employee, then looking as a
gender, its difficult for some to take her as a lead.
I always felt that major inhibiting factors are Family social pressure, and lack of
inspiration / self confidence to reach at top. I had lead more than 10 women
employees…only two people had a vision for their future, what roles to handle and
enthusiasm to work for it.
Even though we have lot of women enabling programs for career progression. I don't
see any seriousness for considering them except if the person holds personal interest.
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 25
I was unable to find strong desire and ambition in women to move ahead of career and
take challenges Primarily it is ability to manage career and home effectively - there aren't
enough enablers to manage this.
In aggressive situations the women leaders have excelled by having a balanced view, the
dexterity in decision based on speed, risk taking and in high competitive landscapes
women leaders have strangely been seen as devoid of any emotional considerations
while the male leaders without displaying emotion have balanced emotional impact to the
larger ecosystem.
It may be quoted that women as leaders would be weak etc. I think the converse is the
reason. Women in leadership positions suddenly don a very different and sometimes
scary proportions of ruthless unpredictable tactics which unsettles the predictable male
thinking. Unpredictability in behavioral pattern as well as arrogance/rudeness which
comes in with power.
LIMITATIONS TO CONSIDER WOMENIN LEADERSHIPMale Voices
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 26
Most women have family as first preference which impacts working hours. Staying alone
(away from family in a different country) for a longer period at any project site or on
project work is extremely difficult.
There is a presumption that women are not ready to stretch themselves to raise up to
demanding challenges.
There is a tendency to think that personal family commitments may come in the way of
dedicated work hours and overtime if required. this is not my perception, but what I see in
my experience at work.
Most men rely on male counterparts for completing jobs– they have been doing the work
all the time…this is NA in the present ..with both genders in the workplaces. But,
expectations of society and family on women who work are different from men who work.
LIMITATIONS TO CONSIDER WOMENIN LEADERSHIPMale Voices
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 27
Once family pressures them to marry then don't know whether will continue or
not….Woman's priority changes after marriage - much more than a man's. Her ability
to multi-task, is huge, but family, home and husband take up the same. Where women
flourish, is when given the right backing at home.
Other then very few, many women I met in my career want to fill the work hours. they
do not have a vision. they only want to use the work as an "escapism tool" from family.
... they never want to go out of the box or stay longer to fix really important work
related problems.
Most Women I have worked for/with are a lot more focused on the job at hand than
men are and operational/implementing strategy efficiency is far higher. However the
seriousness that a woman brings to the job at hand sometimes blocks
creativity/strategizing, esp. if it an entirely new idea that has never been thought of
earlier.
LIMITATIONS TO CONSIDER WOMENIN LEADERSHIPMale Voices
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 28
You might say I am a male chauvinist but in my opinion, females in the entire animal
kingdom are home makers. They are the best in that. Don't take me wrong; that home
could even be a company they work for. Having said that, in my opinion, women should
be considered for roles that are critical in implementation and not decision making.
At home "Mom is the minister" but outside "Dad is the supreme power" and that's the
recipe for a balanced and happy family. Work place is no different, at every level there
are Dads, Moms and children. Can you imagine a home run by two Moms or two Dads?
We need women at every level. But the deficiency is in understanding "supremacy" and
that is where women drop the ball. They forget to be the "Mom" they are at home, which
is stopping them from being who they could be
No reason's in my mind why women can't be treated equally and achieve the same level
of professional status, although I do agree that not all work places/individuals see it this
way.
LIMITATIONS TO CONSIDER WOMENIN LEADERSHIPMale Voices
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 29
CRITICAL QUALITIES FOR SUCCESSFUL WOMEN LEADERS
Men and Women are almost in alignment on the Critical Qualities needed for women to
take on leadership positions
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 30
HOW FAR ARE WOMEN FROM WHERE THEY BELIEVE THEY NEED TO BE
Women perceive themselves as not so capable as men for leadership positions, while Men
accept women capabilities for leadership position
Decision Making
Risk-Taking
Professionalism
Stakeholder Management
Creativity & InnovationPersonal Branding
Courage & conviction
Result Orientation
Influencing Skills
0%
50%
100%
Women Have
Women Need for Success
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 31
CRITICAL QUALITIES FOR WOMEN IN LEADERSHIP : GENDER SPEAK
Effective communication
Clarity of thoughts
Strong listening skills
Playing a team player
Agility
Bear Ridicule
No difference in what women/men need
Curb emotions at workplace
Social skills
Women don’t lack qualities, but the
ability to identify them
Don’t micro manage
Women Men
EqualProfessionals inITSurvey Report
2013
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TELL US WHAT YOU THINK
Write [email protected]
EqualProfessionals inITSurvey Report
2013
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HAVE NOT RESPONDED TO THIS SURVEY?PLEASE DO NOW..
Please start your survey response by clicking -https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse
Your participation in this survey is voluntary and responses/perspectives would remain anonymous. There are no foreseeable risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point in time. Your responses will be strictly confidential, and will remain anonymous as the data from this research will be reported only in the aggregate manner. Your information will be thematically coded and presented as a report.
If you have questions at any time about the survey or the procedures, you may contact by email at [email protected] and provide a contact to reach you and/or share findings of this research, if you wish to. EqualProfessionalsinIT team is looking forward to your valuable opinion and contributions.
With RegardsEqualProfessionalsinIT - Research TeamRenu Rajani, Arathi Gundu Rao, Chandana Unnithan
EqualProfessionals inITSurvey Report
2013
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ABOUT THE SURVEY
EqualProfessionalsinIT – “Survey of Diversity – Enablers & Inhibitors, A Multi-cultural/ Multi-country Perspective” focuses on bringing in diversity and inclusiveness, equally of both men and women professionals in the world of careers. The survey also tries to deeply understand the specific inhibitors and enablers of success as perceived by both, women and men across geographies on career progression.
Globally, enabling women in leadership positions as equal have become imperative for organisational success. This survey intends to bring in cross-cultural perspectives, similarities or differences in the perception IT professionals carry on the current opportunities, challenges, the attitudes, capabilities, Performance aspects and contributions of women professionals. This research survey would help bring in your vast experiences and perceptions as a 'Research Outcome' and thereby enable, motivate and help to sustain women professionals in their career objectives, as much as their male counterparts. In this quest, building on the presence and network of the core research team. This report is based on about 200 responses from across geographies. More responses would help us analyze the responses by specific segments and countries
It will take you, approximately about 15-20 minutes to complete this survey. Your valuable participation and contributions of your perspectives is requested. Highlights from this study will be shared with you, if you share contact details in survey response (optional). The survey response analysis will use only perspectives and no personal information would be revealed. This survey attempts to study-1. Career drivers, Enablers and Inhibitors for men and women.2. Women's perception of self and of men IT Professionals around them3. Men's perception of self and of women IT Professionals around them