Gender Equality Seminar From Concept to Reality Friday

Gender Equality Seminar From Concept to Reality Friday, Jan 19, 2007 HK Eddie Ng Chairman of International Committee, HKIHRM Research Data provided by ISR PROVIDING INSIGHT WORL eddiehk@netvigator. com D W I D E © 2005 by ISR (a trade name of International Survey Research LLC)

Perception and Reality Major Heading SNP GHPN HK Work Life Balance 69 50 60 Equal Opportunity 64 78 74 60 86 Job Satisfaction • War for talent 66 • Opportunity cost of not address the subject • Competitiveness • Human Capital Management 1 © 2005 by ISR

Gaps Favor Male Senior Managers: Strategic Direction, Leadership, Empowerment Global Sr. Mgmt Norm Gap Global HP Sr. Mgmt Norm Gap Leadershi p Accomplishing Goals Efficiently Empowerme nt to Take Action 12* 3* Sufficiently informed about company plans 11* 2 8* 8* 14* 8* Management trusts the judgment of people at my level 7* -1 I understand the goals & objectives of company as a whole 6* 5* My department operates efficiently 3* 5* Most of the time it is safe to speak up in the company Understandi ng Strategic Plans & Direction Mgmt provides clear sense of direction 8* 5* Innovative ideas can fail without penalty 8* 8* 6* 13* Top management states objectives clearly Decisions mgmt makes are fair I have the opportunity for input before changes are made * Indicates statistically significant gap ( p ≤. 05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. 2 © 2005 by ISR Male Female

Gaps Favor Male Senior Managers: Compensation, Diversity, Competitiveness Global Sr. Mgmt Norm Sufficient staff in my department to handle workload Global HP Sr. Mgmt Norm Gap Accepting of Diversity Competitivene ss of Company 13* Work is distributed fairly in my department 12* 9* n/a Company is doing well matching pay to performance 6* 1 Pay is as good or better than other companies 1 -2 For the work I do, I am very much underpaid Compensatio n for Performance 9* Compared with others working here, I am paid fairly Distribution of Responsibility -2 1 Work environment is accepting of gender differences 10* 3* Management supports diversity in the workplace 6* 5* Compared with competitors, better on quality of products 7* 5* Compared with competitors, better at responding to changes in the market 12* 10* * Indicates statistically significant gap ( p ≤. 05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. 3 © 2005 by ISR Male Female

Gaps Favor Male Senior Managers: General Consistency across Sectors Global Financial Services Sr. Mgmt Norm Global Manufacturing Sr. Mgmt Norm Gap Leadershi p Accomplishing Goals Efficiently 16* 8* Mgmt provides clear sense of direction 13* 8* 4 14* Decisions management make are fair Understandi ng Strategic Plans & Direction Top management states objectives clearly 12* 2 Management trusts the judgment of people at my level -3 10* I understand the goals and objectives of the company as a whole 7* 11* My department operates efficiently 4* 6* 10* 8* I have sufficient authority to do my job well -1 9* I have the opportunity for input before changes are made 5* 5 Sufficiently informed about company plans Most of the time it is safe to speak up in the company Empowerme nt to Take Action * Indicates statistically significant gap ( p ≤. 05) ** Note: Positive gaps indicate more favorable response for sr. male managers and negative gaps indicate more favorable response for female sr. managers. 4 © 2005 by ISR Male Female

Top Predictors of Employee Commitment: Gender Differences among Junior Managers Category Female Junior Managers Male Junior Managers Empowerment 23. 8% 17. 5% Supervision 19. 0% 5. 0% Career Pathing 9. 5% 0. 0% Stress, Balance, Workload 9. 5% 2. 5% Leadership 4. 8% 27. 5% Working Relationships 4. 8% 0. 0% Customer Quality Focus 4. 8% 0. 0% Strategic Direction 4. 8% 0. 0% Reward 4. 8% 17. 5% 0. 0% 15. 0% Image 5 © 2005 by ISR

Top Predictors of Employee Commitment: Gender Differences among Senior Managers Category Female Senior Managers Male Senior Managers Leadership 23. 8% 26. 0% Working Relationships 14. 3% 3. 2% Empowerment 9. 5% 6. 5% Career Pathing 9. 5% 19. 4% Supervision 9. 5% 12. 9% Customer Quality Focus 9. 5% 3. 2% Communication 9. 5% 3. 2% Strategic Direction 4. 8% 6. 5% Reward 0. 0% 9. 7% Stress, Balance, & Workload 0. 0% 6. 5% 6 © 2005 by ISR

Female and Male Senior Executives Report Different Perceptions Regarding Key Workplace Operating Factors • Understanding Company Strategic Plans & Direction • Leadership • Accomplishing Goals Efficiently • Empowerment To Take Action • Distribution Of Responsibility • Compensation For Performance • Acceptance Of Diversity • Competitiveness Of Company 7 © 2005 by ISR

Female and Male Senior Executives Report Different Perceptions Regarding Key Workplace Operating Factors • Understanding Company Strategic Plans & Direction Live Corporate initiatives • Leadership • Accomplishing Goals Efficiently • Empowerment To Take Action • Distribution Of Responsibility • Compensation For Performance • Acceptance Of Diversity • Competitiveness Of Company 8 © 2005 by ISR Corporate values Recruitment policies AWPB training for all Hiring managers Mentoring Diversity Council In-house EOO officer

Thanks 9 © 2005 by ISR