GENDER DIVERSITY IN YOUR WORLD OF WORK

THE ADVANCEMENT OF WOMEN IN THE WORKPLACE

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Global gender diversity survey 2015

1 Hays Leading Women Hays Leading Women 1

GENDER DIVERSITYTHE ADVANCEMENTOF WOMEN IN THE WORKPLACE

Hays supports the advancement of women in the workplace. Although progress is being made, this remains a business critical issue. Many of the companies we speak to are suffering from skill shortages and increasing the number of senior female professionals will help to address these skills gaps. By improving access to talent, organisations will be better positioned to drive their performance, grow their businesses and secure future success.

Our global gender diversity survey was completed by almost 6,000 respondents across 31 countries. In this report we highlight key global and local results and explore the implications of these statistics. We have also included an interview with Judith Peeters, Operations Director, Hays Netherlands. Judith shares her experience of gender diversity in the workplace and gives us insight into diversity within the Dutch market.


44%of respondents believe flexible working practices would have the biggest impact on improving gender diversity in the workplace.

EXPLORING THE GENDER DIVERSITY DIVIDE

61%of respondents believe that the same career opportunities are available regardless of gender.

CAREER OPPORTUNITIESAnalysing male and female responses shows that almost one in two women (48%) said the same career opportunities were not open to equally capable colleagues of both genders.

Comparitively, 21% of men said the same career opportunities were not open to equally capable colleagues of both genders.

18%of men think that equally capable male and female colleagues are not paid or rewarded equally.

45%of women think that equally capable male and female colleagues are not paid or rewarded equally.

64%of respondents think that there is equal pay between genders, however these results hide significant differences in opinion between gender and age.

EQUAL PAYAnalysing male and female responses by age groups shows an interesting trend where younger people are much less likely to think there is discrimination in the workplace.

Only 33% of females and 8% of males aged 25 or under think there is gender inequality of pay. 46% of females and 17% of males aged 55+ think there is gender inequality of pay.

49%of respondents said their organisation did not have a gender diversity policy in place.

GENDER DIVERSITY POLICIES50% of respondents working in the Public/Not-for-profit sector said their companies had a gender diversity policy in place, followed by Mining & Resources at 37% and Financial Services at 36%.

Advertising & Media companies were least likely to have a gender diversity policy in place (17%), followed by Construction, Property & Engineering (25%) and Manufacturing at 27%.

36%of respondents who said their organisation had a formal gender diversity policy in place said that it was adhered to well.

31%of respondents said their organisation had a gender diversity policy in place.


Do you think you and your equally capable colleagues are paid/rewarded in an equal manner regardless of gender?

When looking at equal pay across all industries surveyed there is a similar trend: respondents believe there is equal pay between genders across all industries.

GLOBAL RESULTS SHOW EQUAL PAY ACROSS ALL INDUSTRIES

Advertising & Media

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

IT & Telecoms

Manufacturing

Mining & Resources

Professional Services

Public/Not-for-profit sector

Retail

Transport & Distribution

Overall, respondents tended to think that allowing more flexible working practices (44%) and changes in workplace culture (44%) would have the biggest impact on gender diversity. In contrast, only 9% believed that introducing quotas would have the biggest impact.

Which of these changes do you think would have the biggest impact on diversity in your world of work?

44%

44%

32%

28%

32%

27%

26%

21%

9%

Allowing more flexible working practices

Changes in workplace culture througheducation across the business

Highlighting female role models

Changes to your organisation’s policy

Changes to recruitment practices and policies

Changes to government policy

Better board backing for diversity issues

Positive discrimination for women applying to management roles or above

Introducing quotas

Yes No62%

60%

58%

64%

59%

62%

66%

69%

68%

66%

63%

38%

40%

42%

36%

41%

38%

34%

31%

32%

34%

37%


41%

41%

18%

71%Yes

24%

25%

51%

75%

70%

68%

73%

25%

30%

32%

27%

GENDER DIVERSITY IN THE DUTCH MARKET

How well are these adhered to do you think?

GENDER DIVERSITY POLICIESDoes your organisation have formal gender diversity policies and practices in place?


EQUAL PAY

70% Yes

30% No

CAREER OPPORTUNITIESDo you think the same career opportunities are open to equally capable colleagues regardless of gender?

29%No

58% Yes

42% No

84% Yes

16% No

Do you think the same career opportunities are open to equally capable colleagues regardless of gender?



58% Yes

42% No

81% Yes

19% No

182 Dutch respondents completed the global gender diversity survey.

25 years and under

26-40 years

41-54 years

55+ years

Yes

Not sure

No

Well

Fairly well

Not well at all

Yes No


What was your route to Hays?I studied neuropsychology at university and initially planned to have a clinical career using my degree. I soon realised this wasn’t what I wanted to do and started working at Roozen & Van Hoof, the recruitment company in the Netherlands that was acquired by Hays. I worked here for two years and then moved to an international B2B sales role, where I sold products to Proctor and Gamble.

My next career move was to Sara Lee, I worked as a National Account Manager for the retail industry. After four years I moved to Coca Cola as a Sales Manager, this was my first leadership role. I then began working for Hays in 2007, within the Sales and Marketing sector. After four years my role changed to Regional Director and I was responsible for recruitment in the South of the Netherlands. For the last year and a half, as Operations Director, I have been responsible for the recruitment of all of the Netherlands.

Tell us about your progression into a leadership role, what challenges did you face along the way?My first management position was with Coca Cola. I was younger than

the people reporting into me, who had been working in sales for a long time. Being younger and female (in a male dominated sales environment) was a challenge. At the time I was trying to find my style as a manager. I found that for me it is best to be genuine, to combine honesty with empathy. My advice would be to find a managerial style that suits you, rather than trying to replicate another style of manager you have seen or had.

Another challenge I faced, again relating to managerial style, was the balance of being ‘one of the boys’ but also distancing myself from my team so I was still viewed as the decision maker. This was and is more about personality rather than men vs. women. I have never viewed being a woman as a negative. The initial challenge I faced in my career was about adapting to a managerial level role but I believe that we never stop facing challenges because we never stop learning. You should remain open to change and keen to adapt, this will allow you to continue to progress.

In your opinion is there a difference between how men and women progress in their careers? Yes I think there is a difference between how men and women progress in their careers, the difference in my opinion is because of circumstances and image. I think part of it is because of the image women have of themselves, an image of family life, responsibilities and abilities – which links to confidence. I don’t lack confidence. I believe I can do everything which is important when in a leadership role.

It also comes down to the fact that women are expected to stay at home and take care of the children, more so than men. If a woman comes back part time and works three days a

week then she takes a step back in her career, which has an impact on her career path. It is important for couples to make a career plan for each other. If a plan is in place it may be that the man stays at home and it is agreed that the woman goes back to work full time to pursue her career and grow professionally. I believe women lack a career plan, or that it is not talked about enough.

Have you encountered any gender specific obstacles in your career?I believe that there is a difference between how men and women work but I don’t believe these differences are obstacles. I think obstacles exist if you allow them to. Whether you are male or female it is important to make sure you are heard. If you feel less important or if you feel your opinion is less important this will be an obstacle. If you ensure your opinion is heard you will have an impact on the business you are working in and will be able to progress.

Do you have any advice for female professionals who are in, or looking to work in, a leadership role?Make a plan for your career, think about where you want to go and where you want to be. Be authentic in your management style and believe in your management value.

In the Netherlands, 51% of respondents said that their organisation did not have formal gender policies in place and 25% weren’t sure. What do you think are the implications of these statistics? These statistics lead me to believe gender diversity policies do not exist

in businesses. Or if they are they are not being spoken about, which makes me think they are not working.

Access policy is important, it is vital that companies have a diverse range of professionals within the company at a junior level. What you see, especially in Holland, is that there is diversity in top levels but less in junior roles, which will cause problems in the future. The implication of these statistics is that it is important to have diversity within all levels of companies.

However, out of the respondents who said their organisation had formal gender policies in place, 83% feel they are adhered to well/fairly well. This implies that gender policies are valued in companies that have them. Is this something you agree with? These statistics show that if companies have gender diversity policies in place they work and work well. This makes it even more important to ensure gender policies are adopted and implemented by organisations.

Globally, 48% of women do not think they have the same career opportunities as men. In the Netherlands only 42% of females do not think they have the same career opportunities as men. What do you think about this?Cultural differences are an important factor in how career opportunities are perceived by men and women. I think that in Holland we are quite forward thinking about a lot of things, so I am not surprised that we are a bit further along and that more women in Holland feel they have equal career opportunities compared to women globally.

Demographically we are an ageing population and an ageing workforce. There are more opportunities for women to step in and pursue their career after having a family because they still have a relatively long career path ahead of them. I think that this is where demography has an impact on the market.

58% of female Dutch respondents believe there is equal pay between genders, compared to 81% of male Dutch respondents. Is this an expected trend? These statistics are realistic. I’ve read that 3 out of 10 women in Holland earn less than men in comparable positions. This is something that men are less aware of, which is logical.

I believe in taking ownership of things, just like a man you have to be able to ask what is right for you. A man will think ‘I am valuable’. A woman may think in terms of consequences and empathy, so if the company she works for isn’t doing very well she may think ‘why should I ask for more money’.

Dutch respondents under the age of 25 are less likely to think there is unequal pay between genders. Is this a trend you agree with?In Holland, when you begin your career as a young person, you see that there is much more equality between men and women. We see an increase in women obtaining a technical education and the implication here is that women are becoming better educated. This will have an impact on their career path and opportunities. This feeling of equality between the sexes also relates back to our ageing workforce. For older generations there is a perceived ‘bigger gap’ between men and women but this is not the case now as our culture continues to change and is influenced by new generations.

Globally respondents (both male and female) believe that allowing more flexible working practices and changes in workplace culture through education across the business, will have the biggest impact on diversity in the workplace. What do you think about this? I think flexible working is dependent on the mind-set of a country. ‘It doesn’t matter where/when you are at work as long as you do your job’, this mentality is prevalent in Holland and still progressing. So yes I agree that flexible working hours will have a positive impact on the diversity of a workforce.

Access policy is also important for diversity, it is vital for companies to have a diverse workforce across all levels. Career planning is significant for women as well as challenging the belief that you have to be at home to be a good mother. Thinking about your career path and trying not to create a glass ceiling for yourself will help you progress.

In this interview, Judith Peeters, Operations Director, Hays Netherlands, based in Amsterdam, shares her experience of gender diversity in the workplace, her progression into a leadership role and the Dutch survey results.

INTERVIEW WITH A LEADING WOMAN

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GENDER DIVERSITY IN YOUR WORLD OF WORK