Join Women of the Vine & Spirits for a Live Webinar:

2019 Women of the Workplace Study with Special Guest,

McKinsey & Company

Tuesday, January 7
10:00am PST / 1:00pm EST

Hosted by Nicole Robinson, Ph.D., McKinsey & Company

• Diversity and inclusion are increasingly a top priority for companies seeking an edge to outperform competitors. This presentation will include the 2019 Women in the Workplace study findings, including insights into the robust food and beverage industry benchmark. This continues to be the largest comprehensive study of the state of women in corporate America. Since 2015, LeanIn.Org and McKinsey & Company have published this report annually to give companies and employees the information they need to advance women and improve gender diversity within their organizations.
• Key findings from 2019 include signs of positive momentum and some continued challenges:
  • Companies have focused on representation in leadership, and it’s paying off. Women’s representation in the C-suite has increased by 24% over the past five years. Forty-five percent of companies have three or more women in the C-suite compared to less than 30 percent in 2015. Representation of women in SVP and VP positions has also increased.
  • The biggest obstacle that women face is the first step up to manager, or “broken rung.”  For every 100 entry-level men promoted and hired to first-level manager, only 72 women were promoted and hired. The numbers are even starker for women of color. Yet few companies are aware of this ‘broken rung’ in the corporate ladder.
  • Fairness and opportunity are must-haves for all employees. Those who experience a fair and opportunity-filled workplace are three times more likely to report being happy, three times more likely to seek a promotion, and three times less likely to leave a company. 
  • There is no one story of women in the workplace. Women of color, lesbian and bisexual women, and women with disabilities are having distinct—and by and large worse—experiences than women overall. It is important for companies to directly address the unique challenges that these different groups of women face.
  • To accelerate progress, companies need to treat gender diversity like the business priority it is. This starts with taking concrete actions like sharing gender diversity metrics and setting targets. It also means holding leaders accountable for making progress and educating employees, so they are equipped to challenge gender bias when they see it. What employees think matters: when employees say their company prioritizes gender diversity, they are 40 percent more likely to report job satisfaction than employees who don’t—and this is equally true for women and men.

There is a two part registration process.