Women in Leadership

Despina Kotis, Pharm.D., FASHP

“We need a new generation of leaders

– men and women – who willingly embrace their opposites.”

Tony Shwartz, blogs.hbr.org October 30, 2012 2

Satya Nadella

CEO, Microsoft

"It's not really about asking for the raise but knowing and having faith that the system will actually give you the right raises as you go along…Because that

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s good karma, It

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ll come back. Because somebody

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s going to know: That

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s the kind of person that I want to trust. That

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s the kind of person that I want to really give more responsibility to. And in the long-term efficiency, things catch up.

” Grace Hopper Celebration of Women in Computing Conference October 9, 2014 2 3

Executive Leadership

CEOs ranked top issues facing hospitals: 1.

Financial challenges 2.

Healthcare reform implementation 3.

Governmental mandates 4.

Patient safety and quality 5.

Care for the uninsured 6.

Patient satisfaction 7.

Physician-hospital relations 8.

Population health management 9.

Technology 10.

Personnel shortages 11.

Creating an accountable care organization Source: Top Issues Confronting CEOs: 2013. American College of Healthcare Executives. Retrieved February 2014. www.ache.org/pus/research/ceoissues.cfm

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Gender and Healthcare Leadership

Women continue to be under-represented at top levels of leadership.

Healthcare workforce Mid-level officer / management Executive / senior officer 54% Senior Executives 24% Hospital CEOs 18% Sources: Bureau of Labor Statistics (2011), EEOC Employer Information Report for Hospitals (2011), American Hospital Association (2010), American College of Healthcare Executives (2013). 74% 71% 6

Gender and Healthcare Leadership

• Study conducted in partnership with the Women’s Leadership Center at Kennesaw State University Coles College of Business 282 quantitative responses to online survey 157 women, 125 men in leadership levels from Director to CEO 58% secular non-profits, 21% religious non-profits, 9% government, 7% for-profits, 5% other 38% > 10,000 employees; 22% between 5,000 and 9,999 employees; 32% between 1,000 and 4,999 employees; 8% fewer than 999 employees 52% urban, 36% suburban, 12% rural 5

Career Paths

Women and men in leadership positions have different work histories and educational backgrounds.

Educational Background: All Leaders Men Women

MBA (25.4%) MD (25.5%) MBA (19.1%) MHA (14.6%) MHA (12.7%) Bachelors (5.6%) MSN (12.7%) Bachelors (10.8%) • • Among CEOs in the survey: 53% of women CEOs have nursing backgrounds. 43% of men CEOs come from general administration.

Functional Background: All Leaders Men

Medicine (35.7%) Finance (16.7%) Administration (14.3%)

Women

Nursing (43.9%) Medicine (9.6%) Finance, HR, Admin (6.4% each) 8

Career Paths

Women are more likely to be promoted internally than hired externally. Men 39.7% 60.3% Women 54.1% Internal External 45.2% 9

Career Paths

Women tend to stay at an organization longer than their male peers.

Yrs in Current Organization Yrs in Workforce Yrs in Current position Yrs in Healthcare 0 10 20 30 Mean Number of Years 40 Women Men 7

Leadership Competencies

Zenger/Folkman 11

Factors Valuable to Career Success

Women cited specific factors as more helpful to their careers than men did, including: • Leadership abilities • Involvement in professional or community organizations • Networking within their organizations • Having sponsors to endorse them • Access to flexible work practices • Support from family members 12

Challenges to Career Advancement

Women identified challenges to career advancement: • • • Lack of supportive supervisors • • Exclusion from informal networks • Lack of senior role models “like me” Inhospitable culture/biased attitudes Failure of senior leadership to help advance someone “like me” The need to prioritize family over work Men identified different challenges to career advancement: • • • Unwillingness to change organizations / companies Having an ineffective leadership style Lack of significant general or line management experience 14

Diablo Cody

Academy Award Winner for Best Screenplay, - Juno “

I

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d say that it

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s natural to be scared, and that can fuel a lot of your adventures in life. [And] there will always be people who find a strong woman off-putting. You can

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t allow them to determine your fate. You have to tune out that kind of static and just be bold, be true to who you are. I do my best work under pressure, when I

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m a little bit frightened— plus it just makes life more fun! You know, there

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s something to be said for adrenaline when you

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re tackling the unknown

” Vanity Fair, September 2014 2 13

Christine Lagarde

Managing Director of the International Monetary Fund First female Finance Minister of France 2007-2011 First female Chairman of a major global law firm “ Although I think the fact that I was a woman helped to get this job, ” she admits. “ It would have been hard [after the scandal] to give it to another French man.

” She now feels growing responsibility to embrace women ’ s issues. “ I am so often the only woman in the room and I feel I should talk about it.

” She said when she got to the IMF she found silo-thinkers, ” she explains. “ They thought that things like women ’ s contribution to the economy, or climate change, or income inequality, didn ’ t matter. But it does.

” Financial Times September 12, 2014 143 3