Barriers & Opportunities

For businesses that want to compete in the global marketplace, the development of a culturally and internationally competent work force is fundamental to success. Business professionals increasingly seek out international experience as a key to professional development and advancement. The stakes are high, therefore, to ensure that global assignments are both readily available and successful. Yet women lag behind men in taking on international transfers, and the hurdles they face – “trailing” spouses, competing family and community responsibilities, inadequate training, challenging timetables and disadvantages on repatriation – are generally more numerous for women than for men. Through NCRW’s network, professionals and HR leaders are provided with the information they need to develop a business case for change as well as best practices for developing a more diversified talent pool.

Strengthening the diversity of top academic leaders

 Findings and insights from Egon Zehnder International’s Global Academic Leadership Survey 

Most leading academic institutions are strongly committed to diversity, a commitment visible in their policies on staff recruitment and student admissions, as well as in their academic programs. Yet how diverse are their leaders? A survey by Egon Zehnder International of over 300 top universities and research institutions worldwide shows that the most senior level of academic leadership remains overwhelmingly male and locally-born.

URL: 
http://www.egonzehnder.com/us/clientservice/diversityandinclusion/thoughtleadership/publication/id/17500687

theFIT Report on Workplace Culture

 Women work longer days and report working more often on vacation than their male counterparts. Yet, women also report greater perceived satisfaction with their compensation, according to new data released today in theFIT’s first Report on Workplace Culture. Fifty- four percent of women report working nine or more hours a day, compared to 41 percent of men. The report includes survey data from over 5,000 U.S. employees.

URL: 
http://www.thefit.com/images/theFITReportonWorkplaceCulture.pdf

Alternative Perspectives: a seat on the Board

Since Lord Davies’ independent review of women on boards a year ago (February 2011), the impetus to seek out female talent for the boardroom has never been greater. FTSE 100 companies appointed 26 women to their boards in the first eight months of 2011, a jump by 227% from the whole of 2010. Of these 26 appointments, 31% were women with financial services backgrounds, i.e. the most in-demand demographic.

This paper considers why women from the world of alternative investments could be appropriate for publicly quoted corporate boards. Working with senior members of 100 Women in Hedge Funds, we have conducted a study into the potential among women in alternatives for board. Of the 100 participants, 85% felt they were ready for a corporate board role within five years or less and 58% within two years or less.

URL: 
http://www.odgersberndtson.co.uk/gb/news-knowledge/knowledge-insight/article/alternative-perspectives-a-seat-on-the-board-4875/

Women in Banking

 Politicians and employers recognise that gender should be no barrier to career progression. Yet women continue to be under-represented at senior levels across the UK, particularly in the banking sector.

 
Research by the Institute of Leadership & Management, sponsored by RBS, investigates why so few women are promoted to senior management positions in banking and identifies the challenges they face. The report also propose solutions for the future.
URL: 
http://www.i-l-m.com/research-and-comment/womeninbanking.aspx

The Cranfield FTSE Female Index

 Since 1999, the annual Female FTSE benchmarking report has provided a regular measure of the number of women executive directors on the corporate boards of the UK's top 100 companies.

 
The Female FTSE Index is announced each year in November, and attracts considerable press attention in the UK and internationally. The study was hosted at the Chancellor of the Exchequer's offices at No. 11 Downing Street in 2004. Reports are available from 2001 onwards. The Index is incorporated in the Reports.
URL: 
http://www.som.cranfield.ac.uk/som/ftse

Allstate - National Journal Heartland Monitor XII: Gender

 The twelfth installment of the Allstate/National Journal Heartland Monitor polling series focused specifically on the different experiences and economic expectations of men and women in the changing economy. This survey catalogues experiences of men and women in their home, family, and professional life, and gathers perspectives on the idea of opportunity in society and the workplace in the present day and how opportunity has and will change across generations. The survey also measures Americans' opinions about the changing gender profile of the country's workforce and what factors contribute to the continuing wage gap.

March 2012

URL: 
http://www.allstate.com/heartland-monitor/gender-h12.aspx
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