{
  "docId": "019dd923-5de0-76bd-a164-7e086806c4e2",
  "docSlug": "08c8ca383c0783b1",
  "documentTitle": "Global Parity Alliance DEI Lighthouses (with McKinsey)",
  "authorId": "WEF",
  "authorName": "World Economic Forum",
  "documentKindSlug": "consulting-deck",
  "documentKindLabel": "Consulting deck",
  "sourceTypeSlug": "academic_think_tank",
  "sourceTypeLabel": "Academic / think tank",
  "presentationDate": null,
  "orientation": "portrait",
  "aspectRatio": 0.707,
  "pageNumber": 38,
  "pageCount": 61,
  "prevPage": 37,
  "nextPage": 39,
  "slideType": "case_study",
  "function": "illustrate_case",
  "density": "overcrowded",
  "nDataPoints": 10,
  "notes": "Includes a contextual sidebar about the gender gap in India's mining sector.",
  "elementsJson": [
    "headline_text",
    "paragraph",
    "bullet_list",
    "callout_box"
  ],
  "metadataConfidence": 1,
  "imagePath": null,
  "slideHref": "/slides/019dd923-5de0-76bd-a164-7e086806c4e2/38",
  "deckHref": "/decks/019dd923-5de0-76bd-a164-7e086806c4e2",
  "deckJsonHref": "/decks/019dd923-5de0-76bd-a164-7e086806c4e2.json",
  "deckAnchorHref": "/decks/019dd923-5de0-76bd-a164-7e086806c4e2#slide-38",
  "components": [
    {
      "bbox": {
        "h": 0.06,
        "w": 0.45,
        "x": 0.24,
        "y": 0.13
      },
      "kind": "callout",
      "text": "Advancing intersectional gender diversity for employees and students through inclusive work policies and recruiting processes, upskilling and sponsorship",
      "attrs": null,
      "subkind": "primary",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "033c6cba-5319-4f3c-acfc-2835e98abf3b",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": null,
      "kind": "callout",
      "text": "In 2019, Tata Steel set an aspiration to have 25% diverse employees in its workforce by 2025 “25 by 25”.",
      "attrs": null,
      "subkind": null,
      "toolName": "Visual emphasis",
      "toolSlug": "visual-emphasis",
      "confidence": null,
      "componentId": "019dd951-e592-7177-ac57-daf0d321538a",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.08,
        "w": 0.45,
        "x": 0.24,
        "y": 0.23
      },
      "kind": "list",
      "text": "50,000-99,999 employees; $33.0b in revenue; Global, headquartered in India; Mining and manufacturing",
      "attrs": null,
      "subkind": "bullet",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "8169423d-7f5e-4fd1-95c9-eba4aa99a159",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.2,
        "w": 0.45,
        "x": 0.24,
        "y": 0.54
      },
      "kind": "list",
      "text": "8.6% increase in percentage of women-identifying managers; 95% increase in applications for scholarship; 100 transgender women hired; 18% increase in diversity mix; 88% increase in women hired in managerial positions.",
      "attrs": null,
      "subkind": "bullet",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "e6ae162d-1766-4a0d-80b5-9f5b3ef36046",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": null,
      "kind": "metric",
      "text": "percentage of women-identifying managers: 25%",
      "attrs": null,
      "subkind": "primary",
      "toolName": "Quantification",
      "toolSlug": "quantification",
      "confidence": null,
      "componentId": "019dd951-e592-7177-ac57-dc94437425fe",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.18,
        "w": 0.18,
        "x": 0.03,
        "y": 0.22
      },
      "kind": "paragraph",
      "text": "India ranked 135th of 146 countries in the World Economic Forum's Global Gender Gap Index in 2022 due primarily to gaps in the economic participation and opportunity, wealth inequity and health, safety and survival of women. Traditionally dominated by men, India's mining workforce is comprised of only 7% women.",
      "attrs": null,
      "subkind": "paragraph",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "adee094a-1d9e-404e-a0cd-2b2fa6a587e3",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.15,
        "w": 0.45,
        "x": 0.24,
        "y": 0.35
      },
      "kind": "paragraph",
      "text": "In 2019, Tata Steel set an aspiration to have 25% diverse employees in its workforce by 2025 \"25 by 25\". While the programme covers a wide variety of diversity dimensions (e.g. gender, LGBTQIA+, disability, caste), the initial focus was on improving gender diversity, specifically in core manufacturing and mining roles. Cultural and societal barriers have kept women-identifying individuals out of the workforce in India – especially in mining and manufacturing work, which are traditionally seen as unsuitable for women. This initiative aims to alleviate these barriers through inclusive recruiting and policies, upskilling and sponsorship.",
      "attrs": null,
      "subkind": "paragraph",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "ec3d7f94-eebf-4490-b780-b8086d28f760",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.08,
        "w": 0.4,
        "x": 0.24,
        "y": 0.03
      },
      "kind": "title",
      "text": "Tata Steel: Internal and external effort Gender equity",
      "attrs": null,
      "subkind": "headline",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "fc1c8a5a-4d5a-452c-8051-694a47d36b04",
      "frameworkName": null,
      "frameworkSlug": null
    }
  ],
  "metrics": [],
  "tools": [],
  "frameworks": [],
  "arcBeats": [],
  "loops": [],
  "imagePathAlt": null,
  "thumbSrc": null,
  "thumbSrcAlt": null,
  "locked": true
}