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  "documentTitle": "Everyday Moments of Truth",
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      "text": "The employee Net Promoter Score sorts respondents into three categories: promoters, passives and detractors.",
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      "text": "Detractors (score of 0 to 6): People who feel their lives have been diminished by their associations with their organizations or leaders. They are dissatisfied, and even dismayed, by how they are treated. They frequently speak negatively about their organizations and are likely to leave as soon as they find something better.",
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      "text": "Promoters (score of 9 or 10): People who feel their lives have been enriched by their relationships with their organizations or leaders. They behave like loyal employees, typically staying longer and talking up the organization to their friends and colleagues.",
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      "text": "Passives (score of 7 or 8): People who are fairly satisfied but not loyal employees. They rarely talk up their companies, and when they do it's likely to be qualified and unenthusiastic. If a better offer comes along, they are likely to defect.",
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      "text": "Many might assume this drop-off occurs as women get married and have children; however, our analysis suggests that marital and parental status do not significantly differ for women who aspire and women who don't.",
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      "text": "Previous Bain research showed that engaged employees create more customer promoters and better business outcomes. Outside research confirms this trend: One study showed companies with highly engaged employees grow as much as two-and-a-half times faster than those with low employee engagement.",
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      "text": "These statistics are more than just a sign that women are missing out on opportunities. For years, external research has shown the financial benefits that accrue to companies that promote gender equality. A commitment to gender equality can also help fuel employee engagement and higher corporate growth rates. Using the employee Net Promoter Score (eNPS) to measure employee engagement (see Figure 2), our research shows that eNPS is much higher than average for both men and women at companies perceived to offer each gender equal pay and promotion opportunities, while it is much lower than average at those not perceived in this way (see Figure 3).",
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      "text": "The result of this trajectory is a well-documented dearth of women in top management roles in America. Despite women comprising more than half of all college graduates and about 40% of MBAs, they number only a slim 5% of Fortune 500 CEOs and 17% of board members.",
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      "text": "To date, efforts to spur change in gender equality typically have focused most heavily on two spheres of influence: the classroom and the boardroom. Classrooms—where women now are often in the majority—are becoming more conducive to and encouraging of women. This helps explain why women are more likely than men to aspire to",
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      "text": "Everyday moments of truth: Frontline managers are key to women's career aspirations | Bain & Company, Inc.",
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      "text": "Figure 2: Employee Net Promoter Score (eNPS) explained",
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