See how P&G is integrating more women into management and director roles, ensuring flexible work opportunities, and leveraging accelerator programs to retain and promote women and key points in their careers.
Show you are serious about basics like mentoring and work-life flexibility, and energy and enthusiasm will follow, writes McKinsey’s Dominic Barton.
A new McKinsey report found that of 69 companies employing more than than half a million people, very few had targets, milestones or programs aimed at helping women reach leadership positions. While more than half of companies considered gender diversity a top 10 strategic priority, just 14 percent had clearly articulated a business case for change.
Microsoft, a 100% Talent founding signatory, has added a new family paid leave benefit allowing employees to take as much as four weeks off to care for a family member with a serious health condition.
Female financial advisers get punished more severely than men, especially at Wells Fargo. That’s according to a new working paper that finds female employees who engage in misconduct at Wells Fargo Advisors are 27% more likely than their male counterparts to have lost their jobs.
Accenture’s Gary Heffernan delves into why the communications industry’s evolution will both create and require “the digital workforce of the future. That workforce will be a vital source of differentiation, and inclusion and diversity will be at the forefront of making it happen.”
100% Talent Signatory Deloitte is working to advance pay equity and gender equality. “At Deloitte, we view diversity and inclusion as central to our firm’s culture and our ability to tackle our clients’ most complex business problems.”
U.S. Congresswoman Suzan DelBene — who’s worked at Microsoft, drugstore.com, and Nimble Technology— visited Seattle’s Ada Developers Academy to discuss this persistent issue. Many of Ada’s women agree: there is no single program that can fix tech’s diversity problems. Ada students listed a multitude of things that have kept them from entering the work force: a lack of role models, the discomfort of being the only woman in a room, or simply being told women aren’t suited to tech work.
Globally the number of females represented on financial services boards continues to grow, but a stagnancy at the executive level is disenfranchising millennials as they get to grips with a workplace stuck in its gendered past. Oliver Wyman’s 2016 Women in financial services report revealed that financial services will not reach 30% female executive committee representation until 2048. Millennial women are facing the same problems as their counterparts in the 1980s and 1990s, just without expecting to. This leads to a ‘culture shock’ as they realise traditional gender roles continue to exist in the workplace.
While women across the pond might enjoy access to maternity leave, that doesn’t mean they’re not struggling with many of the same issues that American women are. On Monday, British charity Citizens Advice released a report revealing that women in the U.K. are increasingly concerned with workplace discrimination as it relates to maternity leave.