Over the past decades, research has shown that diversification and integration are competitive differentiators that are beneficial to companies in the long run. A
study on heterogeneity conducted in 2018 by McKinsey & Company
highlights that:
“Companies placed in the top quartile of gender diversity were 15 percent more likely to have financial returns above the national average for their industry. Companies placed in the top quartile of racial/ethnic diversity were 35 percent more likely to have financial returns above the national average for their industry.”
More diverse organizations are better able to obtain top talent and strengthen customer relationships, employee engagement and decision making, thus contributing to increased returns. As companies strive toward diversified leadership, they become more successful.
Recognizing this reality, most international companies take initiatives in these terms. After decades of progress toward gender equality in business and society, a problematic gap still exists. As highlighted in this
December 2019 Forbes article
, between 1970 and 1990, women progressively assumed corporate management roles rapidly and steadily. However, there has been essentially no further progress since then. As they concluded
LeanIn.org
and McKinsey in their 2018 report on women in the workplace, “Progress is not only slow, but stalling.”
Women in the field of engineering
In a century when they have become increasingly relevant in the medical, legal and corporate sectors, women still represent a minority in the science and engineering professions. Particularly in the field of engineering, they go to the issue of social barriers.
The Society of Women Engineers (SWE) is a nonprofit organization committed to advancing women in the field of engineering. Since 1950, she has carried out research that paints a very significant picture of the condition of women in this field.
In 2018, the
research results
showed that:
- 13% of engineers are women
- 20 percent of bachelor’s degrees in engineering and computer science are earned by women
- More than 32 percent of women drop out of STEM degree programs in college
- only 30 percent of women with bachelor’s degrees in engineering are working in the same field after 20 years
Peer W in support of integration and heterogeneity
As an international engineering company and a leader in motion and control technologies, Parker has taken additional measures to support inclusion within the organization.
Based on an initiative to promote internal diversification, Parker unveiled its first corporate resource group to enable changes in representation and the inclusion of women in the company’s workforce. Named Peer W, the group supports the recruitment, development and retention of women at Parker.
“We possess a greater awareness of our employee demographics to match the markets in which we operate. We offer a constructive dialogue on inclusion and a strong recognition of the value of a globally diverse workforce.”
Robin Davenport, vice president of Corporate Finance and president of Peer W.
The mission of Peer W
Peer W’s mission is to cultivate the professional success of women by developing awareness, education and visibility in Parker. Peer W provides resources and support for women in all roles within the company. In support of an inclusive environment, corporate resource groups provide team members with opportunities for training, engagement with business leaders and professional growth.
Major expansion after launch in Ohio
The Peer W corporate resource group was initially launched at Parker’s headquarters in Cleveland, Ohio. In addition to Peer W’s centralized leadership for all Parker’s operational groups, secondary sections and centers have been established at the territory level to host events and programs dedicated to Parker team members.
A center was established first in northern Ohio, followed by three others in southern California, Germany, and northern European countries. Each presents activities at the smaller sections.
Empowering women in Parker in 2020 and the years to come
Now well established, the Peer W corporate resource group is expanding into new geographies with original offerings for team members, including developing and hiring more women into the company. Expansion areas have been developed for:
- United States with land development in Chicago and Ohio
- Canada
- Asia Pacific
- Europe with new centers in Poland, France and the United Kingdom
Everyone contributes to the success
Each center hosts a significant launch event, followed by quarterly events and monthly small-scale meetings organized in local sections. Quarterly events can attract more than 100 Parker team members informed by leaders inside and outside the company, as well as the network made up of other team members.
While Peer W focuses on women, all team members within the organization are invited to support the initiative. Having strong allies within the organization helps promote the success of Peer W, and everyone is invited to participate in events and activities. All are needed to make an impactful cultural change.
The introduction of mentoring circles
Mentoring circles will be introduced this year to enhance professional and personal success. Rather than repurposing the traditional one-on-one mentor-learner relationship, circles connect small groups of team members to generate more ideas, share information, foster relationships and consider women’s perspectives in business activities.
Our northern geographic area introduced its first three mentoring circles with a total of 25 trainees. In the United States, 25 circles are being launched in nine geographical areas. Shortly after the introduction of face-to-face circles, 20 virtual circles at 90 Parker locations will be introduced.
Outside the company, Peer W members represent Parker at professional associations, job fairs and
recruitment awareness activities
that make the company an attractive career choice for women who want to grow professionally.
Wealth of resources
One of the goals of Peer W is for women to come in contact with multiple resources, people and other related organizations to gain leadership, growth, development and experience in the field. The Diversity Best Practices website presents a list of women’s organizations you need to know about:
Women’s Organizations You Need to Know.
External organizations that are a resource for Peer W:
- Society of Women Engineers
- LeanIn.org
- Institute for Women’s Leadership
- TED Talks
- International Women’s Day
International Women’s Day
Globally, Peer W members are eager to expand recognition of International Women’s Day. This year, on Friday, March 6, the facilities will observe International Women’s Day, which will be held on Sunday, March 8, by hosting staff recruitment events, speakers, photo booths and other Peer W. Support activities. This year’s theme is “Each for Equal” where an equal world is possible. Join Parker and Peer W in celebrating this day.
This post was provided by the Global Steering Team of Peer W within Parker Hannifin Corporation.
Parker Supports STEM Challenge Mission to an Alien Planet with FIRST Robotics.
Students Get Hands-on Manufacturing Experience on Germany’s Girls’ Day
Parker’s 2018 Sustainability Report Highlights Commitment to Social Responsibility
Defining Our Unique Contribution to the World
Over the past decades, research has shown that diversification and integration are competitive differentiators that are beneficial to companies in the long run. A study on heterogeneity conducted in 2018 by McKinsey & Company shows that:
“Companies placed in the top quartile of gender diversity were 15 percent more likely to have financial returns above the national average for their industry. Companies placed in the top quartile of racial/ethnic diversity were 35 percent more likely to have financial returns above the national average for their industry.”
More diverse organizations are better able to obtain top talent and strengthen customer relationships, employee engagement and decision making, thus contributing to increased returns. As companies strive toward diversified leadership, they become more successful.
Recognizing this reality, most international companies take initiatives in these terms. After decades of progress toward gender equality in business and society, a problematic gap still exists. As highlighted in this December 2019 Forbes article, between 1970 and 1990, women progressively assumed corporate management roles rapidly and steadily. However, there has been essentially no further progress since then. As LeanIn.org and McKinsey concluded in their 2018 report on women in the workplace, “Progress is not only slow, but stalling.”
Women in the field of engineering
In a century when they have become increasingly relevant in the medical, legal and corporate sectors, women still represent a minority in the science and engineering professions. Particularly in the field of engineering, they go to the issue of social barriers.
The Society of Women Engineers (SWE) is a nonprofit organization committed to advancing women in the field of engineering. Since 1950, she has carried out research that paints a very significant picture of the condition of women in this field.
In 2018, research results showed that:
13% of engineers are women
20 percent of bachelor’s degrees in engineering and computer science are earned by women
More than 32 percent of women drop out of STEM degree programs in college
only 30 percent of women with bachelor’s degrees in engineering are working in the same field after 20 years
Peer W in support of integration and heterogeneity
As an international engineering company and a leader in motion and control technologies, Parker has taken additional measures to support inclusion within the organization.
Based on an initiative to promote internal diversification, Parker unveiled its first corporate resource group to enable changes in representation and the inclusion of women in the company’s workforce. Named Peer W, the group supports the recruitment, development and retention of women at Parker.
“We possess a greater awareness of our employee demographics to match the markets in which we operate. We offer a constructive dialogue on inclusion and a strong recognition of the value of a globally diverse workforce.”
Robin Davenport, vice president of Corporate Finance and president of Peer W.
The mission of Peer W
Peer W’s mission is to cultivate the professional success of women by developing awareness, education and visibility in Parker. Peer W provides resources and support for women in all roles within the company. In support of an inclusive environment, corporate resource groups provide team members with opportunities for training, engagement with business leaders and professional growth.
Major expansion after launch in Ohio
The Peer W corporate resource group was initially launched at Parker’s headquarters in Cleveland, Ohio. In addition to Peer W’s centralized leadership for all Parker’s operational groups, sections and sub-centers have been established at the territory level to host events and programs dedicated to Parker team members.
A center was established first in northern Ohio, followed by three others in southern California, Germany and northern European countries. Each presents activities at the smaller sections.
Empowering women in Parker in 2020 and the years to come
Now well established, the Peer W corporate resource group is expanding into new geographies with original offerings for team members, including developing and hiring more women into the company. Expansion areas have been developed for:
United States with land development in Chicago and Ohio
Canada
Asia Pacific
Europe with new centers in Poland, France and the United Kingdom
Everyone contributes to the success
Each center hosts a significant launch event, followed by quarterly events and monthly small-scale meetings organized in local sections. Quarterly events can attract more than 100 Parker team members informed by leaders inside and outside the company, as well as the network made up of other team members.
While Peer W focuses on women, all team members within the organization are invited to support the initiative. Having strong allies within the organization helps promote the success of Peer W, and everyone is invited to participate in events and activities. All are needed to make an impactful cultural change.
The introduction of mentoring circles
Mentoring circles will be introduced this year to enhance professional and personal success. Rather than repurposing the traditional one-on-one mentor-learner relationship, circles connect small groups of team members to generate more ideas, share information, foster relationships and consider women’s perspectives in business activities.
Our northern geographic area introduced its first three mentoring circles with a total of 25 trainees. In the United States, 25 circles are being launched in nine geographical areas. Shortly after the introduction of face-to-face circles, 20 virtual circles at 90 Parker locations will be introduced.
Outside the company, Peer W members represent Parker at professional associations, job fairs, and recruitment outreach activities that make the company an attractive career choice for women who want to grow professionally.
Wealth of resources
One of the goals of Peer W is for women to come in contact with multiple resources, people and other related organizations to gain leadership, growth, development and experience in the field. The Diversity Best Practices website presents a list of women’s organizations you need to know: Women’s Organizations You Need to Know.
External organizations that are a resource for Peer W:
Society of Women Engineers
LeanIn.org
Institute for Women’s Leadership
TED Talks
International Women’s Day
International Women’s Day
Globally, Peer W members are eager to expand recognition of International Women’s Day. This year, on Friday, March 6, the facilities will observe International Women’s Day, which will be held on Sunday, March 8, by hosting staff recruitment events, speakers, photo booths, and other activities to support Peer W. This year’s theme is “Each for Equal,” where an equal world is possible. Join Parker and Peer W in celebrating this day.
This post was provided by the Global Steering Team of Peer W within Parker Hannifin Corporation.
Parker Supports STEM Challenge Mission to an Alien Planet with FIRST Robotics.
Students Get Hands-on Manufacturing Experience on Germany’s Girls’ Day
Parker’s 2018 Sustainability Report Highlights Commitment to Social Responsibility
Defining Our Unique Contribution to the WorldParker Hannifin | Parker Hannifin