What the research tells us is that at the mid-career step
it's about 26% women, but then that drops off
really dramatically when you get to senior levels
to only about 17%.
One of the key things going on there is one,
the hopper hasn't been filled at the beginning,
so we need more young women coming into the industry.
There's also really simple things you can do
in the senior selections.
The data shows that if you have
at least two diverse candidates
on a selection slate for senior jobs,
you're actually much more likely to end up
with a diverse candidate in that position.
We've had some really interesting conversations
with our clients on flexibility and how they're bringing
that into their workplace and making it work.
Some of them are actually trying to experiment
and even lean forward quite far on flexible hours,
job shares, and trying to make those models work.
One of the key things that they've taken away,
and it's consistent with our experience within BCG as well,
is that it needs to become not just a women's policy
but also men participating and benefiting from the policies.
It's at that point that you actually reach critical mass
of uptake and really create fundamental change.