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The COVID-19 pandemic is the defining global crisis of
our time，
lt has been a game changer for societies and economies
alike. Compared with previous crises, COVID-19 has the
potential to ignite more persistent change, not only in our
personal lives (home working and schooling)j, but also in
business-related areas (digital transformation and commu-
nication) as well as the public space (governmental involve-
ment and regulatiom).
Another salient feature that makes this crisis so extraordi-
nary is the disproportional effect it is having on women.
Besides the obvious impact of COVID-19 on people\'s health
and the world economy, the effects of lockdown measures
are particularly acute on private lives. School and nursery
closures, for example, have increased pressure on women
around the world. They predominantly have had to bear the
burden of organizing and caring for families while working
from home. Thus, some analysts are already calling the
COVID-19 crisis a ”crisis of women ”or a “Shecession .
Angelika Huber-Strasser
Head of Corporates
KPMG in Germany
Throughout this daocument,，“we \"，
When we decided to produce another Global Female
Leaders Outlook, it quickly became apparent that there
may be specific implications from the pandemic for
female business leaders.
Accordingly in line with previous editions, we developed
our questionnaire based on economic and business ex-
pectations, risks and opportunities, as well as on career
and gender diversity factors. This framework enables us
to draw comparisons between the pre-COVID world and
the new reality.
Contrary to the opinion of many analysts, our respondents
are less pessimistic about COVID-19\'s impact on women.
According to them, the crisis may create new opportunities
forwomen as a result of improved digital communication，
advances in technology and changes in stakeholder
expectations.
This has led us to put forward the view that COVID-19
could be a catalyst for gender equality if not in the short
term, at least in the mid- to longr-term，
We hope you will be inspired by the results of the
Global Female Leaders Outlook 2020，
Sigrid Bauschert
Founaderand Managing Partner
Management Circle
“us” and “our ”refers to KPMG and Management Circle.
KPMG refers to the global organization or to one or more of the member firms of KPMG International Limited (\"KPMG International )，
each of which is a separate legal entity. KPMG International Limited is a private English company limited by guarantee and does not provide
Services to clients. For more detail about our Structure please visit: home.kpmg/governance.
Global Female Leaders Outlook 2020
@@ 2021 Copyright owned by one ormore of the KPMG International entities.KPMG International entities provide no services to clients. All rights reserved.keyingngs
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儿
加 0 have seen the digital transformation of their
businesses accelerating during the pandemic.
人 0 expect the crisis to affect their business for
two years or more.
作 0 say their potential talent pool has increased.
儿
咒 0 select securing long-term customer relationships
as the most important measure to deal with the effect of
the crisis .
4 Global Female Leaders Outlook 2020
@@ 2021 Copyright owned by one ormore of theKPMG International entities. KPI六
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Am
SA
Female eagers Say makng 3
SLS
LDL
Climate change and gender inequality were the top two
isSsues female leaders named as areas where they feel
pressure from their stakeholders to act.
儿
4 0 say sustainability issues/activities to reduce
climate change will be even more Important for strategic
decisions post COVID-19.
lg
丰 Say they want to lock in sustainability and climate
change gains made as a result of the crisis, while 48 per
cent Say their response to the pandemic has caused their
focus to shift toward the \'S in ESGQ.
几
4 0 agree that measures their company has taken
recently to fight discrimination and racism are powerful.
female leaderS 3SS6SS
STILL
II
New digital communication and collaboration tools
enable working from anywhere, which may help with
work and life balance of female leaders.
几
0 of female managers believe their personal
communication with employees has improved
during the crisis.
为
四 0 do not think the crisis will influence their
next career step.
4 O thinkthat progress on diversity and inclusion
wont slow down after the pandemic.
儿
可 0 of respondents say they live in truly equal
family structures.
Global Female Leaders Outlook 2020
5
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