and the Jewish People

Women Leadership

American Jewish Organizations

36%64%

Budget <$250K

MenWomen

62%

38%

Budget <$1M

MenWomen

84%16%

Budget >$50M

MenWomen

Source: the Institute for Women’s Policy Research, 2011

Non-Jewish American Situation

The Talent Gap

Anatomy of the Glass Ceiling

• Unequal household division of labor• Perception that women’s first responsibility is

at home• Lack of workplace flexibility• Sexual harassment• Lack of appropriate policy to help overcome

the above issues

Actions Undertaken in Europe - Quotas

Alternative Actions – U.S. & U.K.

Israel – State Companies

Israel – State Companies

Israel – Public Companies

Israel – Public Companies

Israel – Current Knesset

Israel – World Placement

Gender Diversity Contribution:

1. Pool of talent2. Thinking synergy3. Consumer demand4. Family-friendly work-force5. Jewish values and Jewish heritage

Conclusions:

« Women will be really equal to men the day that an unqualified woman is appointed for an important task. »

- Françoise Giroud

1. Positive discrimination (law or “comply or explain”) with backing framework:1. Expanded parental leave policies2. Flexibility in the workplace 3. Commitment of CEOs4. Training and development for women5. Sanctions for non compliance

Recommendations:

Parental leave in American Jewish Organizations:

1. Increased Subsidies for Child Care Centers

2. Breaking the IDF’s Glass Ceiling3. Breaking the Glass Ceiling in

political parties (gender quotas and balanced list of candidates)

Recommendations for Israel:

Thank you!!תודה