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2 nd  Annual Women in Workers’ Compensation Leadership Forum 2 nd  Annual Women in Workers’ Compensation Leadership Forum

2 nd Annual Women in Workers’ Compensation Leadership Forum - PowerPoint Presentation

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Uploaded On 2019-03-18

2 nd Annual Women in Workers’ Compensation Leadership Forum - PPT Presentation

Marijo Storment CEO The ALARIS Group Be fearlessly and fiercely independent in business Your customers will demand and value your straightforward approach Did you know A 1994 study by Sadker amp Sadker found that teachers tolerate more calling out from boys than from g ID: 757595

amp women leadership men women amp men leadership know

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Slide1

2

nd

Annual Women in Workers’ Compensation Leadership ForumSlide2

{

{

Marijo Storment

,

CEO, The ALARIS Group

“Be fearlessly and fiercely independent in business. Your customers will demand and value your straightforward approach.”Slide3

Did you know…..

A 1994 study by Sadker & Sadker found that teachers tolerate more calling out from boys than from girls. Boys call out answers (when the teacher does not call on them) eight times more often than girls do.

Teachers often respond to boys’ calling out; thus, reinforcing the behavior. When girls call out; however, teachers are more likely to remind them that they are not following the class rules.Slide4

James Hudak

,

Chairman & CEO, Paradigm Outcomes

“Good leaders focus on what’s important. Great leaders separate the imperative from the merely important.”Slide5

Did you know…

Recent research from Yale had scientists presented with application materials from a student applying for a lab manager position. Half were given the application with a male name, and half were given the exact same application with a female name.

Results found that the “female” applicants were rated significantly lower than the “males” in competence, hireability and whether the scientist would be willing to mentor the student. The scientists also offered 14% lower starting salaries to the “female” applicants.

Of note, both male and female scientists

were equally guilty of committing the gender bias.

Source: http

://www.pnas.org/content/109/41/16474.abstract#aff-1Slide6

{

{

Jill Rosenthal, MD

,

SVP & Chief Medical Officer,

Zenith Insurance Company

“Kindness. Communication. Integrity. Passion. Knowledge. Inquisitiveness. The importance of these can not be underestimated in work, in life.”Slide7

Did you know…

Research shows that men apply for jobs when they meet 60% of the criteria, while women wait until they feel they meet 100% of the criteria.

Source: Georges

Desvaux

, Sandrine

Devillard-Hoellinger

, and Mary C. Meaney

, “A Business Case for Women,” The McKinsey Quarterly (September 2008): 4, http://www.womenscolleges.org/files/pdfs/BusinessCaseforWomen.pdf.Slide8

Nanette de la Torre

,

VP, Provider Relations, Zenith Insurance Company

“Leadership is lifting a person’s vision to high sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations.” – Peter Drucker

How do your actions inspire others to dream more, learn more, do more and become more?Slide9

Did you know…

The wage gap starts right out of school: A recent study found that women in their first year out of college were paid 82 cents for every dollar paid to their male peers.

Source:

Christianne

Corbett and Catherine Hill, Graduating to a Pay Gap: The Earnings of Women and Men One Year After College Graduation, American Association of University Women (October 2012), http://www.aauw.org/files/2013/02/graduating-to-a-pay-gap-the-earnings-of-women-and-men-one-year-after-college-graduation.pdf Slide10

Nina Smith-Garmon,

WiWC

Board Member and Executive VP & General Manager of Mitchell International’s Casualty Solutions

Women require mentors and sponsors. 

Women

leaders simply don’t have the backing necessary to inspire, propel and protect themselves on their journey through upper management . Internal

sponsorship is essential to supporting your journey

.”

   Slide11

Did you know…

Women can pay for their success:

Success and likeability are positively correlated for men, but negatively correlated for women.

Source: Madeline E.

Heilman

and Tyler G.

Okimoto, “Why are Women Penalized for Success at Male Tasks? The Implied Communality Deficit,” Journal of Applied Psychology 92, no. 1 (2007): 81-92; and Madeline E.

Heilman

et al., “Penalties for Success: Reactions to Women Who Succeed at Male Gender-Typed Tasks,” Journal of Applied Psychology 89, no. 3 (2004): 416-27.Slide12

Ken Martino,

Chief Executive Officer, IWP

When you are looking for a leader,

find someone who has vision, communication, people and risk assessment skills. You blend those skills with the desire and confidence to succeed – that’s a great leader. Gender is not part of the leadership equation.”

   Slide13

{

{

Karen “Kat” Atkins

,

COO, UniMed Direct

“I was once told, ‘you can’t be a beacon, if your light doesn’t shine’…Shine on! Don’t be afraid to show your strengths to be that beacon for others!”Slide14

Did you know…

Women are almost four times more likely than men to think they have fewer opportunities to advance because of their gender – and they are twice as likely to think their gender will make it harder for them to advance.

Source: Women in the Workplace. 2015 study by

LeanIn.Org

and McKinsey & Company.Slide15

Michelle Weatherson

,

WiWC

Board Member and

Director, Claims Medical & Regulatory Division, State Compensation Insurance Fund (State fund)

There’s always another option to consider or decision to be made.  They may not be readily apparent—but they do exist.  The key is to just say ‘no’ to the noise; this will allow you to see and hear clearly so you can move forward.” Slide16

Marijo Storment

,

CEO, The ALARIS Group

“Professional

women must embrace their collective strengths, celebrate their accomplishments and champion a culture of affirmative motivation, not competition for its own sake

.”Slide17

Did you know...

The Leadership Ambition Gap Persists.

At every stage, women are less eager than men to become a top executive. They are more likely to cite “stress/pressure” as a top issue, and this is not solely rooted in concern over balancing work and family. There is evidence pointing to another explanation – the path to leadership is disproportionately stressful for women.

Source: Women in the Workplace. 2015 study by

LeanIn.Org

and McKinsey & Company.Slide18

Delphia B. Frisch

,

COO

& Executive VP, Genex Services

“The Women in Workers’ Compensation organization recognizes the leadership responsibility and strategic importance of focusing on

tomorrow. Today’s staging for tomorrow’s

success is our greatest challenge and likewise, our greatest accomplishment.”Slide19

Anne Kirby,

Chief

Compliance Officer & VP of

Rising Medical

Review Services

"One of the most valuable lessons women can learn is that nothing speaks greater volumes about your strength, confidence, and abilities than empowering and mentoring the women around you.”Slide20

Did you know…

There is still inequality at home.

Even

in households where both partners work full-time, 41 percent of women report doing more child care and 30 percent report doing more chores. Women continue to do a disproportionate share of child care

and

housework, so they are more likely to be affected by the challenges of juggling home and work responsibilities.

Source: Women in the Workplace. 2015 study by

LeanIn.Org

and McKinsey & Company.Slide21

Nancy Hamlet,

Co-Founder of WiWC &

Senior VP of Marketing, Healthcare Solutions

“It’s important to remain true to your authentic self. Try not to mimic others, but find your own voice, your own way, and define your own path.

Be bold enough to confidently present yourself.

Be free from others’ opinions while accepting and loving yourself.

   Slide22

Did you know…

Women and men have very different networks.

Men

predominantly have male networks, while women have mostly female or mixed networks.

Given

that men are more likely to hold senior leadership positions, women may end up with less access to senior-level sponsorship.

Source: Women in the Workplace. 2015 study by

LeanIn.Org

and McKinsey & Company.Slide23

Elaine Vega

,

Co-Founder of WiWC & Senior VP of Account Management, Healthcare Solutions

“Always do the right thing. Be honest and true to yourself, and to your organization, and everything else will fall into place.”Slide24

Danielle Lisenbey,

WiWC

Board Member and President

& CEO, Broadspire

“A journey up the ranks includes perseverance, hard work and giving back.”

 Slide25

Shelley Boyce,

CEO and Founder,

MedRisk

, Inc.

Leadership begins within; it is what governs your day, your life, your decisions, your treatment of yourself and others.”  Slide26

Rachel

Fikes

,

VP & Study Program Director, Workers’ Compensation Benchmarking Study

"You can earn the respect of others, you can even demand it. But real leadership begins with respecting your own abilities and those of your people."Slide27

Danielle Lisenbey,

WiWC

Board Member and President

& CEO, Broadspire

“Your people are everything. Build a good team and value them.”

 Slide28

Our Supporting Sponsors:

DIAMOND:

PLATINUM:Slide29

Our Supporting Sponsors:

GOLD:Slide30

Our Supporting Sponsors:

SILVER: