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What the research tells us is that at the mid-career step

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it's about 26% women, but then that drops off

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really dramatically when you get to senior levels

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to only about 17%.

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One of the key things going on there is one,

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the hopper hasn't been filled at the beginning,

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so we need more young women coming into the industry.

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There's also really simple things you can do

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in the senior selections.

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The data shows that if you have

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at least two diverse candidates

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on a selection slate for senior jobs,

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you're actually much more likely to end up

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with a diverse candidate in that position.

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We've had some really interesting conversations

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with our clients on flexibility and how they're bringing

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that into their workplace and making it work.

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Some of them are actually trying to experiment

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and even lean forward quite far on flexible hours,

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job shares, and trying to make those models work.

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One of the key things that they've taken away,

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and it's consistent with our experience within BCG as well,

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is that it needs to become not just a women's policy

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but also men participating and benefiting from the policies.

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It's at that point that you actually reach critical mass

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of uptake and really create fundamental change.