{
  "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": 5,
  "pageCount": 28,
  "prevPage": 4,
  "nextPage": 6,
  "slideType": "ceo_quote",
  "function": "summarize",
  "density": "overcrowded",
  "nDataPoints": 3,
  "notes": "Includes a quote from Agnès Hussherr, Global Human Capital Leader at PwC, and references to PwC CEO survey and MSCI research.",
  "elementsJson": [
    "paragraph",
    "quote_block",
    "headshot"
  ],
  "metadataConfidence": 1,
  "imagePath": null,
  "slideHref": "/slides/019dd923-5e88-73ef-bd58-0c638a71d5f8/5",
  "deckHref": "/decks/019dd923-5e88-73ef-bd58-0c638a71d5f8",
  "deckJsonHref": "/decks/019dd923-5e88-73ef-bd58-0c638a71d5f8.json",
  "deckAnchorHref": "/decks/019dd923-5e88-73ef-bd58-0c638a71d5f8#slide-5",
  "components": [
    {
      "bbox": null,
      "kind": "callout",
      "text": "To attract and keep female talent, employers must be transparent about their commitment to diversity, their diversity progress, and create an open and inclusive culture where women can thrive and reach their potential.",
      "attrs": null,
      "subkind": null,
      "toolName": "Visual emphasis",
      "toolSlug": "visual-emphasis",
      "confidence": null,
      "componentId": "019dd952-3be7-728b-abf2-c250070c7c2f",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.15,
        "w": 0.12,
        "x": 0.82,
        "y": 0.75
      },
      "kind": "image",
      "text": "Agnès Hussherr, Global Human Capital Leader, PwC",
      "attrs": null,
      "subkind": "headshot",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "582790bd-35c1-4b90-8011-c7b485a7480b",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.45,
        "w": 0.22,
        "x": 0.05,
        "y": 0.45
      },
      "kind": "paragraph",
      "text": "The quality of women's talent and leadership is vitally important to business; the skills and experience they bring, including experience gained outside of the workplace, has proven to be essential in strategic decision-making and in ethical, sustainable enterprise. In 2015 MSCI*, a financial research firm, analysed more than 4,200 companies and found that return on equity was 2.7% higher for those with strong female leadership and these companies were less prone to governance-related controversies. Women's voices on teams, especially those which span cultures and functions, have been shown to increase emotional commitment, which leads the teams to push harder for success.",
      "attrs": null,
      "subkind": "paragraph",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "29b6f37f-805f-4f20-b06a-c5273b00c950",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.45,
        "w": 0.22,
        "x": 0.28,
        "y": 0.35
      },
      "kind": "paragraph",
      "text": "The Working Mother 2017 list of the top 100 companies to work for in the US now bases its scores on a combination of criteria, including gender balance data, and professional and personal support programmes across the career lifecycle. None of the best companies scores close to 100% in all categories. One company may offer generous parental leave but score low on career development programmes. Another might offer mentorship but no flexibility in working arrangements. These metrics are increasingly recognised as indicators of the day-to-day problems women encounter when trying to build a career and raise a family at the same time.",
      "attrs": null,
      "subkind": "paragraph",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "5ec3ce50-f051-428b-b484-ab5130f7ac16",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.25,
        "w": 0.22,
        "x": 0.05,
        "y": 0.18
      },
      "kind": "paragraph",
      "text": "Achieving gender parity throughout the workplace is one of the most critical challenges that business leaders face today. CEOs are optimistic about growth in the coming year, according to the 21st PwC CEO survey, with more than half expecting to increase hiring. Yet more than one-third (38%) are extremely concerned about talent shortages, a threat to their success that is second only to cyber security.",
      "attrs": null,
      "subkind": "paragraph",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "794afc3b-6084-41a0-ad0b-ebd1b87a187b",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.15,
        "w": 0.22,
        "x": 0.28,
        "y": 0.18
      },
      "kind": "paragraph",
      "text": "In 2017, the #MeToo movement brought broad public attention to the very real challenges women face in the workplace and beyond. But the momentum for change was quietly building long before then. Companies that do not promote safe, equitable and bias-free environments for all employees do so at tremendous risk to their organisations.",
      "attrs": null,
      "subkind": "paragraph",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "8df32d86-bd49-418a-8b49-da792399cd94",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.65,
        "w": 0.22,
        "x": 0.52,
        "y": 0.18
      },
      "kind": "paragraph",
      "text": "The respondents in our survey are aged 28 to 40. They are at the point in their working lives where the gap between men's and women's progression begins to widen dramatically and the challenges of combining careers and personal priorities increase. They live around the world and work in a variety of cultures. Some live in places where many women work; others are regarded as members of a minority simply because they have roles outside the home. They work in all sectors of industry, from education and healthcare, which traditionally employ many women, to aerospace and technology, which typically do not. These respondents represent the enormous amount of female talent in the global workforce, forthright and ambitious for success on their terms. Women in the emerging economies, we found, have even higher levels of confidence. Their high aspirations are a reason for hope.",
      "attrs": null,
      "subkind": "paragraph",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "a9d522af-43cb-41d2-9f63-0039bcc30933",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.35,
        "w": 0.22,
        "x": 0.75,
        "y": 0.18
      },
      "kind": "quote",
      "text": "Women today are trailblazers, they are more career ambitious and financially independent than ever before and they expect more from employers. Talking the talk is no longer enough. To attract and keep female talent, employers must be transparent about their commitment to diversity, their diversity progress, and create an open and inclusive culture where women can thrive and reach their potential.",
      "attrs": null,
      "subkind": "pull-quote",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "e84e5838-7875-4f68-9d1b-01bea647133e",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": null,
      "kind": "quote",
      "text": "Women today are trailblazers, they are more career ambitious and financially independent than ever before and they expect more from employers. Talking the talk is no longer enough. — Agnès Hussherr, Global Human Capital Leader, PwC",
      "attrs": null,
      "subkind": null,
      "toolName": "Authority citation",
      "toolSlug": "authority-citation",
      "confidence": null,
      "componentId": "019dd952-3be7-728b-abf2-c677c6d0700e",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.02,
        "w": 0.05,
        "x": 0.52,
        "y": 0.92
      },
      "kind": "source-note",
      "text": "*Source: MSCI.",
      "attrs": null,
      "subkind": null,
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "fc519fdf-3677-41cd-93d8-1486dfcb4d9b",
      "frameworkName": null,
      "frameworkSlug": null
    },
    {
      "bbox": {
        "h": 0.03,
        "w": 0.3,
        "x": 0.05,
        "y": 0.08
      },
      "kind": "title",
      "text": "5 | Time to talk: What has to change for women at work",
      "attrs": null,
      "subkind": "headline",
      "toolName": null,
      "toolSlug": null,
      "confidence": null,
      "componentId": "9410c50f-78d3-40cd-a1bd-896aafa9c294",
      "frameworkName": null,
      "frameworkSlug": null
    }
  ],
  "metrics": [],
  "tools": [],
  "frameworks": [],
  "arcBeats": [
    {
      "to": 5,
      "from": 1,
      "beatId": "f51a2620-a85c-4212-86e7-209c5a3581b4",
      "arcName": "Problem-Agitate-Solution",
      "arcSlug": "problem-agitate-solution",
      "beatName": "Situation & Context",
      "beatSlug": "consultants-gambit-situation-context",
      "evidence": "The deck sets the context for the issue",
      "position": 0,
      "confidence": 0.8,
      "parentBeatName": "Setup",
      "parentBeatSlug": "setup"
    }
  ],
  "loops": [],
  "imagePathAlt": null,
  "thumbSrc": null,
  "thumbSrcAlt": null,
  "locked": true
}