1. Financial Women’s Association Survey Results January 2002 Padilla Speer Beardsley

2. Objectives To profile the membership of the FWA for both recruitment and public relations purposes To measure member satisfaction with the organization and its programs, events and services To identify needs and issues that the FWA could or should address Compare results to 1998-99 survey

3. Methodologies Online survey distributed December 2001 to about 1,000 member e-mail addresses About 75 surveys were mailed to members without e-mails, 6 were returned and included Closed survey January 4; 288 surveys completed (28%)

4. Overview Data collected on the survey fell into four areas: - Career & Employment - Issues - FWA Membership and Information Sources - Demographics

5. Findings Little change in demographics or issues since 1998 Majority of members (58%) work in Organizations with less than 10 employees; OR Organizations with more than 10,000 Less optimism among members for improvements in past three years Compensation gender gap is strong

6. Findings (cont.) Like past survey, members … Support affirmative action Believe women are paid less than men for comparable work Believe gender has held back their career Believe other women would say gender has held them back Networking and professional development are primary reasons to belong; “role model for women” moved up

7. Findings (cont.) Reasons to belong to FWA are “more important” than three years ago

8. Career and Employment

9. Employment status

10. Seeking employment

11. Industry

12. Years in finance industry

13. Job title

14. Size of organizations

15. Career advancement Members say they would… Assume more responsibility (85%) Take line management job (70%) Obtain more schooling (58%) Relocate (24%)

16. Gender balance Less access to venture capital to start a business (88%) No gender equality in determining workforce reductions (61%) Represented on corporate and non- profit boards (38% serve on at least one board)

17. Issues

18. Are things better in past three years?

19. Do you expect the situation to get better in next ten years?

20. Compared to men, women earn…

21. Factors holding women back in their careers…

22. Considerations for employment opportunities…

23. What age retirement for full-time employees…

24. Do you plan to continue working after retirement?

25. Benefits Big disparities in flexible benefits and telecommuting Those with access to these benefits don’t always use them

26. Findings Overall the members Support affirmative action Believe women are paid less than men for comparable work Believe gender has held back their career Believe other women would say gender has held them back

27. Financial Women’s Association and Information Sources

28. Rate level of satisfaction w/following aspects of FWA…

29. Reasons for belonging to the FWA…

30. Member of the FWA for how long?

31. Which FWA chapter are you affiliated with?

32. Rate importance in attending event or program…

33. Interest in what types of programs/events…

34. What aspects of Web site do you use?

35. Membership Findings 48% consider themselves active 50% have done business with other FWA members 82% think the program frequency is right 41% attend 3-5 programs a year 71% prefer events in Upper mid-town 86% aren’t interested in programs in NJ

36. Membership Findings (cont.) 70% prefer after work events 84% never participated in activities at affiliated chapters 43% interested in international 89% prefer the newsletter for communication with FWA 77% prefer e-mail for communication with FWA

37. Membership Findings (cont.) 30% have participated with FWA international affiliates 16% have participated in activities with other FWA chapters 16% have never visited the Web site– down from 53% in 1998

38. Demographics

39. Age

40. Education

41. Degree(s)

42. Marital Status

43. Ethnic background

44. 2001 income before taxes

45. 2001 household income before taxes

46. Number of wage earners in household…

47. Household’s total net worth…

48. Conclusions Members overall satisfied with FWA Little has changed since 1998 Compensation is still a gender issue Members still belong for networking and professional development Demographic profiles match FWA needs to recruit 35-45 year old women to replace those ready to retire

49. Recommendations Cultivate the value of membership Emphasize networking and professional development in your programs, since they are the primary reasons for membership Keep it all business For programming topics, members really look to the FWA for highlighting finance industry and work issues, less for community or personal issues

50. Recommendations (cont.) Focus communication efforts on newsletter and e-mail Members prefer these methods; also use the Web site since this is growing in value and importance. One size does not fit all Provide variety of programming on business issues that reflects diverse member demographics (company size, age, income, industry)

51. Recommendations (cont.) Opportunity for the media The opinions of your members as leaders in the community may be of interest to the media. Identify spokespersons Define 3-5 topics – compensation, women-owned businesses and access to capital, workplace equality Update fact sheet/issue press releases or media contact Media contact/response – provide FWA point of view on business news

52. Questions and answers