Diversity and Female Leaders
August 2015
Table of Content
Why diversity matters
Diversity in Telenor
Our conclusion
What have we done
Initiatives
Ambitions
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Diversity matters because it is good for business
Numerous studies show that diversity, and more specifically gender diversity, has substantial impact on
organizational performance – which makes it important for us to increase our efforts in this area
Likelihood of above-median
financial performance, by
diversity quartile*
Diversity
helps to …
Win the war for talent
Improve the quality of decision
making
Increase customer insight
Motivate employees and
increase satisfaction
Gender Diversity
Improve a company’s global
image and relevance
*Companies in the top quartile in gender diversity were 15% more likely to have financial returns above their national industry mean than their peers
SOURCE: McKinsey; Diversity Matters
Diversity is about ethnical background, gender and
competence in Telenor
• Target of 25% Female Executives to 2016
• Study during 2014 with the purpose is to get an insight about the
Female Leaders in Telenor
• Input to the study came from:
–
–
–
–
external research
facts and figures in Telenor
surveys
interviews with more than 50 Telenor managers representing all regions and
several disciplines
• There are two main reasons why the numbers look like they do:
–
–
Lack of focus
The role of women in the families and in the society where we operate
• Other factors that influence the numbers were; company culture,
sponsorship, mobility, talent pipeline, the industry and education
In Telenor we have to look at diversity from a global
perspective
Country
Employees*
Norway
6209
Sweden
2083
Denmark
2022
Hungary
1169
Bulgaria
2020
Serbia
1403
Montenegro
Thailand
4717
Malaysia
2133
Bangladesh
4722
Pakistan
4641
India
3318
Myanmar
* Total – per 31.12.2014
5
317
367
The number of female leaders vary from level to level in
the organisation
% of Female Leaders
40%
35%
30%
25%
20%
15%
10%
5%
0%
Telenor Board Group Exe
Mgmt
BU Mgmt
Teams+ASA
35% of the total workforce are females
6
CXO-1
CXO-2
All Managers
Group Executive Managment (GEM), concluded;
«We believe there is a business
opportunity for us to become more
gender diversified as a company and
to make diversity a competitive
advantage”
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What have we done so far
• Increased awareness, knowledge and accountability
• Four new female CXO’s appointed before summer
• Grameenphone has launched the first Women Professionals Network in Bangladesh
• Pakistan has set a target for recruitments of 60% women
• Sweden has set a target of 30% female managers in their reorganization
• Digi in Malaysia has met the Prime Minister about female board representation
• Uninor in India has started a cultural journey for increased awareness
• Development programs
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–
Student Woman Leadership Program (WLP - 25 top performing Norwegian students)
–
Trainee program (50% females)
–
Participants in NHOs Female Future and McK ”Women up Program”
–
Set target of 40% females in our Academy Leadership Programmes
Group Units
A journey towards increased mobility, diversity and multicultural teams
25% non Scandinavian
vs. 4% in 2011*
30.0 %
25.0 %
20.0 %
15.0 %
Jan 11
May
Sep
Jan 12
May
Sep
Jan 13
May
Sep
Jan 14
May
Sep
Jan 15
10.0 %
*Representing 26 different nationalities
*28 on virtual contracts working from a BU for Group Units
Development of Group Units
employees located in countries
outside Norway
High turnover drives a dynamic
culture and nurtures change
25%
100.0
80.0
60.0
Total
15%
Internal
External
Eur
10%
20.0
Asia
5%
Retire
0%
Shaping
Q113
Q213
Q313
Q413
Q114
Q214
Q314
Q414
Q115
40.0
0.0
9
20%
Mobility
In Telenor we are commited to a set of initiatives to drive
diversity
• Establish commitment from the top
• Support to Business Units with effective diversity roadmaps
• Develop Employer Brand and Communication plan around diversity
• Establish an effective and sustainable female network and platform
• Improve HR processes and policy to support diversity
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The ambition for 2020 is set; 30% women in senior
executive positions world wide
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