Good for women.
Good for business.
We need to leverage inclusivity to drive competitive advantage.
Corporates with more than a quarter of women on their executive committee saw a profit margin of 16% - more than 10 times higher than those with no female board members, so why are women leaving the workforce at record rates?
The evidence is clear: gender equity at work is not just good for women, it’s good for business. It’s also good for society and culture at large.
Tackling barriers at all critical life and health stages - from menstruation to menopause - the WIW Summit will gather divergent perspectives, case studies and cross-industry thinkers to constructively explore how businesses can attract and retain female employees, particularly throughout important life stages.
Women, and particularly women of colour, are leaving the workforce at a record rate, and yet all the evidence is that a diverse workforce is better.
Retaining high-performing talent is now a business imperative AND a competitive advantage.
Why do we need to do this?
-
At a macro level, potential economic gains across the OECD from an increase in women in employment amount to a gross domestic product (GDP) increase of more than US$6 trillion per year. (PwC, 2022)
-
At a micro level, companies with senior-level diversity and particularly intersectionality also do better. McKinsey research shows companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the bottom, while companies with more than 30% female executives were more likely to outperform companies that don't.
Diverse companies also earn 2.5 x higher cash flow per employee and inclusive teams are up to 35% more productive.
-
Women leaders are leaving at the fastest rate for 10 years (McKinsey, 2022). Women in tech, especially, could see drop-out rates of up to 70% (Accenture)
Maximum output.
This is not another talking-shop. Expect clear take-aways:
WIW Summit will provide you with actionable takeaways that will make you feel bolder and more confident about embedding policies, benefits and practices that positively impact women at all critical life stages: from menstruation to menopause.
-
Make a powerful, succinct and evidence-based business case for investment into female-focused initiatives and programmes
-
Translate clinical, legal and societal research into the language of the board and business.
-
Create sustainable allies with the C-Suite and senior leaders; who will advance and advocate for women at work.
-
Move from awareness, to implementation to outcomes: overcome hurdles, dissent, cynicism and other barriers.
-
Measure what matters to prove results: hear from those who have been there, done that on what works and what doesn’t in rapid-fire case studies.
A note on inclusivity: We are aware that many of the health issues explored at WIW Summits do not only impact cis women. Whilst women may be in the majority, trans-men, non-binary people and anyone who menstruates can be impacted by these topics. These events are dedicated to being as inclusive as possible and our programmes and support network are available to anyone affected - regardless of their gender identity.
In good company
Who you will meet and who should attend:
-
The C-suite, senior leadership teams, business unit directors at all size and scale organisations
-
HR, compensation, people, culture, talent, rewards and benefits, DE&I, wellbeing at all size and scale organisations.
-
Those with an interest or specialty in women in the workplace including consultants, vendors, law firms, start-ups and services.
Women in Work Round Table - Davos 2024
The Women in Work Breakfast Round Table in Davos 2024 was a fabulous convergence of minds and strategies aimed at fostering empowerment and equity. The Event was a dynamic exchange of ideas and a collective commitment to driving tangible progress in various spheres.
Unveiling the economic opportunity: A trillion-dollar potential
Mariella Frostrup brought attention to a staggering potential - a $1 trillion opportunity to close the women's health gap. The implications of such a goal extend beyond economic gains, promising improved lives and strengthened economies.
Points for progress
A framework for tangible progress was discussed and we can’t wait to take stock of that progress same time, same place, next year:
Lead with financials and data to show the opportunity.
Share your policies so we can learn from one another.
Measure impact, not workload, to allow for flexible working.
Bring men to the table to make work work for all.
Be mindful of intersectionality so we advocate for all, when we advocate for one.
Greater equity in financial planning.
A heartfelt thank you goes to CNBC Universal for their invitation to bring the mission to Davos and of course to Mount Sinai for their continued support.
