Organizations in the top 10% for financial performance have more women leaders but overall 20% of companies have no DEI program!

?? 20% of companies said they have no DEI program, an increase from 15% in 2020!

?? On average, women make up only 23% of high-potential pools at top-performing organizations. The numbers are even smaller in underperforming organizations, where only 14% of leaders in high-potential pools are women

?? High-performing companies also tend to have more women in their high-potential pools who are being developed to take over higher-level roles.

?? Organizations with an above-average number of women leaders are 1.9x more likely to be rated as having an inclusive culture than those with fewer women

?? Surprisingly, in male-dominated companies - those with fewer than the average number of women leaders, more men than women recognize a lack of inclusivity.

Finally, women leaders are less likely to have a formal mentor assigned to them in their careers, according to a new interesting research published by DDI | Development Dimensions International using data ?? from 1,827 HR professionals and 13,695 leaders at 1,556 organizations globally (more than 50 countries) and 24 major industries.??

?DEI programs and Gender diversity are linked

Researchers noticed that companies with strong DEI programs have at least 35% women leaders on average, compared to only 25% women leaders in companies with no or low-quality DEI programs.

?Women impact the bottom line

?? Researchers found that companies in the top 10% for financial performance have more women leaders, with 29% women leaders compared to only 23% women leaders in underperforming companies.?

?? Whereas companies that are underperforming have seen their percentage of women leaders drop from 27% in 2020 to 23%.

? On average, women make up only 23% of high-potential pools at top-performing organizations. The numbers are even smaller in underperforming organizations, where only 14% of high-potential leadership pools are women.

?Women are at least 28% of high-potential pools in companies with high bench strength, compared to only 18% in companies with low bench strength.

?Women leaders focus on employee engagement

Researchers found that women are more concerned about employee engagement:

??Globally, women are 1.4x more likely to say they are most concerned about maintaining an engaged workforce than men.

?? Women in both manufacturing and technology and electronics industries are 1.8X more likely to be concerned about managing an engaged workforce than men.?

??Women in healthcare?(a STEM-adjacent industry) are 1.6X more likely to be concerned about managing an engaged workforce than men.?

?Women leaders are less likely to have a formal mentor

Researchers found that on average, only 24% of women leaders have had a formal mentor, compared to 30% of men.?At the senior level, only 27% of women have had a formal mentor, compared to 38% of men.?

Finally researchers conclude that organizations that pay attention to the data and make DEI a core part of their business strategy will thrive.?They therefore provide the below recommendations for leaders :

?? Promote women mentorship:

It is important to educate early-career women on the importance of networks, mentors, and sponsors and for organizations to create formal pathways for these connections

?? Create a culture of feedback with managers:

To create fairness, organizations should institute formal review processes to create a culture of feedback that focuses both on development and career prospects.?

?? Lead a P&L (Profit and Loss Responsibility):

Remove this blocker to career advancement by giving women alternative opportunities to prove bottom-line impact and hone their business acumen.

?? ???? ???????????????? ????????:

This insightful research from the serious DDI, which coincides with the week of International Women's Day, clearly demonstrates that the presence of women at all levels of an organization brings considerable financial benefits and is essential to increasing employee engagement. Obviously having a dedicated People Analytics team analyzing this DEI data is an added advantage because organizations that ignore their statistics on women in leadership in favor of more pressing business concerns are likely doing more harm than good. In most cases, ignoring their organization’s women in leadership statistics will weaken their chances of future success.?

Thank you ?? DDI | Development Dimensions International researchers team for these insightful findings: Tacy Byham, Ph.D Stephanie N. Rosey L. Rhyne

Dave Ulrich George Kemish LLM MCMI MIC MIoL

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