{ "docId": "019dd923-5e88-73ef-bd58-0c638a71d5f8", "docSlug": "72e80dd11b7f4de3", "documentTitle": "Time to talk: What has to change for women at work", "authorId": "PwC", "authorName": "PwC", "documentKindSlug": "consulting-deck", "documentKindLabel": "Consulting deck", "sourceTypeSlug": "strategy_consulting", "sourceTypeLabel": "Strategy consulting", "presentationDate": null, "orientation": "landscape", "aspectRatio": 1.776, "pageNumber": 11, "pageCount": 28, "prevPage": 10, "nextPage": 12, "slideType": "testimonial", "function": "summarize", "density": "overcrowded", "nDataPoints": 3, "notes": "The slide uses a mix of survey statistics and expert commentary to advocate for organizational transparency.", "elementsJson": [ "paragraph", "big_number", "quote_block", "headshot" ], "metadataConfidence": 1, "imagePath": null, "slideHref": "/slides/019dd923-5e88-73ef-bd58-0c638a71d5f8/11", "deckHref": "/decks/019dd923-5e88-73ef-bd58-0c638a71d5f8", "deckJsonHref": "/decks/019dd923-5e88-73ef-bd58-0c638a71d5f8.json", "deckAnchorHref": "/decks/019dd923-5e88-73ef-bd58-0c638a71d5f8#slide-11", "components": [ { "bbox": null, "kind": "callout", "text": "Organisations must factor implicit bias into decisions related to promotions. It is poor practice, for example, to have all-male promotion panels.", "attrs": null, "subkind": null, "toolName": "Visual emphasis", "toolSlug": "visual-emphasis", "confidence": null, "componentId": "019dd952-3be7-728b-abf3-d55c86184dab", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.15, "w": 0.08, "x": 0.87, "y": 0.73 }, "kind": "image", "text": "Sharmila Karve, Global Diversity & Inclusion Leader, PwC", "attrs": null, "subkind": "headshot", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "3ac50dc6-84cd-41ea-8b78-e2d00db52459", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.05, "w": 0.05, "x": 0.05, "y": 0.36 }, "kind": "metric", "text": "44%", "attrs": null, "subkind": "big-number", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "3a9e8cd7-8d4f-4c31-b448-095763c76e34", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.05, "w": 0.05, "x": 0.05, "y": 0.54 }, "kind": "metric", "text": "39%", "attrs": null, "subkind": "big-number", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "6f050265-48b6-4f4c-9fc3-03eb4e2fb537", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.05, "w": 0.05, "x": 0.05, "y": 0.72 }, "kind": "metric", "text": "17%", "attrs": null, "subkind": "big-number", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "8815c27b-a786-42f1-b541-3015b66c324f", "frameworkName": null, "frameworkSlug": null }, { "bbox": null, "kind": "metric", "text": "women's promotion expectations: 44%", "attrs": null, "subkind": "primary", "toolName": "Quantification", "toolSlug": "quantification", "confidence": null, "componentId": "019dd952-3be7-728b-abf3-df07ba389ddb", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.05, "w": 0.25, "x": 0.05, "y": 0.77 }, "kind": "paragraph", "text": "of women, a much smaller margin, would step up even if they didn't think they met all the criteria.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "2173095d-0fc6-4f77-868e-a7da1c2ed847", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.06, "w": 0.25, "x": 0.05, "y": 0.41 }, "kind": "paragraph", "text": "of women would expect their hard work to be recognised as a symbol of their promotion aspirations and for their employer to approach them.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "7bd8f867-16a9-4e5b-a45c-543ca1a45a67", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.65, "w": 0.25, "x": 0.33, "y": 0.18 }, "kind": "paragraph", "text": "This can put women at a disadvantage and reinforces stereotypes and bias in managers. Too often organisations will not challenge this. \"Human resources have got a really important role to play here to bring this information to light and be sure that people are equipped with what they need,\" said Karina Govindji, Global Head of Diversity & Inclusion at Vodafone, which has mandated bias-awareness training for its senior leadership. In one video, a woman manager discusses how a returning colleague who has had a baby won't want to travel. Most people do not spot this as bias. The lesson: don't make assumptions. Yes, we want women to self-advocate more. But inclusiveness must also be ingrained within the capabilities of people managers, so they are more instinctively attuned to identify the best talent for an opportunity, be that people who shout loudest, or people with capabilities, potential and their heads down.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "89b0359b-6ce2-4516-8aec-1109699bd682", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.05, "w": 0.25, "x": 0.05, "y": 0.59 }, "kind": "paragraph", "text": "said they would put themselves forward for a promotion if they met all of the job criteria.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "8dbde83b-abfe-4bdf-97fb-3ea0c189c0cf", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.1, "w": 0.25, "x": 0.05, "y": 0.18 }, "kind": "paragraph", "text": "Women, traditionally, are not self-promoters although when they do speak up they get results. Our survey shows that women would approach a promotion opportunity in the following ways:", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "e4e44a90-b8ab-4e92-bce3-22402619b19f", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.65, "w": 0.25, "x": 0.61, "y": 0.18 }, "kind": "paragraph", "text": "Organisations must factor implicit bias into decisions related to promotions. It is poor practice, for example, to have all-male promotion panels. The onus is on organisations, not just women, to take responsibility for taking down the barriers to progress. As Carol Stubbings, Global Leader of PwC's People and Organisation practice put it, \"Never let your ambition outweigh your ability. But women quite often underestimate their ability, so they don't fulfil their ambition. It's important having mentoring and good female leadership programmes to constantly tell these people that they are really good, they are really valued, they've got a great skill set that will take them far in the organisation.\" Human resource departments should explicitly set new parameters and systematically check that there are uniform criteria by which the organisation can assess employees, and that employees know what the criteria are. Can your talent articulate what \"high performance\" looks like? Is the leader overseeing career development also the leader assessing performance reviews? Answering these questions will go a long way toward building trust.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "ffcb8141-1ee1-4187-a0b2-9d3455586fc1", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.45, "w": 0.21, "x": 0.74, "y": 0.18 }, "kind": "quote", "text": "It is so encouraging to see such high levels of female confidence and ambition. Employers must focus on creating an environment where women — and men — can have open and unambiguous conversations on performance and progression benchmarks. But greater transparency must also go hand in hand with efforts to mitigate unconscious biases and stereotyping that could impact career progression. This will support a workplace culture where all talent can fulfil their potential.", "attrs": null, "subkind": "testimonial", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "5ea770aa-a952-423b-bb95-0fbc80b79f71", "frameworkName": null, "frameworkSlug": null }, { "bbox": null, "kind": "quote", "text": "It is so encouraging to see such high levels of female confidence and ambition. Employers must focus on creating an environment where women — and men — can have open and unambiguous conversations on performance and progression benchmarks. But greater transparency must also go hand in hand with efforts to mitigate unconscious biases and stereotyping that could impact career progression. This will support a workplace culture where all talent can fulfil their potential. — Sharmila Karve, Global Diversity & Inclusion Leader, PwC", "attrs": null, "subkind": null, "toolName": "Authority citation", "toolSlug": "authority-citation", "confidence": null, "componentId": "019dd952-3be7-728b-abf3-dacf4d028a91", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.02, "w": 0.15, "x": 0.05, "y": 0.09 }, "kind": "title", "text": "Transparency and trust", "attrs": null, "subkind": "headline", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "2c2cb4a7-b35a-4efb-a5ed-5c89412127ab", "frameworkName": null, "frameworkSlug": null } ], "metrics": [], "tools": [], "frameworks": [], "arcBeats": [], "loops": [ { "to": 11, "from": 6, "name": "Voice Of Customer", "slug": "51-voice-of-customer", "bestFor": "Product strategy, customer experience, market research", "matchId": "7e572d16-865f-4d4f-a7f9-0b6b4e2a4642", "evidence": "The deck presents testimonials and key takeaways from women", "position": 1, "objective": "Present the voice of the customer (women at work)", "structure": "What Customers Say (Verbatim) -> The Pattern Across Voices -> The Insight -> The Response", "confidence": 0.7, "description": "Let customer quotes and feedback drive the narrative and validate the insight" } ], "imagePathAlt": null, "thumbSrc": null, "thumbSrcAlt": null, "locked": true }