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schillingreport 2016 gender diversity 5 A Breakdown of Gender Diversity by Sector The various sectors of the economy have very different basic conditions for gender diversity. These conditions must be taken into account when assessing the potential of specific measures to improve the gender mix. The percentage of women in the general workforce and at the middle management level vary widely from industry to industry. The ability of a single company to build and an extensive pipeline to the top for female talent depends on these percentages. 5.1 An Overview of the Share of Women by Sector The 107 companies surveyed in this report are broken down into 11 industry clusters, facilitating both a comparison between similar companies and between sectors. Nine of 11 of the industry clusters examined include a sufficient number of companies to create a representative industry profile. The minimum number of companies per sector established for the survey was 4. Banks (23) and the manufacturing industry (20) dominated the sample. 2 companies from the energy sector took part in the survey, which was insufficient for the publication of the results. The two companies, Alpiq and BKW, stand out in this respect, as they both have a female CEO. The Proportion of Women per Hierarchical Level and Sector Percentages of Women Banking Insurance Media/ICT Professional Services Transport/ Logistics Real Estate Manufacturing Industry Life Sciences Retail/ Consumer Goods SB presidency 9% 0% 0% 0% 17 % 0% 0% 0% 0% Supervisory board 22% 19% 16% 4% 22% 13% 9% 19% 14% CEO 4% 8% 0% 0% 17% 0% 0% 0% 0% Executive board 9% 11% 10% 8% 11% 3% 4% 11% 9% Senior management 11% 13% 22% 21% 21% 19% 12% 21% 16% Middle management 20% 24% 22% 27% 18% 45% 16% 33% 23% General workforce 43% 43% 35% 50% 34% 35% 23% 38% 55% The industry cluster with the largest percentage of women in the workforce are professional services (50%) and retail/consumer goods (55%), while the lowest percentages are found in the manufacturing industry (23%). The other industries are relatively close to the average of the total sample (39%). At the middle management level, the sectors with the highest percentage of female managers are real estate, with 45%, and life sciences with 33%. The other sectors have a proportion of between 27% (professional services) and 16% (manufacturing industry). At the senior management level, the media/ICT industry cluster has the highest proportion of women, with 22%, followed by transport and logistics companies and life sciences (21% each). The sectors with the lowest proportion of women at this hierarchical level are banks, with 11%, and the manufacturing industry, with 12%. The situation on the executive boards looks a bit different: In the insurance industry, 11% of executive board members are women, while this figure is 3% in the real-estate sector. The percentage in most sectors (8%) is close to the average for all participating companies. 14 schillingreport 2016 gender diversity | A Comparison of the Gender Mix at Swiss Companies © 2016, guido schilling ag
5 A Breakdown of Gender Diversity by Sector 5.2 Percentages of Women in Individual Sectors The sectors have very divergent basic requirements regarding the proportion of women, which can be taken into account in defining diversity goals and the relevant comparative values. Therefore, it is important to take a more specific look at the starting point and the current pipeline for female talent of the individual sectors. Banking CEO EB Senior management Middle Management General workforce 4 % 9 % 11 % 20 % 43 % The survey sample of the banking industry covers 23 institutions, including major banks, several large private banks, and 9 cantonal banks. In comparison to the overall sample, the proportion of women in the workforce is higher than average at 43%, while it is below average in middle management (20%) and senior management (11%). At the participating banks, 9% of the executive board members and 4% of the CEOs are women. With 22% of supervisory board members and 9% of SB presidents being women, banks have achieved a relatively high level of gender diversity on these strategic management boards. Insurance CEO EB Senior management Middle Management General workforce 8 % 11 % 13 % 24 % 43 % More than 43% of the workforce of the insurance companies taking part in the survey are women. Thus, there is great potential to improve gender diversity at the top by developing internal talent. The proportion of women is 24% in middle management, and 13% in senior management. Both of these figures are above average in comparison to the overall sample. There is a female CEO at 8% of the insurance companies, and 11 percent of the executive board members are women. There is no female supervisory board president but women represent 19% of all board members. Media/ICT CEO EB Senior management Middle Management General workforce 0 % 10 % 22 % 22 % 35 % Media/information and communications technology companies are classified as an industry cluster because the job profiles and areas of activity of these companies are rapidly converging. At 22%, the proportion of women at the middle and senior management level in this industry cluster is high. On the executive boards, 10% of the members are women, while there are no CEOs at the participating companies. The percentages on the management level are high compared to the overall sample, especially considering that the proportion of women in the general workforce is just 35%. Women represent 16% of all supervisory board members in the media/ICT cluster, while there are no female SB presidents. schillingreport 2016 gender diversity | A Comparison of the Gender Mix at Swiss Companies © 2016, guido schilling ag 15
Page 1 and 2: schillingreport 2016 gender diversi
Page 3 and 4: Table of Contents Editorial 4 1 Exe
Page 5 and 6: 1 Executive Summary The following i
Page 7 and 8: 2 Introduction For the 11th time, g
Page 9 and 10: 4 The Gender Diversity of the Compa
Page 11 and 12: 60 4 The Gender Diversity of the Co
Page 13: 4 The Gender Diversity of the Compa
Page 17 and 18: 5 A Breakdown of Gender Diversity b
Page 19 and 20: 6 A Look at Interesting Subgroups T
Page 21 and 22: 8 Contact For questions and informa
Page 23 and 24: Space for comments and notes schill

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