ILO / WOMEN BUSINESS MANAGEMENT

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22-May-2019 00:01:50
A new report from the International Labour Organization (ILO) says that businesses with genuine gender diversity, particularly at senior level, perform better, including seeing significant profit increases. ILO

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STORY: ILO / WOMEN BUSINESS MANAGEMENT
TRT: 1:50
SOURCE: ILO
RESTRICTIONS: NONE
LANGUAGE: ENGLISH / NATS

DATELINE: 22 MAY 2019, GENEVA, SWITZERLAND

SHOTLIST:

1. Various shots, press briefing room
2. SOUNDBITE (English) Deborah France-Massin, Director of the ILO Bureau for Employers’ Activities:
“Overall of the companies we surveyed, over three quarters of those who track these issues were able to tell us that in terms of having gender diversity initiatives in their workplace it had led to between a five to 20 per cent increase on their profits which is very interesting. They then also anecdotally told us a number of other issues in terms of an in-company behaviors. So saying that they felt that overall their gender diversity initiatives had led to a more inclusive company culture, had led to an increase in creativity innovation in their companies and therefore it led to overall business performance improvements which would tend to accord with the profit story that they told us at the beginning.”
2. Various shots, press briefing room
3. SOUNDBITE (English) Deborah France-Massin, Director of the ILO Bureau for Employers’ Activities:
“As women mount or move up the corporate ladder, they come faced with obstacles. One might be reconciling work and family lif e, so policies at national level that look at the whole childcare issue, eldercare issue, the care issue, I think generally. Also, we tend to look at women in companies to actually get to a board level appointment. You need to have had a fairly broad experience across a company culture and roles so not only looking at human resources, public relations, administrative management, but also in things like production management, the strategy of the company.”
4. Close up, report cover

STORYLINE:

A new report from the International Labour Organization (ILO) says that businesses with genuine gender diversity, particularly at senior level, perform better, including seeing significant profit increases.

The report, Women in Business and Management: The business case for change, surveyed almost 13,000 enterprises in 70 countries. More than 57 per cent of respondents agreed that gender diversity initiatives improved business outcomes. Almost three-quarters of those companies that tracked gender diversity in their management reported profit increases of between 5 and 20 per cent, with the majority seeing increases of between 10 and 15 per cent.

SOUNDBITE (English) Deborah France-Massin, Director of the ILO Bureau for Employers’ Activities:
“Overall of the companies we surveyed, over three quarters of those who track these issues were able to tell us that in terms of having gender diversity initiatives in their workplace it had led to between a five to 20 per cent increase on their profits which is very interesting. They then also anecdotally told us a number of other issues in terms of an in-company behaviors. So saying that they felt that overall their gender diversity initiatives had led to a more inclusive company culture, had led to an increase in creativity innovation in their companies and therefore it led to overall business performance improvements which would tend to accord with the profit story that they told us at the beginning.”

The report also found that, at national level, an increase in female employment is positively associated with GDP growth. The finding is based on an analysis of data from 186 countries for the period 1991-2017.

SOUNDBITE (English) Deborah France-Massin, Director of the ILO Bureau for Employers’ Activities:
“As women mount or move up the corporate ladder, they come faced with obstacles. One might be reconciling work and family life, so policies at national level that look at the whole childcare issue, eldercare issue, the care issue, I think generally. Also, we tend to look at women in companies to actually get to a board level appointment. You need to have had a fairly broad experience across a company culture and roles so not only looking at human resources, public relations, administrative management, but also in things like production management, the strategy of the company.”

Gender balance in senior management is defined as 40-60 per cent of either gender, the same as in the general workforce. The report says that the beneficial effects of gender diversity begin to accrue when women hold 30 per cent of senior management and leadership positions. However, almost 60 per cent of enterprises do not meet this target, meaning they struggle to reap the rewards. In addition, in almost half of companies surveyed, women account for less than one in three of their entry-level management recruits – meaning that the pipeline to senior management may not deliver the talent needed.

Almost three-quarters of the enterprises surveyed had equal opportunity or diversity and inclusion policies, however, the report says more specific actions are needed to ensure that women are visible and promoted to strategic areas of business.

Some key factors preventing women reaching decision-making positions were identified. Enterprise cultures that require “anytime, anywhere” availability disproportionately affect women, relative to their household and family responsibilities, while policies that support inclusivity and work-life balance (for both men and women), such as flexible working hours and paternity leave, need to be improved.

Another factor is the “leaky pipeline”, the tendency for the proportion of women to decline as the management grade rises. The “glass wall” describes the incidence of women managers in roles such as HR, finance and administration that are considered less strategic and less likely to lead to chief executive and boardroom positions. Fewer than a third of enterprises surveyed had achieved the critical mass of one third of women board members. Around one in eight reported they still had all-male boardrooms. More than 78 per cent of enterprises who responded had male CEO’s, and those with female CEO’s were more likely to be small enterprises.
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ILO
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unifeed190522f
Asset ID
2397296