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
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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’s good karma, It’ll come back. Because
somebody’s going to know: That’s the kind of person that I want to
trust. That’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
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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
74%
Mid-level officer / management
71%
Executive / senior officer
Senior Executives
Hospital CEOs
54%
24%
18%
Sources: Bureau of Labor Statistics (2011), EEOC Employer Information Report for Hospitals (2011), American Hospital Association (2010),
American College of Healthcare Executives (2013).
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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
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Career Paths
Women and men in leadership positions have different work histories and educational backgrounds.
Educational Background: All Leaders
Functional Background: All Leaders
Men
Women
Men
Women
MBA (25.4%)
MBA (19.1%)
Medicine (35.7%)
Nursing (43.9%)
MD (25.5%)
MHA (14.6%)
Finance (16.7%)
Medicine (9.6%)
MHA (12.7%)
MSN (12.7%)
Administration (14.3%)
Bachelors (5.6%)
Bachelors (10.8%)
Finance, HR, Admin
(6.4% each)
Among CEOs in the survey:
• 53% of women CEOs have nursing backgrounds.
• 43% of men CEOs come from general administration.
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Career Paths
Women are more likely to be promoted internally than hired externally.
Men
Women
39.7%
60.3%
54.1%
Internal
45.2%
External
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Career Paths
Women tend to stay at an organization longer than their male peers.
Yrs in Current Organization
Yrs in Workforce
Women
Yrs in Current position
Men
Yrs in Healthcare
0
10
20
30
40
Mean Number of Years
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Leadership Competencies
Zenger/Folkman
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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
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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
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Diablo Cody
Academy Award Winner for Best Screenplay, - Juno
“I’d say that it’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’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’m a little bit frightened—
plus it just makes life more fun! You know, there’s something to be said
for adrenaline when you’re tackling the unknown”
Vanity Fair, September 2014
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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
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