1 / 10

Gender Equality Seminar From Concept to Reality Friday, Jan 19, 2007 HK

Gender Equality Seminar From Concept to Reality Friday, Jan 19, 2007 HK. Eddie Ng Chairman of International Committee, HKIHRM Research Data provided by ISR eddiehk@netvigator.com. Perception and Reality. Major Heading GHPN HK SNP Work Life Balance 69 50 60 Equal Opportunity 86 64 78

reeves
Download Presentation

Gender Equality Seminar From Concept to Reality Friday, Jan 19, 2007 HK

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Gender Equality SeminarFrom Concept to RealityFriday, Jan 19, 2007HK Eddie Ng Chairman of International Committee, HKIHRM Research Data provided by ISR eddiehk@netvigator.com

  2. Perception and Reality Major Heading GHPN HK SNP Work Life Balance 69 50 60 Equal Opportunity 86 64 78 Job Satisfaction 74 60 66 • War for talent • Opportunity cost of not address the subject • Competitiveness • Human Capital Management

  3. Male Female * Indicates statistically significant gap ( p ≤ .05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. Gaps Favor Male Senior Managers: Strategic Direction, Leadership, Empowerment Global HP Sr. Mgmt Norm Gap Gap Global Sr. Mgmt Norm 12* 11* 8* 14* 7* 6* 3* 8* 8* 6* 3* 2 8* 8* -1 5* 5* 5* 8* 13* Understanding Strategic Plans & Direction Leadership Accomplishing Goals Efficiently Empowerment to Take Action

  4. 13* 12* n/a 1 -2 1 3* 5* 5* 10* Male Female * Indicates statistically significant gap ( p ≤ .05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. Gaps Favor Male Senior Managers: Compensation, Diversity, Competitiveness Global HP Sr. Mgmt Norm Gap Gap Global Sr. Mgmt Norm 9* 12* 9* 6* 1 -2 10* 6* 7* 12* Distribution of Responsibility Compensation for Performance Accepting of Diversity Competitiveness of Company

  5. Male Female * Indicates statistically significant gap ( p ≤ .05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. Gaps Favor Male Senior Managers: General Consistency across Sectors Global Financial Services Sr. Mgmt Norm Global Manufacturing Sr. Mgmt Norm Gap Gap 8* 8* 14* 2 10* 11* 6* 8* 9* 5 16* 13* 4 12* -3 7* 4* 10* -1 5* Understanding Strategic Plans & Direction Leadership Accomplishing Goals Efficiently Empowerment to Take Action

  6. Top Predictors of Employee Commitment: Gender Differences among Junior Managers

  7. Top Predictors of Employee Commitment: Gender Differences among Senior Managers

  8. Female and Male Senior Executives Report Different Perceptions Regarding Key Workplace Operating Factors • Understanding Company Strategic Plans & Direction • Leadership • Accomplishing Goals Efficiently • Empowerment To Take Action • Distribution Of Responsibility • Compensation For Performance • Acceptance Of Diversity • Competitiveness Of Company

  9. Female and Male Senior Executives Report Different Perceptions Regarding Key Workplace Operating Factors • Understanding Company Strategic Plans • & Direction • Leadership • Accomplishing Goals Efficiently • Empowerment To Take Action • Distribution Of Responsibility • Compensation For Performance • Acceptance Of Diversity • Competitiveness Of Company Live Corporate initiatives Corporate values Recruitment policies AWPB training for all Hiring managers Mentoring Diversity Council In-house EOO officer

  10. Thanks

More Related