Women Represent Majority of Healthcare Buying Decisions and Workforce but Few Make it to C-Suite According to Oliver Wyman
08 1월 2019 - 12:00AM
Business Wire
New Report Identifies 5 Unintended
Leadership Barriers and Provides Path Forward
In US healthcare, women make 80 percent of buying and usage
decisions and represent 65 percent of the workforce – a relatively
high number compared to other industries. However, they are not
progressing to the C-suite, making up only 13 percent of chief
executive officers (CEOs), according to a new Oliver Wyman report,
titled Women in Healthcare Leadership.
“Healthcare, unlike other industries, does not have a ‘women in
healthcare’ problem, but a ‘women in healthcare leadership’
problem,” said Terry Stone, Health & Life Sciences managing
partner, Oliver Wyman. “How can the industry move towards becoming
more consumer-oriented when it lacks a leadership team that
reflects and relates to those making the most decisions?”
What’s Holding Women Back
The report found it is much harder for women to achieve the same
level of implicit trust in male-dominated workplaces. The closer
women get to the top, the less diversity exists, and the more
dominant male perceptions and unintentional biases become.
When women do make it to roles reporting to the CEO, they tend
to serve as technical experts (such as Chief Human Resources
Officer, Chief Legal Officer, or Chief Information Officer) where
technical expertise potentially supersedes more intangible
qualities such as leadership. In fact, the report found 65 percent
of women in C-suite healthcare positions fill technical or
influencer roles.
Additional key findings:
- Path to CEO – The path to CEO
for women in healthcare takes an average of 3.5 years longer than
for men.
- Beyond the Perfect Resume –
Organizations with at least 40 percent of their C-suite positions
held by women, had talent and promotion approaches that prioritized
ability and potential above a perfect resume.
- Problem Solver’s Dilemma – Women
often build credibility early on as problem solvers. However, this
can unintentionally backfire if the perception becomes they are not
strategic and are pigeonholed into executional, not strategic,
roles.
- Debunking the Myth: It’s Not About
Confidence – The confidence gap and imposter syndrome are often
cited as part of what may be holding women back in business.
However, the report found this was not true among the women
interviewed. Rather, they appear to have different views on what it
means to be competent.
- Results: They Don’t Just Speak for
Themselves – Women interviewed overwhelmingly felt “results
speak for themselves.” However, when women over-rely on results, it
unintentionally causes women to be less top-of-mind for promotions.
Results are important, but leadership is broader than a result and
the way results are achieved is also important.
The Path Forward
The report concludes with suggestions on ways to move forward
and identified three steps companies can take to close the C-suite
gap:
- Be bold. Step up your organization’s
commitment to the challenge.
- Purposefully balance the uneven playing
field when it comes to sponsorship and mentoring.
- Explicitly address misperceptions.
Change the behaviors that go along with them. Build new
habits.
Specifically the report noted these suggestions for driving
change 1) focus less on a woman’s career path and more on her
potential to thrive; 2) have a greater awareness of unintended
perceptions and; 3) both men and women need to be aware of
unconscious behaviors and biases they perpetuate and; 4) promote a
shared sense of ownership and collaboration regarding promotion
decisions to drive diversity efforts.
About the report
The report identified and developed profiles of more than 3,000
C-suite executives and board members across US-based health
insurers and health systems and physician groups to understand what
is driving the gap at the top – despite a much more robust pipeline
of qualified women than other industries. The career paths of 112
CEOs were analyzed in traditional healthcare organizations.
Additionally, more than 75 men and women in the industry – from
directors to CEOs – were interviewed to understand the visible and
invisible dynamics women face.
About Oliver Wyman
Oliver Wyman is a global leader in management consulting. With
offices in 50+ cities across nearly 30 counties, Oliver Wyman
combines deep industry knowledge with specialized expertise in
strategy, operations, risk management, and organization
transformation. The firm has more than 5,000 professionals around
the world who work with clients to optimize their business, improve
their operations and risk profile, and accelerate their
organizational performance to seize the most attractive
opportunities. Oliver Wyman is a wholly owned subsidiary of Marsh
& McLennan Companies [NYSE: MMC]. For more information, visit
www.oliverwyman.com. Follow Oliver Wyman on Twitter
@OliverWyman.
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Media Contact:Francine MinadeoOLIVER WYMANDirect:
+212-345-6417Francine.Minadeo@oliverwyman.com
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