03 April 2016

Moving women with purpose: creating gender inclusive global mobility

Did you know that we are experiencing a time of unprecedented – and as yet unmet – female demand for international mobility? PwC recently released our ground-breaking research report, Modern mobility: Moving women with purpose.

This global report reveals some glaring disconnects in companies’ approaches to female mobility. For example, some 71% of female millennials want to work outside their home country during their career, but only 20% of the current internationally mobile population are women and only 22% of global mobility executives said they are actively trying to increase their levels of female mobility.    Insert animated gif

Is your organisation prepared to respond to this global mobility gender gap?

Join us this Tuesday, 5 April, for our Moving women with purpose webcast where I’ll be joined by Kathy McDermott, Global Mobility Partner & US Tax Diversity Leader and Eileen Mullaney, PwC Global Mobility Consulting Leader.

We’ll be discussing the findings of the report, sharing our personal experiences and talking about what leading edge companies are doing to respond to the challenges it reveals. You’ll also get a chance to hear from some great female role models with successful international assignment experiences.

I hope that you can join us, Tuesday 5 April (07:00 PDT/10:00 EDT/15:00 BST/16:00 CEST) – simply register here

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Aoife

Aoife_Flood070316Based in Dublin, Ireland, Aoife Flood is Senior Manager of the Global Diversity & Inclusion Programme Office for PwC International Limited with responsibility for the development and implementation of our network-wide global Diversity & Inclusion strategy.

She is a proud PwC female millennial and lead researcher and author of our ‘Modern mobility: Moving women with purpose’, ‘The female millennial: A new era of talent’ and 'Next Generation Diversity: Developing tomorrow's female leaders' thought leadership publications.

Aoife is also co-author of our Global Gender Agenda blog. You can learn more about Aoife here.

 

10 March 2016

PwC Next Generation Survey 2016: The Female Perspective

We’re marking International Women’s Day with a special release of our upcoming survey of the Next Generation of family business leaders focusing on women. We wanted to explore the perspectives of the female leaders-in-waiting who are hoping - many of them – to take over the firm one day. What issues do they face? Do they have the support they need to succeed, and if not, what factors are holding them back?

We’ve all seen the research studies that prove that companies run by women tend to outperform those run by men, and yet the number of businesses with women on their boards (never mind as CEO) is still depressingly low – our latest Women in Work Index shows that only 17% of OECD based companies have female directors, and in the US it’s even lower than that. Within our Next Gen survey group the number is actually significantly better, with 30% of the women we interviewed having a seat on the board. So despite the fact that they’re often seen as rather old-fashioned, family firms could just be ahead of the curve here, in looking to the female line for the talent they need to succeed in a fast-changing world.

But what about the women themselves – what’s their experience? We were surprised to find that, despite all the advances that have been made on equality in the workplace, many are markedly less self-assured than their male peers. These women are bright, ambitious, and prepared to work hard, and yet 45% still believe the next generation of men is more likely to run the business than they are, and only 21% say they will definitely be taking over the management, compared with 31% of men. Confidence is clearly still an issue, but it’s a hard nut to crack.

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So what’s the answer? One viewpoint came from our report’s feature case study with Caroline Lubbers, a third generation from the Hotel Theatre Figi, in the Netherlands. A great role model, Caroline comes from a long line of strong women leaders, and a family firm that has encouraged her to take leadership. She states: “That’s why I am so dedicated to helping other women be successful, and why I make time for a women’s leadership circle for family businesses. It’s a chance to exchange experiences and inspire each other. And I put that into practice in my own business, where I mentor two young women who work for me. I’m also helping to set up an international network of women working in the cocoa and chocolate industries. Because empowering women is, and has always been, the best way to achieve real, positive change.”

As for the different ways men and women lead, Caroline believes women should celebrate that difference, not worry about doing things the same way as men: “Women just need to find their own leadership style, and have the confidence to follow that through. One of the things I want to do, personally, is help inspire women to do that, both inside our firm, and outside. Part of it is about accepting that it’s OK for men and women to have different goals and priorities in life. Not better, just different.”

Stephanie Hyde
Gender_Stephanie_HydeLeads PwC’s Global Next Generation Programme, heads the UK Regions and sits on the UK Board. Having graduated from Brunel University with a Mathematics and Management degree, she joined the firm in 1995 and became a partner in 2006. Before joining the Executive Board in 2011 she led PwC’s Assurance practice in Reading and has also led our mid-cap segment in the South East. Stephanie has worked in a number of our offices in the UK on clients ranging from private businesses through to FTSE100 companies.

07 March 2016

Female demand for international mobility is at an all-time high. Is your organisation prepared?

Gender_070316Did you know that we are experiencing a time of unprecedented – and as yet unmet – female demand for international mobility? PwC’s new study shows that some 71% of female millennials want to work outside their home country during their career, but only 20% of the current internationally mobile population are women.

Is your organisation prepared to respond to this global mobility gender gap?

This Tuesday, 8 March, International Women’s Day (IWD) will be celebrated across the globe. We at PwC are marking the event by releasing our Modern mobility: Moving women with purpose research paper. With a view to finding out more about the international aspirations of the modern workforce, we surveyed almost 4,000 professionals – including 2,285 women – in over 40 countries. In parallel, we also elicited the views of 134 executives with responsibility for global mobility to explore the current trends in mobility, talent management and diversity.

As well as the wide gap highlighted above between female demand for mobility and the reality in the workplace, the report also reveals several other unsettling disconnects around diversity. For example, the overwhelming majority of multinationals in our study told us that global acumen skills were a critical requirement for advancement into leadership positions at their organisations (77%) – and 60% said they use global mobility to develop their succession pipeline of future leaders. Yet only 16% confirmed that the number of female international assignees in their organisation was proportionate to their overall percentage of female employees.

Furthermore, only 22% of global mobility executives stated that their organisations’ diversity and mobility strategies were aligned. Even more worryingly, the same small proportion – 22% – said they were actively trying to increase their levels of internationally mobile women.

So it’s clear that organisations are using international exposure and experiences to develop and advance their key talent. But it’s equally clear that more action is urgently needed to close a significant mobility gender gap. To do this, CEOs must drive an agenda where women are both aware of – and also actively provided with – the critical experiences they need to progress their careers, including international assignment opportunities. Also, to capitalise on the demographics of the modern workforce, mobility programmes cannot simply be operated in a silo. Instead, global mobility, diversity and talent management strategies need to be closely connected and coordinated to support companies’ successful realisation of their international business and people strategies.

Overall, our Moving women with purpose research identifies ten critical themes that organisations must keep front-of-mind if they want to be successful in creating gender inclusive mobility, while also benefiting the overall effectiveness of their global mobility programmes. You can find out more in our video:

The message is clear. In the face of today’s fast-changing workforce demographics, global mobility strategies that do not fully include women will simply not deliver to their full potential. We’d like to invite you to find out more by visiting www.pwc.com/movingwomenwithpurpose, where you can download the full report or an interactive executive summary.

The research study also showcases a number of company case studies – and profiles several women around the world who’ve had successful international assignment experiences.


Aoife

Aoife_Flood070316Based in Dublin, Ireland, Aoife Flood is Senior Manager of the Global Diversity & Inclusion Programme Office for PwC International Limited with responsibility for the development and implementation of our network-wide global Diversity & Inclusion strategy.

She is a proud PwC female millennial and lead researcher and author of our ‘Modern mobility: Moving women with purpose’, ‘The female millennial: A new era of talent’ and 'Next Generation Diversity: Developing tomorrow's female leaders' thought leadership publications.

Aoife is also co-author of our Global Gender Agenda blog. You can learn more about Aoife here.

 

25 February 2016

Geena Davis: what you see is what you can be – at Aspire to Lead 2016

Last week in Hollywood, I attended PwC’s third Aspire to Lead Event – our series on leadership for men and women – co-hosted by the Academy of Motion Picture Arts and Sciences with our three amazing Global Diversity Week winners – Diego, from PwC Mexico, Serisha, from PwC South Africa, and Susan, from PwC Australia.

The panel featured Academy-Award winning actor Geena Davis, as well as Dawn Hudson, CEO of the Academy and Jennifer Yuh Nelson, Academy Award nominee and director of Kung-Fu Panda 2 (who, besides talking gender in Hollywood, also spoke about the power of introverts).

Aspire to Lead

University students and PwC colleagues joined the studio audience, while thousands of people around the world watched the live webcast – which will soon be available to view here.

Having worked in diversity for a number of years now, it’s almost impossible to stun me with facts and figures around the gap between society’s ambitions and the reality of gender parity; and yet, Geena Davis and the panel managed to do just that. Geena’s speech – which I encourage you to watch – highlighted the inequities between women and men in film – inequities that due to their enormous visibility pervade our socialization, behaviors, self-perception, and actions. Just a few compelling examples that she shared:

In a world that’s half female, the ratio of female to male characters on television shows and movies aimed at kids is one to three – and can be as low as one to six. Even in G-rated animated films the female characters that do exist tend to be hyper-stereotyped or hyper-sexualized; and their aspirations tend to be around finding romance. In terms of ‘careers,’ royalty prevails for girls (“a great gig, but hard to land” Davis cracked).

In movies for adults, 81% of jobs are held by males.

Globally, the percentage of women portrayed in the fictional workforce of movies is actually far less than what it is in the real world; whereas 40% of the global workforce is comprised of women, only 25% of them hold jobs in television and the movies.

The more hours a girl watches of television, the fewer options she believes she has; the more hours of television a boy watches, the more sexist he becomes.

What message, Davis asked, are we sending to boys and girls at a very vulnerable age if all of the female characters are one-dimensional, stereotyped, hypersexualized – or simply not there at all? We are teaching them, that women and girls are less important than men and boys; we’re training them to see that women and girls do not take up half of the space in the world. We’re training them, in essence, to see gender imbalance as normal.

The implications of these statistics are staggering. But Davis had a very positive message: unlike places like government and business, Hollywood can literally change the game overnight. “This is doable,” she said. “This is easy compared to lots of the problems in the world.”

Like many of the articles you read about in this blog, Davis shared that people don’t believe there are so many fewer female characters in film – but when she shares the statistics with studios and her actor peers, they sit up and listen – “jaws drop,” she said. Many of them have consciously worked to change the representation of women after meeting with Davis. As an example of the power of seeing professional women on television, she pointed out that there was a 70% increase of women into forensic science as a major in university after shows such as CSI and Bones became popular.

Aspire to Lead
(Pictured above: me and the distinguished panelists with Diego, Serisha, Susan – and of course, Geena)

If, as Davis said, what we see is what we can be, Hollywood and filmmakers all over the world could have an enormous impact right here and right now on the self-perception and aspirations of billions of children around the world. Media can be the solution, she said, to the very problem it’s creating.

For those of us who aren’t screenwriters or Hollywood directors, the panel discussed actions that everyone can take to start changing this paradigm of gender inequality.

Check back here soon to watch the Aspire to Lead recording. And watch this space for exciting news from PwC on International Women’s Day.

Dale

P.S. – a “small world” story I had to share because of its novelty: I was sitting next to two PwC professionals from PwC’s Los Angeles office at the event; I asked them if either recruited for PwC at their (I assumed) California alma maters. Chuck did, at UC Santa Barbara; his colleague, however, said, “not really, because I went to a small school in Williamsburg Virginia across the country – The College of William and Mary.” Well. Needless to say, so did I! We even both lived in the same freshman dorm.

Samantha: so nice meeting you and keep up the great tax TICE work in sunny Los Angeles. Go, Green and Gold!

Aspire to Lead

04 February 2016

Making diversity a reality – spotlight on Financial Services

Your board wants diversity. Your clients and employees expect it. But while progress is being made, there is more we want to do with regards to diversifying the financial services (FS) industry. And among the biggest obstacles we face are preferences and prejudices that people may not even be aware of, such as unconscious bias.

Research by neuroscientists identifies that we’re all susceptible to unconscious bias. First impressions do indeed count. Research also identifies we’re more likely to trust people of a similar age, appearance and background to ourselves which often leads management to favour people like themselves when picking out candidates for hiring and promotion. These responses can be quite natural, just one of the shortcuts our brains use to speed up decision making in a complex world. But in business, unconscious bias can be a blind spot and when left unmanaged, organisations may miss out on the opportunity to recruit and develop people with cutting-edge talents, innovative new ideas and a broader range of personal and professional experience.  

Many of these individuals may have been traditionally under-represented in FS management, including women, people with disabilities and ethnic minorities.

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Tackling unconscious bias

So how can you tackle unconscious biases?  As we explore in our new report, Making diversity a reality, you can make people more aware of their potential blind spots and develop ways to mitigate them. This includes tracking whether hiring and promotion are equal and, if not, determining whether potential biases may be at play. We refer to this process as ‘creating tension in the system’. If, for example, the proportion of men promoted is significantly greater than the proportion of highly rated men eligible for promotion, can it be justified?  If not, what more can be done?

Word soon spreads

The brightest and best candidates actively seek out organisations that promote genuine diversity and will look to their personal and professional networks to find out whether your business is one of them. Making diversity a demonstrable reality in your business can therefore boost your employer brand and give you a powerful edge in a competitive job market.

Find out more in our Making diversity a reality report by clicking here.

Jon Terry

Global FS HR Consulting Leader

Jon Jon Terry is a member of both PwC’s global and UK financial services leadership team. He is based in our London office with responsibility for the people strategy for approximately 45,000 global financial services specialists.

Jon is also the market leader of PwC’s global Financial Services HR Consulting practice, supporting organisations on their HR challenges. Jon specialises in all aspects of employee motivation and pay. Jon has worked for PwC for over 25 years and works exclusively advising financial services organisations on their HR and reward issues. Jon has extensive experience in advising on all aspects of motivation and pay including roles, responsibilities, performance management and remuneration.

22 January 2016

The HeForShe Parity Report: Leaders talk diversity progress at the World Economic Forum

On 23 January 2015 Emma Watson took the stage of the World Economic Forum in Davos to launch the 10x10x10 impact initiative of the United Nations HeForShe Campaign; the aim being to galvanise momentum in advancing gender equality.  PwC were one of three founding corporate sponsors, and this morning, one year on our global chairman Dennis Nally and the other male CEO impact champions joined Emma Watson on stage at this year’s Davos forum to talk about the progress that has been made and what more needs to be done. 

If you missed the live event, you can tune in to watch a recording here.

 

The corporate impact champions represent ten of the world’s leading companies and between them over one million employees across the globe.  This year, along with PwC, they took the unprecedented bold step of releasing their workforce gender diversity figures, including details on leadership roles and board membership, in UN Women’s inaugural HeForShe Parity Report. Check the report out here: http://bit.ly/1QmWZFu

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At PwC we’ve been busy driving action to deliver on our HeForShe commitments, this includes the launch of our dedicated PwC HeForShe website to help accelerate the HeForShe movement globally both within and beyond PwC last June.  At the time this blog goes live we are pleased to share that over 41,000 people from across the world have pledged as HeForShe supporters via our website, including over 20,000 PwC men. 

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Finally, we leave you with some critical words of advice from Dennis Nally to help you understand how to turn words into action on gender parity: http://pwc.to/1T7Xvb4  

Don’t forget to visit our website to make your #HeForShe commitment or access all of our great gender equality action and support tools now.

06 January 2016

Calling all introverts, 10 tips to help you network your own way!

Happy New Year to all our readers, I’m sure many of you are busy making New Year’s resolutions and perhaps for some of you the opportunity to enhance your networking skills is included in that list.  As a frequent traveller one tip I’ve picked up to help me manage my network is marking a star beside everyone on the event or conference attendance list I’ve engaged with.  Then when I’m waiting in the airport departure lounge I’ll take out the list and invite them all to connect on LinkedIn.  Here are ten more great networking tips from this week’s guest blogger Sheila Cassidy.

Enjoy!

Aoife

I distinctly remember my first formal networking event – to put it simply – I was terrified! I had preconceived notions that it was for the extroverted and involved creating artificial relationships. My first exposure to networking was while preparing to travel to Washington D.C. for a summer internship. Thanks to a summer of having frankly no option but to attend formal networking events on a regular basis, my fear abated and I found networking became much easier. I have come to see the process as basically making a host of new and interesting friends.  Now I don’t think twice about attending a networking event on my own and my initial perception of networking as a terrifying activity has completely shifted. 

As I’ve gained networking experience, I’ve realised the importance of networking in a way that suits my personality and style. I’ve always naturally preferred smaller, more intimate groups so when I proactively network I plan one-on-one coffees or lunches. I’ve also used my own personal network to become more “networked” as it feels more natural to be connected to new people through people I already know.

Through networking I have been inspired, gained sponsors and mentors, got jobs, sourced guest speakers and been introduced to amazing people. Some of whom will be friends for life.

At PwC we hire some 26,000 graduate hires across our network of member firms annually and odds are that about half of these hires along with campus hires across the world are introverts like me. So I’ve pulled together ten tips to help introverted graduates starting out in their careers network in a way that works for them.  

1. Be pro-active

Especially when you start at a new firm, ask people to lunch or coffee. If they say no – who cares! You are demonstrating your proactive nature to learn and connect. If you don’t know what to talk about, ask them about their career or what advice would they give someone starting out in their career? People appreciate being asked about their experience and having their opinions valued.

2. Be authentic

The most important thing is to be your true self and maintain authentic relationships. If you have an ulterior motive, it will be transparent and will prevent you from building a trust-based relationship.

3. Follow-up and maintain

Following up is one of the most important aspects of networking. You should ideally follow up within 24 hours to say “it was lovely to meet you and I found our discussion on x, y and z really interesting”. Maintaining the relationship is crucial. You can do this by sending on interesting articles or simply retweeting their posts.  For example, I have an Irish colleague who sends all his American contacts a message on Thanksgiving.

4. Personalise your message

People receive hundreds of e-mails every week, so be different. For example, after I finished an internship I shared a deck outlining all the lessons I’d learnt and events I’d been involved in over the year. It was a great way to say thank you to the firm and demonstrated that I’d made the most of the opportunity they’d given me.  It also worked as of the 150 people I sent it to two thirds responded.

5. Don’t forget about your peers and colleagues

When graduates think about networking they immediately think about networking with management and clients but it is just as important to network with your peers – they will be your teammates now and leaders in the future. Also, getting to know people from different areas of the firm is an important step; it helps to broaden your network and your understanding of the business.

6. Go to events on your own…eventually

For the first few networking events you attend, go with a group or colleague you feel comfortable with. You can observe how others network, gather a list of questions and see what works and what doesn’t. When you are ready to attend on your own, get the attendee list in advance and break down the room into more manageable lists, such as people you already know and people you would like to get to know. Preparation will make it much less intimidating. In addition, to combat the awkwardness of going on your own, arrive 10 minutes early as it is easy to connect with the first few people that arrive.

7. Map your network

When exploring what you want to achieve in your career or personal life, start to think about the people in your network that are already doing it. Map out who would be beneficial for you to receive advice from and don’t be intimated by their title. To share an example that’s close to home: I am passionate about Diversity and Inclusion, so when I started at PwC  I reached out to Aoife (editor of this blog) and now I’m writing guest blogs, have a mentor and have made a friend.

8. You always have something to give

At a junior level, we often worry that we have nothing to offer – but you might be surprised. Junior members of staff often offer energy, enthusiasm, a willingness to learn and an appreciation for advice. If you are intimidated by reaching out to someone that is in a leadership position, try to think about how nice it would be if someone reached out to you asking for your time? It’s important we all remember that we each have something to offer. For example, we might be able to reverse mentor leaders on topics like social media.

9. Practice your elevator pitch, handshake and have your business cards ready

Have your elevator pitch ready - short and snappy with no wasted words. In addition, your handshake is one of the first impressions you make – make sure it is a good one. Keep it firm, dry and remember eye contact! Lastly, get business cards and have them readily accessible. A great tip I received was to write anything distinctive about the person on the back of their business card. If you meet a lot of people in one night it can be difficult to remember who’s who.

10. Say thanks

When you start at a new firm, you meet loads of people that are facilitating training, giving you insights into the firm or helping you with your first project – make sure to thank them at the end of the session and send a follow-up e-mail. The simple step of showing appreciation can make a difference and starts your relationship on a strong foundation.

Thanks for reading and to those who contributed their ideas. Feel free to comment on what your own top networking tips are below.

Sheila

Sheila Sheila Cassidy is a Senior Associate with PwC Ireland's Consulting practice and specialises in helping organisations during transformational change. Sheila has experience in the Retail and Consumer, Start-up and Aviation sector. Since joining the firm Sheila co-founded the Lean In Speaker Series in PwC Ireland, which is designed to encourage discussion about personal and professional development and diversity and inclusion in the firm. Prior to starting with PwC Ireland, Sheila completed a Masters of Science in Management and Bachelor of Law in Queens University Belfast and The University of Newcastle, Australia. Sheila has worked in numerous organisations, including time abroad in London and Atlanta.

23 December 2015

PwC’s 12 gifts of diversity

Wow, can you believe it, another year almost over.  Where does the time go? It seems it moves especially fast when you are getting to work on lots of exciting projects and initiatives and this has certainly been the case for our Global Diversity Programme Office this year. So, to wrap up the year we’d like to share our “12 gifts of diversity” from 2015 with our Gender Agenda readers.

Gift 1 – The CEO view

In January we launched our 18th Annual CEO survey and this year Diversity was one of the key themes.  CEOs from across the globe told us that talent diversity and inclusiveness are no longer considered ‘soft’ issues, but rather as crucial competitive capabilities. Furthermore, of the CEOs whose companies have a formal D&I strategy, 85% think it’s improved the bottom line in addition to other benefits such as enhanced: innovation, collaboration, customer satisfaction and talent attraction. Explore the diversity findings here.

Gift 2 – Aspire to Lead

In February, we hosted our second global webcast in our Aspire to Lead series focused on women and leadership.  Titled “The Confidence to Lead” and focusing on the question, ‘What would you do if you were not afraid?’ the webcast was watched by thousands of campus students across the globe.  Watch the webcast recording and learn more about our 2016 Aspire event by clicking here.

Gift 3 – The case for change

In February, our UK firm launched their (if I do say so myself, truly fantastic) The case for change: Taking action to be more open minded video. The film traces the journey of equality by looking back at some of the key global milestones in history emphasising that when we want to change and when we decide to act, great things can happen.  Watch it here

Gift 4 – How to address gender bias in Global Mobility

In February, our Australian firm in collaboration with The Centre for Ethical Leadership launched their Developing female leaders: Addressing gender bias in global mobility research report.  Access it here and continue to watch this space as we recently embarked on a ground-breaking global Talent Diversity & Mobility research study and will be bringing you the results during March of next year.

Gift 5 - Insights from female millennial talent

In March we launched The female millennial: A new era of talent, a report sharing the views of almost 10,000 female millennials from over 75 countries.  The report told us one thing is clear: when we consider the female millennial (women born between 1980-95) we really are talking about a new era of female talent.  They are more highly educated, entering the workforce in larger numbers and are more career confident and ambitious than their previous generations.  Access the report here.

Gift 6 – PwC’s Women in Work Index

In March, the third annual update of our PwC Women in Work Index also launched.  The Index is a weighted average of various measures that reflect female economic empowerment. Once again the Nordic countries continued to dominate the Index, with Norway remaining in pole position.  Find out where your country ranks by clicking here

Gift 7 – Women in Technology blog

In June, PwC’s technology group recognised that we have a gender balance problem in technology, which is not unique to PwC. To create awareness and help drive change, PwC’s Women in Technology – Change the ration blog was launched.  Find out more about why here.

Gift 8 - Global Diversity Week

This June, we were very excited to host our second ever Global Diversity Week Inclusion campaign, engaging all of our people across the globe (over 200,000 of them) with the theme ‘From awareness to action’.  Learn more about our activities and how you might drive a similar campaign at your organisation here.

Gift 9 – The PwC HeForShe website

At the World Economic Forum in Davos last January, we were very excited when our Global Chairman Dennis Nally became one of the first corporate leaders to sign on as an IMPACT 10x10x10 UN HeForShe champion.  In June, we launched our dedicated PwC HeForShe website to help accelerate the HeForShe movement globally both within and beyond PwC.  As of today over 25,000 people from across the world have pledged as HeForShe supporters via our website, including 12,880 PwC men.  Visit our website to make your pledge or access all of our great gender equality action and support tools now.

Gift 10 – Raise the bar for yourself

In August we shared a recording of Nora Wu’s (PwC PwC Vice Chairwoman and Global Human Capital Leader) TEDx Women in Shanghai TED talk.  Nora is incredibly authentic, impressive, humble and inspiring.  Thousands have already watched it, so why not be inspired by Nora’s career experience and tips by tuning in and watching her TED talk here.

Gift 11 – Spotlight on Financial Services: Diversity Matters

This November, our colleagues in Financial Services launched their Making diversity a reality: Realising the power and potential of a changing workforce report.  Diversity in all its forms is a vital element of the changing talent focus within financial services.  Read the report to find out if your organisation is doing enough to support diversity and inclusion throughout all the milestones of your employee’s career, from recruitment and development opportunities to promotion. Access it here.

Gift 12 – Our Gender Agenda blog

Hopefully our readers agree that our Gender Agenda blog is the gift that keeps on giving with this entry marking our 22nd blog of 2015.  We want to thank you wholeheartedly for reading our blog throughout the year, you are one of almost 50,000 readers who tuned in this year alone.  As our final “gift of diversity” we share one of our most popular blogs of 2015 with you – Are you creating the right type of feedback culture?

So from myself and Dale, we would like to sign off this last blog for 2015 by wishing you all a fantastic holiday, no matter how you celebrate it, and a very happy New Year.  

Enjoy!

Aoife and Dale

02 December 2015

Is a global career high on your agenda? Have your say!

This week we bring you the exciting news that PwC is launching a global talent diversity and global mobility research study.

Did you know that female demand for international experiences has never been higher, with 71% of female millennials saying they want to work outside their home country during their career? Given that only 20% of current international assignees are female, this reveals unprecedented – and as yet un-met – demand for international experience from the female millennial.

In light of such dramatic shifts, multinational organisations worldwide are facing the challenge of creating and delivering inclusive global mobility programmes that realise the full opportunities created by today’s workforce demographics. Demographics such as the rise in dual-career couples, increasing eldercare responsibilities due to an ageing population, and critical skills gaps in key geographies.
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Meanwhile, members of this fast-changing modern workforce (men and women) are frustrated by the perceived lack of international opportunities available to them, the low levels of organisational support provided during their international assignments, and quite often the discrepancy between the expected and actual impacts that these international experiences have on their careers.

At PwC, we believe that – alongside its other benefits – global mobility provides opportunities to foster greater diversity and inclusion in organisations.  But to drive global mobility strategies that get this right, organisations must first gain a better understanding of the international career aspirations and experiences of today’s workforce. 

To gain these insights, we have commissioned Opinium Research to conduct a ground-breaking global research study.  Aimed at engaging the workforce of today and the leaders of tomorrow, the survey is open to women and men who are interested in, currently on or have completed an international experience.

Our research objective is to help organisations – including ourselves – to better understand how talent diversity and global mobility intersect, and what this means for the development and delivery of transformational inclusive talent strategies. 

So, is a global career high on your agenda? If the answer is yes, then why not share your views and help to shape the inclusive talent strategies of tomorrow?  You can play your part now by simply investing 12 minutes of your time to complete the survey by clicking here!  

We’ll be sharing the findings of our research with you in early March, so watch this space!

Want to share this survey with someone you know? Just share the message below via your social media channels:

Is international experience important to you? Join #PwC #GlobalMobility study to have your say: http://pwc.to/1jBfYOA 

 

20 November 2015

Gender equality – don’t be afraid to ask questions

This week we bring you the third in a series of guest blogs from male PwC gender equality champions with Peter Yobo sharing why men have an opportunity to commit to gender equality, whatever that means where they are from. Peter Yobo is HeForShe, are you? To learn more about how you can be a part of HeForShe, please visit heforshe.pwc.com today and join the 20,897 men and women from across the globe who have already pledged on our website.

Enjoy!

Aoife

As a young boy growing up in the capital city of Accra, Ghana, I had a bright future ahead of me. As the only son in my family I was expected to go to school, get a job, and be successful enough to take care of my parents. The same was expected of both my sisters.

However, this wasn’t the case across the country. The norm especially in the villages was to ensure the eldest son went to school to meet the same expectations my parents had of me and be sent to the capital if finances allowed. Any younger brothers would follow the same path if the parents could afford it, if not they move in with another family member who could put them through school. The girls on the other hand, were made to stay home to help with the chores or on the farm while they were prepped for marriage.

So you can imagine how surprised I was when I started hearing about gender equality initiatives when I moved to the U.S. Women in the U.S. could go to school, get jobs, and in many cases oversaw the work of other men.  This is something that is often unheard of in my home country along with many others. I must admit that in my ignorance I really did not think there was a problem in the U.S.

The good thing about being from another country is that people allow you to ask questions most people wouldn’t, assuming that you haven’t fully adjusted to the U.S. culture and may still be a little culturally awkward. I still am after 10 years of living here, so I reached out to some of my female friends to understand what being a woman in the U.S. workforce looked like.

Yobo1

The conversation opened my eyes to some of the issues women face in the U.S. around compensation, managing motherhood and work, fewer women in leadership and less support from men in achieving their goals, etc.  Studies show that in 2010, women earned just 77 cents for every dollar men made, and that of the top 500 companies by revenues, only 21 are headed by women.  I quickly learned that just because the issues weren’t the same in Ghana and other parts of the world, it didn’t mean gender equality issues aren’t as real here in the U.S. and in other developed countries. That while the same things might not spring to mind when one thinks gender equality dependent on where they sit in the world, this is a global issue.

The gender equality issue is about more than just awareness -- it needs to be an intentional collaboration from both genders. But since I am a man, I want to speak to you men. The role we are to play is bigger than simply embracing gender equality initiatives, instead to courageously engage our female colleagues, no matter where they sit in the world, in open, honest, and vulnerable conversation and step into opportunities to expand the conversation beyond perhaps just our male viewpoint of gender equality. It might take being a little culturally or socially awkward to foster an environment where gender equality is our culture. I challenge you to join me in committing to HeForShe and asking that female friend, colleague, family member to an open and honest conversation on the topic.

I am an advocate for global gender equality. I am HeForShe.

Peter

Yobo2 Peter is a consultant with PwC Advisory and specialises in helping organisations realise financial and operational improvement through organisational, process and technology change. He has consulted with companies in the Technology, Information, Communications and Entertainment sectors. Peter is also very passionate about Diversity & Inclusion and as a proud supporter of global gender equality, Peter promptly took the #HeforShe pledge.