2020商业女性调查报告（英文版）_12页_10mb

报告摘要

Summary of "Women in Business 2020: Putting the Blueprint into action"

Core Content

The Grant Thornton Women in Business 2020 report tracks the progress of gender diversity in senior management roles among mid-market businesses globally. Over the past 15 years, the proportion of women in senior management has increased by ten percentage points, but the 2020 report shows a levelling off in the rate of progress, with the percentage of women in senior management roles at 29%, matching the highest recorded figure from 2019.

The report highlights that while there has been a steady increase in the number of mid-market companies with at least one woman in senior management (up to 87%), the lack of movement in the proportion of women in leadership positions is attributed to the "broken rung" phenomenon, where women are underrepresented at the first step to management. According to McKinsey, for every 100 men promoted to manager, only 72 women are promoted, leading to a significant gender gap in manager-level positions (62% men vs. 38% women).

The report emphasizes that diversity of thinking is a key benefit of having more women in senior management, as it allows for a broader and more representative perspective that aligns with the needs of a diverse client base. The Blueprint for Action, composed of six pillars, aims to guide businesses in creating positive change toward gender parity. These pillars include:

Championing the business case for diversity
Measuring diversity data
Identifying and sourcing talent
Opening up development and enhancement opportunities
Retaining diverse employees
Creating an inclusive culture

Creating an inclusive culture is identified as one of the most important and challenging aspects of the Blueprint. Psychological safety in the workplace is crucial for encouraging diverse thinking and allowing all employees, especially women, to express their ideas and perspectives freely.

Key Pillars of Action

The report outlines the most common actions businesses are taking to improve gender diversity:

Ensuring equal access to developmental work opportunities (34%)
Creating an inclusive culture (34%)
Setting targets/quotas for gender balance at leadership levels (28%)
Linking senior management reward to progress on gender diversity (28%)
Reviewing recruitment approaches (28%)
Providing mentoring and coaching (28%)
Enabling flexible working (28%)
Offering unconscious bias training (least common, at 19%)

Regional Insights

Africa leads in gender diversity with 38% of senior management roles held by women, up by 7 percentage points from 2019. This progress is attributed to legal reforms promoting gender equality.
ASEAN saw an increase from 28% to 35%, driven by initiatives such as Malaysia's target of 30% female board representation.
Latin America experienced the biggest increase, with a rise of 8 percentage points.
APAC has the lowest proportion of women in senior management at 27%.

Senior Positions Held

The proportion of women in CEO/MD roles increased by 5 percentage points.
However, there was a decline in the proportion of women in CFO roles, which had traditionally been more female-represented.
HR director roles, which have historically been strong in female employment, saw a 3 percentage point decrease in female representation.
Men still dominate most senior roles, with 60% of HR director positions held by men.

Conclusion

While progress has been made toward gender parity, the pace of change remains slow. The report underscores the importance of sustained effort and tracking progress to ensure that initiatives are effective. It also highlights that creating an inclusive environment benefits all forms of diversity, not just gender. Grant Thornton is working to inspire further change by developing a roadmap to an inclusive culture in 2020, drawing on insights from global leaders and activists.

About Grant Thornton

Grant Thornton is a globally recognized professional services network, operating in over 140 countries with more than 53,000 people. It provides independent assurance, tax, and advisory services to businesses of all sizes and sectors. The firm is committed to fostering diversity and inclusion, and supporting its clients in achieving gender parity and sustainable growth.

Methodology

The report is based on data from 4,900 interviews and surveys conducted in October and November 2019, involving senior executives from mid-market businesses in 32 countries. Mid-market is defined differently in various regions, but generally refers to businesses with 50 to 499 employees in Europe, $100 million to $4 billion in revenue in the U.S., and $5 million to $500 million in revenue in China.