Moving mind-sets on gender diversity: McKinsey Global Survey results

Female executives are ambitious and sure of their own abilities to become top managers, though they are much less confident that their companies’ cultures can support their rise. In our latest survey on gender and workplace diversity,1 the results indicate that collective, cultural factors at work are more than twice as likely as individual factors to link to women’s confidence that they can reach top management.

According to our previous surveys on the topic and our 2012 analysis of more than 230 European companies,2 many organizations are implementing measures to increase gender diversity within their management teams. Indeed, majorities of executives have said in earlier research that their companies had implemented at least one measure to recruit, retain, promote, and develop women—yet few companies have seen notable improvements as a result. The 2013 results confirm that, beyond specific actions, culture has a critical role to play in either supporting or hindering efforts to advance diversity.

The responses suggest that mind-sets and company culture are significant in affecting women’s confidence to achieve their career goals; they also highlight the particular aspects of corporate culture that make it most difficult for women to reach the top. Yet there is still a notable gap in how men and women regard the gender-diversity problem. Men are much more likely than women to disagree that female executives face more difficulties in reaching top management, and men see less value in the diversity initiatives that can correct the gender imbalance.

via Moving mind-sets on gender diversity: McKinsey Global Survey results | McKinsey & Company.


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