HBA honored to be Part of Women in the Workplace Study

“Women are Leaning In. Now companies need to Lean In too” according to Sheryl Sandberg, COO of Facebook and founder of LeanIn.org and based on their latest study.

The Healthcare Businesswomen’s Association (HBA) was honored to be part of the 23 October  launch of the fourth edition of the Women in the Workplace study organized by LeanIn in partnership with McKinsey.

women in work place
Laurie Cooke, Sheryl Sandberg, Marie-Caroline Strok

The results are in: the pace of change is too slow and seems to be stalled according to the 2018 report analysis. Females in leadership positions remain nearly unchanged compared to last year starting at 48 percent representation at entry level, dropping to 38 percent at manager level and decreasing even further to 23 percent and 22 percent female representation for VP and C-suite levels.

Silver lining: a lot of companies are committed to making the change happen and understand the competitive advantage diversity represents. This year was the biggest turn-out for McKinsey capturing D&I data for 279 companies – their largest cohort to date since the beginning of the study in 2015.

The HBA has recognized the need to accelerate change within the healthcare/life-science industry, moreover given the significant investment made every year to support D&I in our sector. To enable this ambition, the HBA Gender Parity Collaborative was launched this spring with the strong commitment of our 12 first founding members organizations, as well as a new prestigious collaboration with McKinsey/LeanIn and their Women in the Workplace study, to help us track and measure progress.

The Collaborative is a consortium of companies – together we will set strategic priorities, implement solutions and most importantly measure results yearly. The Collaborative will be meeting for the first time end of November 2018.


BusinessWire: Medidata Sets Major New Corporate Social Responsibility (CSR) Commitments

Company expands CSR pledges, including participation in the UN Global Compact and the CEO Action on Diversity, and outlines new program goals for the next five years

News Summary

  • Medidata commits to the United Nations Global Compact, the CEO Action on Diversity, the Gender Parity Collaborative with the Healthcare Businesswomen’s Association and the Executive Leadership Council
  • Company rolls out its first sustainability report in accordance with the Global Reporting Initiative standards (GRI), detailing its CSR mission, values and initiatives
  • Life Sciences leader sets three corporate social responsibility goals for the next five years, aligning with the United Nations Sustainable Development Goals

Medidata strengthens support for patients, education and diversity

October 23, 2018 06:10 PM Eastern Daylight Time

NEW YORK–(BUSINESS WIRE)–Medidata (NASDAQ: MDSO) is committed to creating a better world for patients. The company spent the past year building a corporate social responsibility program dedicated to STEM education, patient advocacy and global inclusion. Today Medidata announces several new pledges to further its commitment to these principles.

Medidata recently joined the United Nations Global Compact, a multi-year initiative to drive business awareness and action in support of achieving Sustainable Development Goals by 2030. The company is also committed to the CEO Action on Diversity, which aims to address issues of diversity and inclusion in the workplace. Additional new corporate social responsibility milestones:

Sustainability Goals Aimed at Creating a Better World

Medidata set three CSR goals for the next five years, which align with the United Nations General Assembly’s Sustainable Development Goals (SDG) – including Good Health and Well-Being, Quality Education, and Gender Equality.

Medidata CSR Goals:

  • Access to Treatment for All: Medidata is committed to improving patient outcomes and ensuring that all patients have access to treatment
  • STEM Education: Providing 15,000 students with access to STEM education opportunities
  • Gender Equality: Creating greater equality in the workplace and driving belonging

“Making a difference in the lives of patients and the global community is in Medidata’s DNA,” said Tarek Sherif, CEO and co-founder, Medidata. “I’m proud of these new CSR initiatives, and our employees’ commitment to communities around the world.”

Medidata will present the CSR report and other program initiatives this week at its annual customer conference, Medidata NEXT NYC. Stop by the CSR lounge during the event for more details.

About Medidata

Medidata is leading the digital transformation of life sciences, with the world’s most used platform for clinical development, commercial, and real-world data. Powered by artificial intelligence and delivered by the #1 ranked industry experts, the Intelligent Platform for Life Sciences helps pharmaceutical, biotech, medical device companies, and academic researchers accelerate value, minimize risk and optimize outcomes. Medidata serves more than 1,000 customers and partners worldwide and empowers more than 100,000 certified users everyday to create hope for millions of patients. Discover the future of life sciences: www.mdsol.com.

Medidata Solutions:
Betsy Frank, 917-522-4620
Erik Snider, 646-362-2997

Source: https://www.businesswire.com/news/home/20181023006204/en/Medidata-Sets-Major-New-Corporate-Social-Responsibility

WSJ: What #MeToo Has to Do With the Workplace Gender Gap

A new study from Lean In and McKinsey shows the pervasiveness of sexual harassment at the office and the persistence of inequality. That isn’t a coincidence.

The #MeToo movement has thrown a glaring spotlight on the gender gap in the workplace.

For the past year, a collective national reckoning about the sexual pressure many women encounter on the job has pervaded offices, factory floors and break rooms. Women have come forward with painful secrets, and powerful men have been toppled.

What has been less apparent, though, is how harassment and the gender gap are inextricably linked. In fact, management experts and executives say, harassment can be a direct side effect of a workplace that slights women on everything from pay to promotions, especially when the perception is that men run the show and women can’t speak up.

Putting more women into executive ranks where they can have a greater collective voice goes hand-in-hand with making workplaces feel safer and more inclusive, says Kat Cole, chief operating officer and president of North America for Focus Brands Inc., whose chains include Cinnabon, Jamba Juice and Auntie Anne’s.

“You can’t separate them,” she says. “When women see other women in a position of leadership, it reframes what they think is possible to them.”

The fourth annual Women in the Workplace survey from LeanIn.Org and McKinsey & Co. offers a comprehensive look at both the prevalence of harassment and the persistence of workplace inequality. More than a third of women surveyed say they have been harassed at some point in their careers, and in male-dominated jobs those numbers are even higher. Among women in technical roles, 45% reported experiencing harassment, while 55% of women in senior positions did.

“This is about power,” says Rachel Thomas, president of LeanIn.Org, the nonprofit founded by Facebook Inc.’s Sheryl Sandberg to support women in their career ambitions. “And there is still a dramatic power imbalance in the workplace.”

While women and men enter the workforce in roughly equal numbers, women fall behind in promotions from the very first step onto the management ladder, the Lean In and McKinsey data show. By the senior-manager level, men outnumber women two to one, and in the C-suite, just 22% are women.

The drop-off is even more precipitous for women of color, who get just 4% of the highest-level jobs. Even in industries where women significantly outnumber men, such as health care and retail, men still prevail at the top.

One in five women say they are often the only, or one of the only, women in the room or a meeting—and women commonly in those situations are at greater risk of harassment and more subtle forms of discrimination, the data show. That solitary experience is even more common for those who are senior executives. About 40% say they are often the only woman in the room.

“I joke that I chose a career where there’s no line for the bathroom,” says Kate Mitchell, co-founder of Scale Venture Partners, a venture-capital firm in the San Francisco Bay Area. Being the only woman on company boards potentially meant less influence on important issues, she found, unless she got creative.

“Decisions get made in the men’s room,” she says. “Do you follow them into the men’s room? Do you put your ear against the wall? Many times, it was easy to hear and so when they came out, I’d just start up the conversation” where they’d left off.

Tackling difficult subjects

Researchers at McKinsey and Lean In this year collected data at nearly 280 companies and surveyed 64,000 of their North American employees in one of the largest efforts ever to gauge the experiences of working women and men. As large as the share of women reporting harassment is, the report’s authors caution that the numbers don’t fully capture the experience of workers more vulnerable to certain types of misbehavior, such as those in service jobs, because most survey participants were white-collar employees.

Still, there are signs #MeToo is having an effect. Corporate hotlines have lit up since Hollywood mogul Harvey Weinstein became the first of dozens of powerful men to be toppled by harassment allegations last October. Convercent Inc., an ethics- and compliance-software firm that operates reporting hotlines and portals for more than 600 companies world-wide, says the number of harassment reports it took in over the past year jumped 72% from the 12 months before.

The Time’s Up Legal Defense Fund, an initiative launched by women in entertainment earlier this year, says it has received more than 3,500 requests for assistance with claims, most of them from low-income workers.

Meanwhile, harassment claims filed at the Equal Employment Opportunity Commission jumped 12% in the year ending Sept. 30 from the 12 months before.

#MeToo is also driving new efforts at some large companies. Microsoft Corp. , Uber Technologies Inc. and Lyft Inc. have scrapped agreements that forced employees to resolve harassment claims in arbitration hearings rather than in open court.

After the departures of two fund managers accused of inappropriate behavior last year, Fidelity Investments created a response committee of Fidelity executives and an outside lawyer to give employees a new avenue to report concerns. Chief Executive Abigail Johnson moved her desk from the executive suite to the floor where key portfolio managers and traders sit.

Some companies say a big part of the solution lies in encouraging frank conversations and examining warning signs before bigger problems emerge.

“Every company has a policy around harassment,” says Beth Steinberg, who joined human-resources-tech firm Zenefits as chief people officer last year. “If that were sufficient, then Harvey Weinstein wouldn’t have happened.”

Zenefits went through its own workplace crisis nearly three years ago when it ran into insurance regulatory problems over its sales practices. In the aftermath, it brought in a new leadership team, laid off hundreds of staff and cracked down on a frat-house work culture by banning alcohol in the office.

More recently, it has periodically conducted an anonymous but detailed employee survey that lets the company discern if certain groups feel less supported than others, or other signs of discontent. Though the survey hasn’t specifically asked about harassment, the relative lack of women on tech teams surfaced as an issue in a few comments in last year’s initial survey.

One thing managers spotted and changed was that there wasn’t always a woman on the job-interview team. That could both discourage female applicants and contribute to biased hiring decisions, Ms. Steinberg says.

Over the next two quarters, the percentage of women in technical roles climbed to 24% from 9%. In the company’s Vancouver, British Columbia, office alone, the number of women jumped to nine from three.

“The whole feeling of that office has changed,” Ms. Steinberg says.

The company has also held a series of employee roundtables to discuss hot-button issues including harassment and to role-play various scenarios, such as hearing a co-worker make a disparaging remark about a woman.

To help get the conversation going, Ms. Steinberg told the group how, early in her career at another company, one of the most senior men cornered her in the copy room and groped her breast. Though she told her then-boss, they concluded the man held so much power that she would be better off not pressing the matter.

“I think back on it and still feel humiliated,” she says. At Zenefits, “we need to make sure employees know they have a voice.”

At Zenefits and other companies, such sessions have turned into forums where men and women talk through anxieties about interacting in a post-#MeToo world. “Some of the renegotiation of social boundaries is messy, and we have to be OK with this,” says Jennifer Allyn, diversity-strategy leader at PricewaterhouseCoopers LLP, which has held about a dozen of what it calls “respect in the workplace” discussions at PwC offices around the country since February.

At one discussion, a male partner asked whether he should begin taking a female client he frequently invites out to dinner to lunch instead to avoid any appearance of impropriety. The group arrived at a consensus: let the client decide.

The takeaway was, “Don’t immediately go to, ‘Let’s not have dinner,’ ” Ms. Allyn says. Another frequent question: whether hugging a colleague is still all right.

“The more space we make to talk about it—the unintended consequences, the backlash—the less fraught it has to feel,” Ms. Allyn says.

Yet the Lean In and McKinsey numbers suggest that there is more work to do. Only a quarter of women say incidents of harassment are rapidly addressed at their companies, compared with almost 40% of men. And nearly a third of women harbor doubts that reporting harassment to their employers would be helpful, or worry they would be penalized for speaking up—twice the share of men.

The disconnect between men and women extends to how they see efforts to even the gender playing field more broadly. While nearly 60% of men say gender diversity is a high priority at their companies, only 44% of women do. Men are also more likely to worry the diversity focus will make their workplaces less of a meritocracy. In fact, one in seven say they worry that being a man will make it harder for them to advance.

Women, particularly those of color, are less likely than men to say their bosses give them opportunities to grow, or praise their work to others. Substantive face time with senior leaders is a key way both men and women find sponsors who will champion them for promotions, Lean In and McKinsey found, yet fewer women are having those kinds of interactions with higher-ups. That’s even more so the case for black women.

Plans for inclusion

In September, American Express Co. began rolling out training for leaders at all levels in the ways that managers can build inclusive teams, particularly for women and minorities that report to them. That could include efforts as small as highlighting a point a woman made in a meeting if someone interrupts her, or, if a colleague repeats her idea without giving her credit, pointing out that she raised it first, says Sonia Cargan, American Express’s chief diversity officer. About 1,300 managers at the vice-president level and above will go through the training this year, followed by thousands more midlevel managers in 2019.

At Milwaukee-based Northwestern Mutual Life Insurance Co., part of senior leaders’ jobs is to create succession plans for their positions, and each has to include at least one woman and a person with a minority background. That motivates bosses to make sure those candidates get the experience and support they need to be viable potential successors, says Chief Executive John Schlifske. The same applies to him for whenever he eventually departs.

“My board has said that the candidates for my job have to include women, and they do,” he says. The push, he says, has helped to boost the percentage of female senior leaders to 41% from 21% five years ago.

In the past, “everything we did was a program, this thing on diversity or this thing on unconscious-bias training,” Mr. Schlifske says. “I don’t think those are bad, but I just never saw those work if you didn’t add something in the workplace that was more day-to-day kind of stuff.”

Ms. Fuhrmans is The Wall Street Journal’s deputy bureau chief for management in New York. Email vanessa.fuhrmans@wsj.comChip Cutter and Lauren Weber, Journal reporters in New York, contributed to this article.

Appeared in the October 23, 2018, print edition as ‘What #MeToo Has to Do With the Workplace Gender Gap A new survey from Lean In and McKinsey shows both the pervasiveness of sexual harassment and the p.’


Source: https://www.wsj.com/articles/what-metoo-has-to-do-with-the-workplace-gender-gap-1540267680?mod=ig_womenintheworkplaceoctober2018

WSJ: Sheryl Sandberg: Progress for Women Isn’t Just Slow—It’s Stalled

The Facebook chief operating officer and founder of LeanIn.Org says the first step to closing the gender gap is ensuring that hiring and promotions are fair from the start

Facebook Chief Operating Officer and LeanIn.Org founder Sheryl Sandberg talks about the consequences of male backlash to the #MeToo movement, and what we can do about it.

There is a disconnect in corporate America. Year after year, companies report that they are highly committed to gender diversity. But the proportion of women in their organizations barely budges. For this to change, companies need to treat gender diversity like the business imperative it is.

This is a key finding of the Women in the Workplace 2018 report, the result of a joint, multiyear survey by LeanIn.Org and McKinsey & Co. that we release today. It’s the largest study of its kind, with four years of data from 462 companies employing nearly 20 million people.

This year’s report shows that women continue to be vastly underrepresented at every level. For women of color, it’s even worse. Only about one in five senior leaders is a woman, and just one in twenty-five is a woman of color. Progress isn’t just slow—it’s stalled.

Women are doing their part. They’ve been earning more bachelor’s degrees than men for over 30 years. They’re asking for promotions and negotiating salaries as often as men. And contrary to conventional wisdom, women are not leaving the workforce at noticeably higher rates to care for children—or for any other reason.

Now companies must do their part, too. That starts with making the business case for diversity, which research shows leads to better performance and more innovation. Then companies need to explain to employees why making a personal commitment to hire, promote, mentor and support women is good not just for business, but for their own careers. Whether CEO or entry-level employee, the person who can work better with half the population will get better results.

Once companies make the case, they need to follow through by reporting on progress and holding managers and leaders accountable for results. Most companies aren’t taking these basic yet critical steps to correct their gender gaps.

Rachel Thomas

To make progress quickly, companies should focus on the two biggest levers: hiring and promotions. As it stands now, women are disadvantaged from the beginning. It’s like they’re running a race and men are given a huge head start. At the entry level, when one might expect an equal number of men and women to be hired, men get 54% of jobs, while women get 46%. At the next step, the gap widens. Women are less likely to be hired and promoted into manager-level jobs; for every 100 men promoted to manager, only 79 women are. As a result, men end up holding 62% of manager positions, while women hold only 38%.

The fact that men are far more likely than women to get that first promotion to manager is a red flag. It’s highly doubtful that there are significant enough differences in the qualifications of entry-level men and women to explain this degree of disparity. More probably, it’s because of performance bias. Research shows that both men and women overestimate men’s performance and underestimate women’s. This may be particularly acute for women at the start of their careers, when their track records are shortest—and for women of color, who are up against both gender and racial bias.

Where Are Women on the Corporate Ladder?

A study of 279 companies by LeanIn.Org and McKinsey & Co. tracks women at every level of the corporate chain of command and finds that, despite companies’ efforts to advance women, progress has largely stalled.

By the manager level, women are too far behind to ever catch up. There are significantly fewer women at that level to promote from within and significantly fewer women with the right experience to hire from the outside. Even if companies want to hire more women into senior leadership—and many do—there are simply far fewer of them with the necessary qualifications. The entire race has become rigged because of those unfair advantages at the start.

Companies need to take bold steps to make the race fair. This begins with establishing clear, consistent criteria for hiring and reviews, because when they are based on subjective impressions or preferences, bias creeps in. Companies should train employees so they understand how unconscious bias can affect who’s hired and promoted—and who’s not. And they should track outcomes to make sure candidates are being treated fairly.

Sheryl Sandberg
Sheryl Sandberg (above) and Lean In President Rachel Thomas say it’s a red flag—and a sign of performance bias—that men are far more likely than women to get that first promotion to manager. PHOTO: LEAN IN

If companies continue to hire and promote women to manager at current rates, the number of women in management will increase by a mere 1 percentage point over the next 10 years. But if companies start hiring and promoting women and men to manager at equal rates, we can nearly close the gender gap in management over the same 10 years. That’s a huge opportunity.

In the past, when companies voiced strong commitment to gender diversity, we celebrated. Now we are impatient. The future of women in the workplace hangs in the balance, and good intentions aren’t good enough anymore. Women are leaning in. Companies need to lean in, too.

Ms. Sandberg is the chief operating officer of Facebook Inc. and the founder of LeanIn.Org. Ms. Thomas is the president of Lean In.

Appeared in the October 23, 2018, print edition as ‘Women Are Leaning In. Now Companies Need To Lean In, Too..’
Source: https://www.wsj.com/articles/sheryl-sandberg-on-what-companies-need-to-do-to-lean-in-1540267620?mod=ig_womenintheworkplaceoctober2018&mod=article_inline
Photo Sources: President Rachel Thomas PHOTO: DAVID PAUL MORRIS/BLOOMBERG NEWS; Sheryl Sandberg PHOTO: LEAN IN