Women Matter Africa - EVE · 2017-12-20 · Leadership skill-building Flexible working hours Networking programs Targets to boost women’s representation Initiatives to address attitudes

EVE Program in Africa

December 12, 2017

CONFIDENTIAL AND PROPRIETARY

Any use of this material without specific permission of McKinsey & Company is strictly prohibited

Women Matter Africa:

Making gender diversity a

reality

McKinsey & Company | 1

Africa has made encouraging progress but still has a long way to go to

achieve gender equality

▪ There is a strong business case for greater

gender diversity at the top: Companies with

more senior women are more profitable – by

as much as 20%

1

▪ Numbers, it seems, do not necessarily equal

influence. The few that make it to the top tends

to hold less powerful positions

2

▪ There are significant, proven and practical

learnings on how to open the way for many

more women to get to the top

3

McKinsey & Company | 2 McKinsey & Company |

There is a business case of increasing gender diversity in leadership

0

9

18

31

-17

-6

2

20

Quartile 4 Quartile 2 Quartile 1 Quartile 3

EBIT margin deviation from industry average

Women’s representation on boards Percent

1


Women in leadership can impact the way decisions are made 1

“Introducing more women at leadership level simply

introduces broader perspectives and new ways to manage

problems. Diversity is key for a successful organisation. It also

allows companies and public entities to tap into the entire talent

pool rather than deprive themselves of half of it.”

- Conglomerate executive and private sector representative, Morocco


Percent

Africa has more women at the top than world averages, but only 5%

make it to CEO

Women board members Women ExCo members Women CEOs2

15

18

26

18

23

Afr

ica

La

t A

m

US

Asia

EU

Ø 20

17

6

18

10

14

EU

Ø 13

US

La

t A

m

Afr

ica

Asia

5

234

5

La

t A

m

Afr

ica

Ø 4

US

EU

Asia

1


There is also a lot of variation by industry

SOURCE: McKinsey & Company, Women Matter Africa survey data, 2015

39

33

30

29

28

22

9

29

61

67

70

71

72

78

91

71

100%

Heavy industry5

Average

Consumer goods and retail

Financial and professional services3

Global energy and materials

Transportation, logistics, and tourism4

Health care and pharmaceuticals

ICT

Percent

Total number of companies in sample = 55. Total number of employees in sample = 201,653. These are the 55 companies that responded to McKinsey’s

organizational survey; they are not the same 55 used for the analysis of EBIT margins

1 ExCo level or direct reports; 2 2014; 3 Auditing, consulting, real estate; 4 Air, road, and rail passenger transport, freight and mail handling, tourism and

hospitality agencies; 5 Construction, heavy equipment, and automotive manufacturing

Men Women

1


Every 4th minister or parliamentarian is now a women – but these

numbers still need to double to achieve equality

24

19

16

13

2005 2000 2010

approx. x 2

2014

Proportion women parliamentarians in

Africa1

22

4

1980

x 5

2014

Proportion of women cabinet ministers in Africa

Percent

1


And of course when we talk Africa, there is a lot of regional variation

Women’s representation in parliament in

Africa by region

Women’s representation in cabinet in Africa by

region1

Percent

18

2325

35

Southern East

Africa

average

= 24

North West

12

18

23

32

Africa

average

= 22

North West East Southern

1


Numbers do not necessarily equal influence

56

Line roles

Staff roles

44

2

Proportion of senior women in line1 vs staff roles

Percent


It’s a similar story in Government – and it’s worth noting that it hasn’t

changed significantly in the past 25 years

52 51

22 26

16 14

6 5Defence and Foreign Affairs

Social welfare

Treasury and Infrastructure

Administrative

Law and Order

2005-2015

100

4

1980-2005

100

4

Percent

2


Organisations are not taking gender diversity seriously enough 3

25

13

9

22

31Extremely important

Important

Limited importance

Quite important

Not important We have not discussed it or we

are not sure”

We have discussed it in senior

level meetings”

We have implemented several

new policies”

It’s a ExCo top priority”

It’s a top CEO priority”

Response as a percentage of total, 2015

Percent


The fact base is important – women are outnumbered by men at every

stage of the African corporate pipeline

Percent

Africa average

Africa top quartile

companies4

China average

US average

Non-

management

Middle

management1

Senior

management

Total

leakage3

p.p.

47 40 29 18

53 55 46 7

53 21 6 47

45 39 25 20

3

McKinsey & Company | 12 SOURCE: McKinsey & Company, Women Matter Africa survey data, 2015; McKinsey & Company, Women in the

Workplace, 2015

Women’s vs men’s share of workforce and promotions1

Percent

1 Total number of companies in sample = 55. Total number of employees in sample = 201,653. These are the 55 companies that responded to

McKinsey’s organisational survey; they are not the same 55 used for the analysis of EBIT margins

4536

5564

Women

Men

100

Share of promotions Share of workforce

100

Women account for disproportionately fewer promotions 3


1

2

3

4

What can organisations do to drive gender diversity? 3

Make gender diversity a top CEO and board priority

Anchor gender diversity strategies in a compelling business case

Confront limiting attitudes toward women in the workplace

Implement a fact-based transformation strategy


Women Matter Africa Report – available online

EVE Program in Africa

December 12, 2017

CONFIDENTIAL AND PROPRIETARY

Any use of this material without specific permission of McKinsey & Company is strictly prohibited

Women Matter Africa:

Making gender diversity a

reality


Organisations do not understand all the barriers that women face

4

1212

1515

38

42

2425

29

15

27

40

29

Tendency of

many women

to network

less effectively

than men

Cultural or social

expectation that

women will not

work

continuously

Absence of

female role

models

Public policies

or services

not conducive

to women

becoming

leaders

Anytime,

anywhere

performance

model

Double burden

syndrome

Attitude toward

women in the

workplace

SOURCE: McKinsey & Company, Women Matter Africa survey and interview data, 2015

What women leaders say What organization representatives say

Total number of companies in sample = 55. These are the 55 companies that responded to McKinsey’s organizational survey; they are not the same 55

companies used for the analysis of EBIT margins. Women leaders refer to the 34 women leaders interviewed

Percent


Some initiatives seem more successful than others in increasing gender

diversity at leadership levels

151616

2525

2931

35

42

9

17

2626

17

35

43

2626

Improved

maternity

leave

Formal

mentoring

Infrastructure Working

from home

Leadership

skill-building

Flexible

working

hours

Networking

programs

Targets to

boost

women’s

representation

Initiatives

to address

attitudes

toward

women

Companies with above average share of women leaders

All companies in survey

SOURCE: McKinsey & Company, Women Matter Africa survey data, 2015

Total number of companies in sample = 55. These are the 55 companies that responded to McKinsey’s organizational survey; they are not the same 55

companies used for the analysis of EBIT margins

Percent

Documents

Women Matter Africa - EVE · 2017-12-20 · Leadership skill-building Flexible working hours Networking programs Targets to boost women’s representation Initiatives to address attitudes