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  "documentTitle": "Time to talk: What has to change for women at work",
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      "text": "Getting to know employees, understanding what they need to succeed and helping them secure that support are musts for sustaining a talent pipeline. These require investment of time and energy, but they are too important to overlook because they are a key part of what helps networks mobilise for women.",
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      "text": "Women can't count on success and fulfilment unless men help them. This is not an admission of weakness; it is simply a matter of math: there are many more men in positions of power than women and more women who need sponsorship than women alone can support. If men abrogate their responsibilities to help the women junior to them, then the gender gap will persist and the old boys' network will prevail. As part of this, business leaders also have to recognise harassment and bullying are unacceptable in the workplace. One-third of women in the survey said they had experienced verbal abuse/bullying and one in four experienced sexual innuendos/harassment in the past two years. Employers should actively work to change the culture where these actions can happen.",
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      "text": "In the last year more than 350 CEOs in the US, including Tim Ryan, Chairman of PwC US, have taken the CEO Action for Diversity & Inclusion pledge to advance diversity and share programmes that work. It's a smorgasbord of ideas from bias training, to how-tos for setting up networking groups for minorities, and includes a variety of work/life balance initiatives too. It's also a start to a conversation that needs to continue to find out what works. The most critical element of a trusted working relationship between employer and employee is this continuous, open communication channel where priorities and goals can be shared freely. Our data show there is positive correlation between women whose managers provide career opportunities and women who have confidence in their ability to lead and rise to the most senior levels with their current employer.",
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      "text": "Leaders need to work outside their comfort zone and pick people for opportunities in a non-biased way. Look at the list of people and intentionally choose someone you might not have thought of on your own. Little things like that can help reduce bias. — Reid Carpenter, head of the Katzenbach Center",
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