More Women are Actively Pursuing Their Career Goals Than Ever Before
- 82% of women surveyed are confident in their ability to fulfil their career aspirations and 73% are actively seeking career advancement opportunities
- But 42% feel nervous about the impact starting a family might have on their career and 48% of new mothers felt overlooked for promotions and special projects upon their return to work
- 45% believe diversity can be a barrier to career progression and only 51% of women feel their employers are doing enough to improve gender diversity
- 58% of women identified greater transparency as the critical step employers can take
- PwC highlights three areas organisations should focus on to help their female talent progress
- Transparency and trust: women need to know where they stand so they can make their own case successfully and trust the feedback they get. Greater transparency won’t only benefit women, it will foster a more inclusive environment which gives women and men greater opportunities to fulfil their potential.
- Strategic support: women need the proactive networks of leaders and peers who will develop, promote and champion them as they pursue their career aspirations, both at home and in the workplace. Women need dedicated sponsors and role models of both genders-- lack of support from male colleagues will stall progress. This blend of workplace and personal support will also work to underpin the self-advocacy women need to advance and succeed.
- Life, family care and work: Women need employers to rethink their approach to helping talent balance work, life, parenthood and family care, to prevent potential biases, and to provide organisational solutions that work. There is a move to redesign maternity and paternity leaves and re-entry programmes, but these efforts should be expanded and promoted, and best practices must be communicated more broadly. Flexibility alone is not the issue: many people don’t take leave or care furloughs precisely because they believe it will hurt their careers. Employers must recognise that everyone is making flexibility demands –
- To find out more about PwC’s IWD activities and to download the report, visit www.pwc.com/timetotalk. The report is based on a survey of 3,627 female professionals representing the views of organisations from 27 sectors across the world. The PwC employees that completed the survey have been excluded from the totals and report findings to maintain an independent sample set. More thoughts on diversity can also be found on PwC’s Gender Agenda blog.
- PwC is committed to promoting diversity and inclusion and has a range of programmes in place to make progress on the issue. Learn more about our diversity strategy approach in our PwC diversity journey: Creating impact, achieving results publication.
- PwC has partnered with the UN Women’s HeForShe campaign, which aims to mobilise one billion men and boys as advocates and agents of change in ending the persisting inequalities faced by women and girls globally.
- To read more PwC research on female talent, take a look at Winning the fight for female talent, Modern mobility: Moving women with purpose, and The female millennial: A new era of talent.
- On Monday 5 March 2018, PwC launched its latest Women in Work Index. This index ranks 33 OECD countries on a weighted average of various measures that reflect female economic empowerment, including the equality of earnings, the ability of women to access employment opportunities and job security. To download the report, visit https://www.pwc.co.uk/womeninwork.
Press Release and Documents
Andrea PlasschaertSenior Manager, Global CommunicationsSwitzerlandandrea.email@example.com+41 58 792 9123+41 79 599 9567
Mike DaviesDirector, Global CommunicationsUnited Kingdommike.firstname.lastname@example.org-+44 7803 974 136
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