30% Club’S Aim of Boards Having at Least 30% Female Representation by the End of 2015 Structural Barriers, Addressing Bias and in This Research Will No Longer Work

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Women become more ambitious about senior Don’t write women off too early. Their ambition grows Women don’t aspire to senior leadership roles. leadership as their career progresses. with their experience. At senior levels, women are more likely to stay around Ensure you are supporting your senior female talent Women don’t stick it out to make it to the very top. and to miss out on promotion. to keep progressing. Childrearing slows women’s careers down only Provide career navigation tools to men and women Childrearing stops women getting to the top. marginally. More significant promotion gaps emerge in the early stages of their careers. Track individual earlier on. career progression effectively. Women don’t get to the top because they lack Women are clear about their abilities and careful not Don’t confuse women’s balanced self-presentation confidence. to oversell themselves. with lack of confidence. Women lack the leadership qualities needed at the The majority of men and women’s leadership Check whether any marginal differences in leadership top. behaviour is the same. behaviour are being reinforced. Women don’t have the networks that open doors to Women prefer formal over informal contacts when Encourage senior leaders to share their professional the top. accessing support. networks with female colleagues. Senior women leaders pull up the career ladder Senior women actively seek out other women to join Make senior leaders of both genders accountable for behind them. them. supporting women’s progress. Where possible, invest in development activity that Women don’t see development programmes as a top High potential programmes are fast-tracking women. is tailored to the individual. Measure and assess the enabler of career success. return on investment. Formal flexible working arrangements ease women’s Informal individualised arrangements made directly Invest in upgrading the quality of your line route to the top. with their manager are what women value. management skills. The personal case for gender diversity is a more Elicit personal stories about why gender diversity The business case for gender diversity is working. powerful motivator for change. matters to individuals.

• encouraging responsibility for delivering “What I took from this research is ONE LEVEL 77% change at all levels in their organisation that I need to make all the leaders in BELOW EXCO 23% my organisation understand that it is ‘What gets measured gets done’ is only down to us to be more authentic and partly true on this issue. The business case TWO LEVELS 72% have quality conversations.” BELOW EXCO 28% for gender diversity is rarely established at a local level. Women still feel that the burden of Simon Collins, Chairman, proving the case for change on this issue rests KPMG in the UK THREE LEVELS 71% with them. BELOW EXCO 29% There are more similarities than differences FOUR OR between men and women at work. Yet the “What I took from this research is MORE LEVELS 59% 41% marginal differences appear to predict markedly that change on this scale is never BELOW EXCO dissimilar career outcomes for men and for quick, rarely straightforward and Male representation Female representation women. Organisations need to provide more often surprising. We need to targeted support to women on: redouble our efforts.” • long range career navigation Gurnek Bains, Chairman, YSC • building a strategic portfolio of experience • conveying Board-readiness I

III

The 30% Club encourages voluntary change towards achieving a better balance of men and women in ‘Balancing the pyramid’ is the 30% Club’s ‘Cracking the code’ is the 30% Club’s strapline the boardroom by: initiative to work towards gender parity at all for really understanding what works for women levels within the talent pool below Board level. in business and whether this differs from what This research was commissioned to update our works for men. understanding of: This report benefits hugely from previous 1. the diversity of the talent pipeline below research (see Additional Resources) on why Board level the talent pipeline leaks more women than men and how women can ‘lean in’ to their 2. what currently helps women to succeed in careers. The research focus is to define gender their careers intelligent contexts that get the best out of 3. what constitutes gender intelligent men and women. The research aims to avoid approaches to widening the talent pool ‘fixing women’ to adapt to male-dominated structures and ‘beating men up’ for – Gender intelligence means: consciously or unconsciously – maintaining an • staying abreast of societal and generational uneven playing field. Inspiring company leaders shifts Supporting and The research encompasses the experiences to appoint more women encouraging successful • revisiting some popular myths about men of women (and some men) at all levels across to executive and non- women in business and women a range of companies, mainly based in the executive directorships UK. Whilst the research is data-rich, it does • critically evaluating the impact of not directly capture the experience of women organisational interventions to improve (and increasing numbers of men), who have gender diversity made alternative life choices that do not involve Theoretically, gender intelligence should have building a career in a corporate environment. a built in ‘half-life’ as organisations achieve fully inclusive cultures where individual difference is both expected and valued.

Throughout the report, * indicates where the research finding is statistically significant and differences between men and women are extremely unlikely to be due to chance. Improving the pipeline below Board level to widen the talent pool available to business 4

© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. © YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. WOMEN DON’T ASPIRE MYTH TO SENIOR LEADERSHIP ROLES 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111RESEARCH REALITY 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010Much of the research into gender difference suggests that SO WHAT DOES THIS MEAN 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100Women’s career aspirations 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111women are not hardwired for power and are alienated by FOR MY ORGANISATION? 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101do not differ from men’s and organisational politics. Against a backdrop of intense scrutiny for If you ask men and women at the outset of 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110their ambition grows as their 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010those few female corporate leaders in the public eye, it is easy to their careers whether they aspire to become 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010professional experience grows. CEO, you are likely to receive very different 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100assume that women don’t aspire to top jobs. 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111But women’s ambition has a answers. If you ask the same question of men 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100and women already in leadership roles, their slow fuse. They define success 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000responses are likely to be much more aligned. 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111more broadly, which makes 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001their decision-making about Career discussions with men and women 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101 are likely to feel rather different. As women’s 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110career moves more complex and 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011careers have a rather different flight-path to 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100involving a number of factors. men’s. Organisations need to apply an open 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011 011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100This can be misinterpreted as mind and a gender intelligent lens on the role 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000‘caveated’ commitment to of ambition when screening for potential in 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000their talent pools. 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010career progression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man starting his career in a UK corporate 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101is 4.5 times more likely to reach Executive It sounds obvious, but do not assume that 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011Committee than his female counterpart. everyone will succeed in the same way or 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101at the same time. Listen for and challenge 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111However, ambition does not seem to be the 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101main explanation for this statistic. assumptions about what women are really 00111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010“I wonder if the reason some women seeking in their careers. Encourage a discussion 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111aren’t in senior leadership roles is Overall, men and women report having equal within your leadership team on how to identify 1111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010levels of ambition and similar definitions 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010not because they think they’re not and encourage criteria for women’s ambition. 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101capable of them, or they’re being of success. Women’s ambition starts out 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101behind but overtakes men’s as they take on 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001discriminated against, but because management responsibility. 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010they’re making rational decisions not 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001to apply for them.” Women are more demanding than men MORE IN: 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000in their definition of success. They place Practical So What 2 Debra Allcock Tyler, CEO, Directory 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011greater importance on more criteria for 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010of Social Change, January 2014 success than men. 11101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100105 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 0110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 Overall, men and women define what matters Women’s ambition catches up Women are more demanding and wide-ranging in their definition of most to their success in the same way. Their and overtakes men’s success than men top two criteria for success are: How ambitious are you now? (Not at all More demanding: Overall, women rate More wide-ranging: 6/10 success criteria ambitious = 0% – Extremely ambitious =100%) criteria for success as ‘Very important’ at least were significantly more important to women 50% of the time. Men rate the same criteria than men. Only 1/10 success criteria – working 72 as ‘Very important’ only 31% of the time.* on something innovative – was significantly more important to men than women.* 83 How important are the following to your sense of success? APPRENTICE /TRAINEE* (% responding Very Important)

having positive working relationships 67

SUPERVISOR* Achieving Being well Doing Contributing to Working on organisational rewarded something that something that something prestige* financially is intrinsically matters innovative* interesting 64 W. 22% M.18% W. 41% M.44% W. 70% M.67% W. 55% M.55% W. 20% M.22% doing something intrinsically interesting 61

MANAGER*

69 Experiencing Experiencing Having Having positive Having a good professional personal autonomy* relationships* life balance* 65 growth* growth* 6 SENIOR MANAGER* W. 49% M.39% W. 58% M.48% W. 35% M.30% W. 74% M.58% W. 64% M.55%

011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101MYTH 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010TO MAKE IT TO THE VERY TOP 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100RESEARCH REALITY SO WHAT DOES THIS MEAN 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111Linked with their lack of ambition, another explanation for the 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101At senior levels, women remain FOR MY ORGANISATION? 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010few women in011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110 senior leadership positions is that they lack the 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010as committed to progressing Organisations need to get much closer to 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010resilience needed to succeed at the top of corporate environments the actual experience of their senior female 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100their careers as men. There is leaders, who appear to be missing out on 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111and this curtails their career longevity. 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100no net effect – either positive or promotion opportunities relative to their male 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000peers. Organisations need to nurture their 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010negative – on the pipeline of senior committed senior female leaders, who could 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111female talent due to women 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001be highly attractive in a ‘bull market’ for female 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101making a career move. leadership talent. 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100“Instead of SO WHAT DOES THIS MEAN 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011At senior levels there is no strong evidence 011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100trying to claw FOR ME AS A LEADER? that women are giving up on their career in 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000their way up the Prioritise spending time with your senior female 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000any greater numbers than their male peers1. 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010ladder, many 011110000111101010110111010101101101leaders in an informal setting in order to really 1000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110young women Lack of promotion rather than attrition is why understand any mismatch between their 1011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010senior women do not make it to ExCo level. 01010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010are choosing to aspirations and their experience. Encourage 1011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101opt out of – or at Senior women leaders are more loyal than your leadership team to discuss the career 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101 least change the men. But their loyalty does not result in them progression – both past and future – of their 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101being promoted as quickly as men. 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011process” direct reports. 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111Overall, the ‘push’ and ‘pull’ factors behind 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101Huffington Post, men’s and women’s career decisions at senior 0011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001019 June 2013 levels do not differ significantly. However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a poor relationship with a colleague is Practical So What 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010significantly more likely to prompt a woman to 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101 1, 2 & 3 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101make a career move.* 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010 Note 1: This research was designed to understand 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001the experience of women in the executive pipeline 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000and how this compares with men. We have 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011therefore not captured the experience of women 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011(and men) who have already made alternative 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010choices that do not involve building a career within 1110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010a corporate environment. 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 01101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111017 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 At one and two levels below ExCo, women are: At one or two levels below ExCo, the relatively identical – stagnation or lack of challenge in low proportion of women being promoted the role is the main reason for leaving. within a relatively high proportion who choose Overall, the top two ‘pull’ factors for men not to leave suggests that some internal and women to defer initiating a career move female candidates are being overlooked. are also identical – loyalty to a colleague or Overall, the top ‘push’ factor for men and team and impact on their family. women to initiate a career move (whether internally or to another organisation) is

Subtle but significant differences in why senior men and women move on

equally as likely to be hired in from another organisation than men

• At ExCo level, women • At one level below ExCo, • At two levels below are significantly more men are significantly ExCo, women are likely to leave as a result more likely to leave in significantly more likely of disengagement with order to retrain than to leave to prioritise their the company culture women – 46% of men wellbeing than men – than men – 25% of left at least once because 43% of women leave at women left at least twice of this vs 26% of least once because of because of this vs 12% women* this vs 30% of men* of men* 2 times less likely to be internally 4 times less likely to leave than men 8 promoted than men F. 25% M.12% F. 26% M.46% F. 43% M.30%

011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101MYTH 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010GETTING TO THE TOP 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100RESEARCH REALITY SO WHAT DOES THIS MEAN 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101Becoming a parent has been thought to have a differential FOR MY ORGANISATION? 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110The overall career impact of impact on men’s and women’s careers. For women, care-giving Organisations need to take a long view about 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010having a family is less than 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010is thought to reduce their commitment to a career. For men, the career paths for their female talent. 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100people believe. Having a family Sensible career management is of immense 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111bread-winning is thought to redouble their commitment to a 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100slows women’s career progression value to women throughout the early stages of 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010career. Choosing to ‘have it all’ is usually 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000 framed in problematic down but is not significant in their career. Challenging women in the middle 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010stages of their career to revisit their short and 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111terms for women (rather less so for men). preventing them from getting to 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001medium term aspirations in light of personal 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101the top. growth as a result of having a family could add 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011some fresh perspectives on who should be in 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100the talent pool. 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011 011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100Overall, men are promoted significantly more 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000frequently than women*. But being a parent More dynamic data could help organisations to 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000does not emerge as a significant predictor for build a clearer picture of the impact that time 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101 1000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110a gender gap in the number of promotions nor out from work has on both men and women. 1011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010for seniority of role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omen notice a deceleration in their career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progression at the time they start a family. They 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011describe having to work hard to make up lost If you are a senior woman leader, make time 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101ground on return to work after starting a family. to talk to talented young women in your 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111organisation and encourage them to lean in 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101 and look beyond the immediate challenges of 00111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010Note 2: This counter-intuitive finding needs to be put in 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111 context. It only relates to men and women at work. Any combining parenthood with a career. 1111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010men or women who have chosen not to return to work 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101after starting a family are not included in this research. If you are a senior male leader, explore and 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101compare any generational differences in the 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010attitudes and expectations of your talented 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111young men and young women with your own 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001assumptions. 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010 1110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010 MORE IN: 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 Practical So What 01101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111019 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010 1, 2 & 3 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 At senior leadership levels, although the career Parenthood and promotion Parenthood and perception Women’s perceptions of the path differences look subtle they are significant. Overall, personal status e.g. being married, Women’s perception of the impact of having impact of children on their careers Men have received significantly more vertical being a parent etc., is not a significant predictor a family on their career varies as they move promotions and lateral broadening moves than of seniority. There is no statistically significant through the pipeline. women at the same level. difference in the number of promotions At, or close to, the time of starting a between women with children and women family, women are highly sensitised to the without children. Taking time out to have a family 36% interconnection of implications for all their appears to have a marginal but not significant personal and professional responsibilities. believe they have been held back in their career impact on women’s career progression. Whilst They are also aware of the career implications progression 29% men received more promotions than women for themselves. 36% of women interviewees overall, only men without children received believe their career progression has decelerated 9% significantly more promotions than women – on average by 4 years – as a result of taking without children*. maternity leave. 13% describe this deceleration Who received 5 or more as helpful in allowing them to adjust to Men are more than twice as likely to be 13% balancing home and work commitments. 19% vertically promoted than women* promotions? acknowledge the career deceleration as helpful are less positive about what they believe are Comparison between senior men and women, balancing home and work unhelpful organisational responses to them with and without children shows only one starting a family. 22% significant difference between men and women without children*. With hindsight, all senior women leaders are less concerned about the impact of having More than 5 promotions: children on their careers. They tend to see it 19% 44% as a pit stop in a grand prix. 24% describe were frustrated by the unhelpful assumptions the positive effects of having a family on their of key decision-makers about their ability to career progression to include: broadening their cope. perspective, enhancing their personal and 65% 74% organisational skills, developing their empathy Men are twice as likely to move horizontally* for other colleagues with families and made them more determined to succeed. Overall, men are promoted significantly more frequently than women. Overall, 38% of men 51% 57% receive more than 5 promotions vs 29% of women – a small but significant difference of 9%.

© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. © YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. WOMEN DON’T GET TO THE TOP MYTH BECAUSE THEY LACK CONFIDENCE 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111RESEARCH REALITY 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101SO WHAT DOES THIS MEAN 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010It is often cited that men will apply for a role knowing they only 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100Risk alertness keeps women FOR MY ORGANISATION? 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111have some of the required skill-set, whereas women will have all Confidence is implicit in the concept of 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101grounded in reality. Women are 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010of the requisite skillset and still won’t 011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110 apply. Women’s reticence to leadership. But organisations need to be 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010brutally self-honest about their careful in their interpretation of behaviours that 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010‘put themselves out there’ is seen to reflect a lack of confidence skills and abilities when putting 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100imply confidence. Both men and women are 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111which means they miss out on senior leadership roles. themselves forward for unfamiliar seeking greater transparency around criteria for 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100promotion and clear career pathways to help 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000challenges. A forensic approach to 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010them progress with confidence. The quality 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111assessing personal risk and return of the conversations that women have about 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001is a more accurate explanation their readiness for a move will require careful 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110than lack of confidence for interpretation, especially in the early stages of 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011a woman’s career, if she is not to be branded as 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100women’s career choices. 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011lacking confidence. 011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000SO WHAT DOES THIS MEAN Lack of confidence is often used as an easy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catch all attribution for a range of women’s 1011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010behaviours that differ subtly from men’s. Women leaders need to avoid bandying the 01010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010‘C’ word (confidence) around by being rather 1011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101Women are aware that they appear to lack 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101more precise when talking about their sources 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101confidence relative to their male peers. But of professional credibility and personal comfort. 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011they become more openly confident about This will help to eliminate unhelpful explanations 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111their skills and abilities once they have been about a range of behavioural differences 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101tried and tested and linked to organisational between men and women. All leaders need 00111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010achievements. Unlike women in the early 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111to be mindful of an ‘over-confidence effect’ 1111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010stages of their career, women 01111000011110101011011101010110110110000011101110101011010100011111010 at very senior – shown to be more prevalent in men than 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010levels do not view any lack of expertise as a women – whereby confidence in one’s own 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101blocker to making a career move. 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101judgement is greater than the objective 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001accuracy of the same judgement. 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010“The vast majority of women lack the confidence to ask for a 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001promotion or pay rise despite more than a third believing they should 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000be in a more senior role” 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011Hannah Summers, Sunday Times, November 2013 MORE IN: 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010Practical So What 2 111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001011 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 0110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 No difference in number of prompts to make a career move How women get labelled as (% by gender) lacking confidence As a leadership strength, men and women One behavioural indicator of are told that they demonstrate confidence lack of confidence is needing 23% 23% 24% 23% in equal measures. Yet, expectations about to be prompted to initiate a women’s behaviour means their margin career move. Survey data for error in projecting the right degree of shows no actual differences confidence is very narrow. Female leaders are in the number of times that twice as likely to be given feedback on how men and women are nudged they need to develop their confidence than to make a career move. their male counterparts*. On average, both men and women are prompted to make Interpersonal style Self-assessment a career move 2-3 times. Confidence is often inferred through women’s interpersonal style. Social proofing – women Women’s incisive self-assessment also cuts NEVER ONCE looking to others for information cues when into their authenticity in projecting confidence. making a decision – is confused with women Women are highly rigorous – forensic even – in looking to others for social cues that they are self-assessing their skills and abilities. Whilst accepted. they understand the personal disadvantages of losing out to more assertive peers, they see no Risk-alertness advantage in overselling themselves. 43% 44% 7% 7% 3% 3% Lack of confidence is confused with women’s risk-alertness. Women describe loss-aversive “My natural inclination is to career decisions as logical and grounded be fairly modest in what I have in reality, i.e. they recognise that they have fewer sponsors, fewer female peers and achieved, other people have narrower networks to support them if things shouted my successes louder go wrong. Feeling responsible for not letting than I have.” down the rest of their gender adds another Senior female leader, FTSE 100 layer of psychological exposure and sensitivity to professional loss. corporate 2-3 TIMES >4 ALWAYS

© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. © YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. WOMEN LACK THE LEADERSHIP QUALITIES MYTH NEEDED AT THE TOP 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101RESEARCH REALITY SO WHAT DOES THIS MEAN 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010 ‘Think manager, think male’ has been a useful reminder of biases FOR MY ORGANISATION? 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100Men’s and women’s 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111that link leadership and masculinity. Masculine traits have Quantifying and qualifying the impact 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101leadership is experienced as 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010traditionally been011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110 deemed necessary for effective leadership. of leadership behaviour is difficult. 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010broadly similar. The marginal Nevertheless, organisations need to look 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010Women on the other hand have been seen to lack the traits beyond easily quantifiable metrics in order to 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100differences between men and 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111required for senior leadership’. ensure that women’s leadership contribution 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100women leaders are subtle and is not being underestimated. 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010complementary. However, men’s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marginal leadership strengths 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101appear to be disproportionately FOR ME AS A LEADER? 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110‘Inattentional blindness’ is a well researched 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011rewarded by organisations. 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100phenomenon that arises when individuals are 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011so tightly focused on achievement of goals that 011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000The majority of men and women’s leadership they do not spot other things happening around 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000behaviours are very similar. The marginal them. What happens when you consider the 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101leadership impact of men and women on your 1000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110behavioural differences between men and 1011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010women suggest that gender stereotyping still team? How do you weigh up their contributions 01010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010 exists and subtly influences how men’s and to ‘what’ and ‘how’ things get done around 1011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101here? How can you improve your own and 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101women’s leadership behaviour is perceived. 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101others’ peripheral vision for cultural leadership? 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111“The men in our business would 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101appear to be much more action MORE IN: 00111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111orientated and can move at great Practical So What 1111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010pace and sometimes that’s too 1 & 3 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101quick, and the women tend to 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101give balance in terms of setting 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010our strategic priorities and 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010ensuring we’re going in the 011110000111101010110111 right 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000direction” 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011Male MD, large corporate 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010 111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001013 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 0110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 360 Feedback on Leadership Behaviour

Leading in alignment with Demonstrating organisational Demonstrating a knowledge and values positive attitude, expertise energy and a strong • Setting direction work ethic Applying Leadership • Collaborating and commercial Strengths encouraging teamwork acumen • Being accessible and encouraging people to Using logical Taking accountability Orchestrating approach them for and ensuring and organising and analytical delivery resources thinking

• Supporting and developing their team • Being strategically Applying their Navigating the influential Coaching and Managing Development commercial mentoring performance and organisational acumen politics their team having difficult Areas conversations

Demonstrating Communicating confidence and clearly credibility Demonstrating energy and drive 14

© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. © YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. WOMEN DON’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he ‘Old Boys’ Club’ is often cited as a source of social access and 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100Women understand the FOR MY ORGANISATION? 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111influence that helps men to progress their careers. Lack of access 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101link between professional Diversity networks are welcomed as 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010to traditional 011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110 types of professional networking opportunities opportunities to share experience but are 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010networking and career not seen by women as being valuable in 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010is frequently used to explain why women don’t appear on the 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100success. At work, they progressing their careers until they are 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111shortlist of candidates for top jobs. relatively senior. Evidence from cross- 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100choose formal channels to 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000company mentoring schemes shows how 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010build their profile and access much value both parties derive from regular 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111contact with individuals outside their normal 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001support for their professional 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101development. Men use day to day activity. Building diversity of 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110experience into sponsoring and mentoring 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011informal contacts more readily relationships, e.g. across the organisation or 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011to sustain their progress. between organisations, appears to be where 011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100women derive most value. 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010Professional networking 011110000111101010110111010101101101does not emerge in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the top three enablers of career success for FOR ME AS A LEADER? 01010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010either men or women. 1011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101ExCo and Board members should look to open 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101up their own network of contacts to help senior “Many of the networking Nonetheless, both men and women cite 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101different types of social connection in their women to find relevant opportunities – often 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010opportunities 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011 are 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101top three enablers of career success. outside their existing employer – that prepares 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111organised around male them for a Board role. 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101interests like golfing, Gender differences emerge at senior 00111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010manager levels when significantly more 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111sports and male bonding. 1111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010That kind of networking 01111000011110101011011101010110110110000011101110101011010100011111010senior female leaders value professional 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010 effectively shuts women networking as a career enabler than their 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101male peers (22% vs 17%)*. MORE IN: 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101out of opportunities to 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001 Practical So What 3 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010advance their careers.” 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001Jana Kasperkevic, 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011The Guardian, 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010December 2013 111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001015 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 0110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 The value of networking Formal vs. informal social family members in managing childcare. support Approximately two thirds of senior female Formal women’s networks, designed to leaders describe their husbands or partners connect people with similar interests, are Men appear to feel most supported by as pivotal to their professional success seen as indicative of a broadly supportive their informal personal relationships with through the provision of both emotional and organisational culture. Women describe a number of people in a broad range of practical support. these networks as useful for sharing settings. Women, on the other hand, feel experiences in an open and non-judgemental most supported by formal professional Sponsoring forum. An inference is that women’s relationships that tend to be one to one and Women have clearly realised the benefits of networks enable the type of uninhibited set up for their development. affiliation with and advocacy by individuals F. 39% M.22% conversations that men can have more with power. regularly on a day to day basis without the Family support Women are twice as likely as men to need for a formal forum. Several women interviewees describe Overall, women value sponsorship far more find having a sponsor very helpful. themselves as being supported by than men. This was the career enabler that showed the biggest difference between men and women. Women were twice as likely than men to find having a sponsor very helpful. (39% of women found having a Types of social support are the top three enablers of career success for men and women sponsor very helpful vs 22 % of men)*. Mentoring Mentoring showed the second biggest difference between women and men. At F. 42% M.28% ExCo level, mentoring is the only enabler that At ExCo level, mentoring is the only women rate as significantly more valuable enabler that women rate as significantly SPONSOR COLLEAGUES than men (42% of women at ExCo level more valuable than men. found having a mentor was very helpful vs MENTOR FAMILY of 28% of men)*. Women describe former 1 FAMILY 1 FRIENDS line managers or senior managers, who have nurtured their potential at an earlier stage in “I think it is crucial that you have 2 2 their career as their most potent mentors. a sponsor. I think if you don’t 3 3 Recognition and reinforcement of their find somebody who will speak underlying potential is core to the value that up for you, then you could be the women derive from this type of mentoring. best person in the world but you would go under the radar” Senior female leader, Telecoms 16

© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. © YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. SENIOR WOMEN LEADERS PULL UP THE MYTH CAREER LADDER BEHIND THEM 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111RESEARCH REALITY The behaviour of senior male leaders is 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101equally important in creating an inclusive 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010Much media commentary is focused on women who detract 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100Senior women attract and culture. 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111from, or do not support, other women’s success. The underlying 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101work hard to recruit other 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010assumption is 011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110 that women should shoulder most of the SO WHAT DOES THIS MEAN 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010women through a range responsibility for helping other women. FOR MY ORGANISATION? 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010of approaches. Men are as 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100Men are equally responsible for setting 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100important as women in role- the ‘tone at the top’ and creating an 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000modelling behaviour that inclusive culture that attracts female talent. 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010 Organisations that recognise the value 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111inspires women lower down 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001of diversity can help to plug women into 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101the pipeline. relationships that extend their experience 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011beyond their immediate organisational 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100context. Organisations should encourage 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011Women notice different behaviours when women to become sponsors in order to build 011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100observing senior leaders of each gender as a 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000their own network of affiliates. 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000cue to determining whether an organisation 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010has a gender intelligent culture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enior female leaders do not just act as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classic role models for other women. Instead If you are not formally or informally sponsoring 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101they create a culture where women can a talented woman, why not start now? It is 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101succeed by: 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010“Women 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011 that occupy a relatively easy for an ExCo or Board member to 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101leverage their connections to help a woman in 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111minority position in a • tapping into their networks to source their organisation to gain leadership experience, 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101select group of mostly men a gender diverse slate of candidates for 00111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010roles in their part of the business e.g. as a Non-Executive Director, that will 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111are more inclined to view improve her chances of promotion. 1111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010women as a threat to their 01111000011110101011011101010110110110000011101110101011010100011111010• confidently reinforcing the business case 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101special status.” for accessing the skills of a talented 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101woman on a part-time basis or working 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001External research finding flexibly 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010cited by Ellen Kinlin, 011110000111101010110111 MORE IN: • authentically sharing their experience 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001 Practical So What 3 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000Women Executives, and mentoring other women lower down 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011the pipeline (senior women do not always 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011August 2012 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010see themselves as best placed to sponsor 111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001017 other women) 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 0110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 What having women at the top signals about your organisation Four themes emerged in our interviews as to how very senior women create a context that is conducive for other women’s success:

1. Appearance = Senior women are 2. Affiliation = Senior women leaders are What men at the top signal about not the primary role models for women still seen to manage their impact and refrain your organisation lower down the pipeline, who value the from typically female-gendered behaviour accessibility of women leaders at the level when affiliating with male colleagues. Male Board or ExCo members, rather than above them. Nonetheless, the diversity However, they are increasingly open and their female peers, are under heavy scrutiny as of women at the top of organisations is transparent and less inclined to ‘keep it all role models for aspiring senior women. Women interpreted as a sign that women can together’ within all female environments, at all levels in the pipeline, but particularly succeed by being authentic. such as women’s networks. women who are one or two levels below ExCo, are sharply observant of men at ExCo level, in order to gauge their real attitudes and consistency of behaviour towards their female peers. This is seen as a key signifier of a wider “Very successful women attract inclusive corporate culture where women can more successful women. I have be treated as equals. a handful of those examples. I Men contribute to women’s comfort with the think (a) they attract them but 3. Advocacy = Senior women are seen to 4. Association = Senior women actively culture by: (b) I think they also work very stick up for their female peers and champion participate in women’s networks and • demonstrating genuine trust and hard at finding them in the first women lower down the pipeline. However, use their own professional networks to respect to their female peers place. They work harder than the they are wary of becoming too strongly connect women with other useful contacts. men. Maybe that is due to their associated with driving an agenda for However, women lower down the pipeline • sponsoring female talent lower down network.” diversity that could be seen as self-serving. are more sensitised to tokenism and can be the pipeline This can constrain senior women from sceptical about the value of interventions, Male MD, Financial Services • championing initiatives to enhance driving more radical organisational change. including networking events, designed gender diversity sector solely for women. 18

© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. © YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. HIGH POTENTIAL PROGRAMMES MYTH ARE FAST-TRACKING WOMEN 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111RESEARCH REALITY 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101 SO WHAT DOES THIS MEAN 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010The majority of organisations invest substantially in programmes 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100High potential and other FOR MY ORGANISATION? 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111to develop their future leaders. They deploy a meritocratic Organisations may need to revisit 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101development programmes approach to identifying high potential men and women for their approach to selection criteria for 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110are indicative of a supportive 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010participation. Subsequent career fast-tracking and ensuring a development programmes dependent on 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010culture that develops whether they are intended to maintain or 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100level playing field are typically cited as outcomes of this type of 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111both men and women. increase levels of gender diversity. At the 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100investment. same time, organisations may need to 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000Such programmes are not 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010redirect their investment into developing 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111instrumental in creating more individuals rather than cohorts. In terms 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001of enabling their career success, women 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101gender diversity in leadership 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110value individualised types of developmental 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011teams at the top. activity, such as personal feedback, line 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011management, coaching, mentoring and 011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100sponsorship – significantly more than men. 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000The absolute number of women participating 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010in high potential programmes 011110000111101010110111010101101101 is not making SO WHAT DOES THIS MEAN 1000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110inroads towards gender parity in the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executive pipeline. Are you as rigorous about the return on 1011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101Overall, women feel significantly more investment of a high potential programme in 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101supported by their organisation than men*. your business as you would be about any other 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011organisational investment? What longitudinal 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101However, none of the women interviewed 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111referred to participation on a development data would you need to track to establish a 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101programme (of any kind) as a pivotal rounded measure of success? How can you 00111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111experience in their career progression. tease out the causality behind what happens 1111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010to participants after a development programme 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010from pre-existing factors that led to them being 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101nominated to participate in the first place? 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011 MORE IN: 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010 Practical So What 1 111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001019 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 0110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 All participating organisations firmly view eligibility for a high potential programme to be determined by merit. A third of organisations ‘High potential’ programmes are run by 79% of the organisations participating in the research. select participants to reflect the current ratios of each gender at the appropriate management level. None of the organisations use positive action in order to create a proportionately higher number of female participants on these programmes. Overall, women describe feeling significantly more supported by their organisation than men*. On a scale from not at all supported (0%) to extremely supported (100%), women give an average rating of 54%, men give a rating of 51%. But development programmes do not appear in either women’s or men’s top three enablers of success. Formal development programmes (of all types) are valued as career enabling significantly more by women than men only once they are given responsibility over other people (as supervisors, managers and senior managers). At these levels 22% of women find these very helpful vs 16% of men*.

34% 66%

of participants of participants are female are male

© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. © YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. MYTH FORMAL FLEXIBLE WORKING ARRANGEMENTS EASE WOMEN’S ROUTE TO THE TOP 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111RESEARCH REALITY 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101 SO WHAT DOES THIS MEAN 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010Flexible working arrangements are what enable women to balance 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100Informal, individual FOR MY ORGANISATION? 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111work and home commitments successfully. Without flexible Organisations need to be more sophisticated 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101arrangements that allow 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010working, an even 011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110 larger proportion of women would ‘leak’ out of in tracking the impact of both formal flexible 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010autonomy and agility are working arrangements and informal, agile 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010the talent pipeline. 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100what women feel helps working on career progression. Organisations 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111them most to succeed. should not overlook the importance of 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100investing in the development of effective 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000The quality of line 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010people management and team leadership 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111management is essential in skills if they want to create the best possible 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001context for men and women to succeed. 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101creating the right conditions 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011for women to feel trusted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omen’s experience of working flexibly varies The type of manager that women value most 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000is one who provides a light touch on task 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010enormously. Some are frustrated 011110000111101010110111010101101101 by the 1000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110unhelpful assumptions of key decision-makers management and a high touch on career 1011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010about their capacity to cope, often without management. Women also see the best women 01010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010leaders being those who create a high support 1011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101direct reference to their own aspirations. 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101and a high challenge culture. 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101Others describe a need to demonstrate their 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011commitment by working in a tightly prioritised Line managers and leaders need to check their 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101and time-efficient way. The quality of line 00101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111own assumptions about women’s commitment 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101manager support is critical at this stage in to their careers – particularly before and after 00111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010enabling women to work in an autonomous 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111they take parental leave. 1111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010and agile way. 1110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010 100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101Very few companies record flexible 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101working arrangements (e.g. home-working, MORE IN: 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001telecommuting, compressed hours, flexitime) 0001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010 Practical So What 1101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010in a meaningful way. Where they are 011110000111101010110111 recorded 0101011011011000011111011101110101011010100011111010111011111110110101110110111100111101110101110111011110111000001101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001meaningfully, the majority of arrangements 1 & 2 1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011apply to women. 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010 111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001021 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 0110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 Women do not cite formal flexible working Part time workers by grade and male/female split arrangements as a significant factor in their “So often people who have kids career planning. In fact, satisfaction with want to balance that, so they existing flexible working patterns only appears come back 3 or 4 days a week. I in the top three ‘pull factors’ for women who think trying to get a promotion are working as individual contributors, and EXECUTIVE COMMITTEE (EXCO) 0.7% 0.3% when you are part-time is difficult. thus more likely to be in the early stages of 1% their career. Actually, my current manager ONE LEVEL when I went for this promotion, This is in stark contrast with line managers, BELOW EXCO 2% 1.8% 0.2% she encouraged me to go for it, whom women at all levels rate significantly saying it’s much better trying more than men as valuable enablers of success. to get through to a senior 58% of women rate their line manager as fairly TWO LEVELS management grade whilst you’re or very helpful vs. 54% of men*. 3.6% 0.4% BELOW EXCO 4% working full time and having no Many women interviewees describe how kids. Because if you had kids and they have an informal understanding with THREE LEVELS worked part time, it would be their line manager, that provides them with BELOW EXCO 7% 6.0% 1.0% more difficult to get promoted”. the psychological conditions and licence to operate in an autonomous and agile way. FOUR OR Senior female leader, These unwritten, trust-based agreements are MORE LEVELS 13.9% 5.1% Transport/Travel sector not centrally recorded, nor are they made BELOW EXCO 19% very public within the immediate team. The onus on the woman is to outperform by being highly efficient in prioritising her own and her team’s efforts. The line manager reciprocates with trust and aircover whilst allocating interesting stretch challenges. A few women avoid making any arrangements outside the norm that could be seen as compromising to their career progression. They express scepticism about their promotability to a more complex and challenging role if they are seen to be less committed to their career than their male peers.

© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. © YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. THE BUSINESS CASE FOR GENDER MYTH DIVERSITY IS WORKING 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011 1011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101 001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010 101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101 11011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100 1000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101 0010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111RESEARCH REALITY 010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101 SO WHAT DOES THIS MEAN 11100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010The rationale for gender diversity is well-established and tends to 0000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100The personal case for gender FOR MY ORGANISATION? 000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111fall into two categories: 1.) Demonstrating the business benefits of Organisations could certainly become more 0101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101diversity is a more powerful gender diversity; and 2.) Putting forward the ethical arguments for adept at presenting their own business case 1101011101110111101000100011010011101010010010101001000101010000011110100101011101010010101010 011110000111101010110111010101101101100001111101110111010101101010001111101011101111111011010111011011110011110111010111011101111011100000110100100101010010001010100000011110lever when advocating for 10010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010gender diversity. for gender diverse leadership at various 10110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010organisational levels, by exploiting the power 001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100change, especially when the 10101010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111case is made by men. of ‘big’ data. Also, creating the conditions 1101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100for individuals to explore their own personal 111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000 1101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010rationale for change on gender diversity 000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111may overcome some of the scepticism 111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001The business case for gender diversity is too shown towards what can be perceived as 001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101 1011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110abstract and generic to act as a motivational organisational ‘lip-service’ to the issue. 11011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011lever for change. The business benefits are 010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100often not proven at a local level. Authentic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storytelling that conveys individual leaders’ FOR ME AS A LEADER? 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000personal values behind the need for change 0111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000 taps into others motivations more directly. Tap into your story-telling skill-set and open 1110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101up and talk freely about the relevance for you, 1000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110 1011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010your family, and your close friends of creating 01010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010gender intelligent organisations, where men and 1011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 00010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101women can succeed on their own terms. This 0010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101is likely to resonate more powerfully for your 01001010101011101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 01111000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011audience and connect them directly with their 110100010001101001110101001001010100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101 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100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101 011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101 Practical So What 01110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001 1, 2 & 3 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1110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000 01111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011010000011110101011011101010110110110000011 1011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011 101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010 111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001023 1011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101 0110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101 000100011010011101010010010101001000101010000001111010010101110101001010101100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010© 2014 KPMG LLP, a UK limited liability partnership, is a subsidiary of KPMG Europe LLP and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative, a Swiss entity. All rights reserved. 10101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010000011110101011011101010110110110000011101110101011010100011111© YSC Ltd. YSC is the trading name of Young Samuel Chambers (“YSC”) Limited. Registered in England at 50 Floral Street, London, WC2E 9DA. Company Number 2402857. 010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010100010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010 0111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110 100111010100100101010010001010100000011110100101011101010010101010 011110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101 100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010100001111010101101110101011011011000001110111010101101010001111101011101 111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001 001010100100010101000000111101001010111010100101010110100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000001111010101 101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010001000011110101011011101010110110110000011101110101011010100011111010111011111110110101 1101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011110101110111111101101 0111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010 0111100001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101 0100100010101000000111101001010111010100101010110000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101010000111101010110111010 1011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101011000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100 1111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101101000001111010101101110101011011011000001110111010101101010001111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100 0000111101001010111010100101010100000111101010110111010101101101100000111011101010110101000111110101110111111101101011101101111001111011101011101110111101000100011010011101010010010101001000101010000001111010010101110101001010101000100001111010101101110101011011011000 0011101110101011010100011111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000000111101001010111010100101010101000011110101011011101010110110110000011101110101011010100011111010111011111110110101110110111100111101110101 11011101111010001000110100111101011101111111011010111011011110011110111010111011101111010001000110100111010100100101010010001010100000011110100101011101010010101010111010111011111110110101110110111100111101110101110111011110100010001101001110101001001010100100010101000 00011110100101011101010010101010 Variations on the business case are Female interviewees are most likely to cite frequently used in corporate communications fairness as a key ethical driver – both personal “Fundamentally for men to convince stakeholders about the and organisational. Although aware of the and women, one of my great organisation’s commitment to realising the benefits to corporate performance, they rarely motivations is to see people benefits of gender diversity. frame the need for change in this way. fulfil their potential and exceed 1. Demonstrating the business The relatively small number of senior male it. I don’t have a skew to men benefits of gender diversity, interviewees refers to two key business or women on that. When I see includes: drivers: (1) the need for organisations to women reaching Board level and represent their customer base and (2) the need contributing, I think it’s fantastic.” – alignment with a diverse, global to tap into as wide a talent pool as possible. customer base, many of whom Male MD, large corporate are women The uniting factor for both men and women was a family connection to the issue. Both – enhanced economic and financial men and women talk about creating a more outcomes from gender-diverse even playing field of opportunity for their leadership sons and daughters in the future. Women – creating the context for innovation and explain their motivation for working in terms avoiding ‘groupthink’ of the need to provide a real life example of their own career success for their children – winning the war for talent by attracting to observe and learn from. Men explain their from as wide a pool as possible motivation to support initiatives that change 2. Putting forward the ethical attitudes towards women in the workplace arguments for gender so that their daughters do not experience diversity, includes: societal career barriers in the future. – acting fairly and inclusively This emotional and personally relevant rationale clearly emerges as one that provides – promoting social well-being and a common platform from which both men and economic participation women can speak authentically. – complying with the spirit and letter of the law

The research highlights three key areas that organisations could focus on to adopt a more gender intelligent approach to improving the health of their talent pipelines.

1. Unlocking the 2. High quality authentic 3. Responsibility and power of data leadership accountability

There are 3 levels to unlocking the power We have identified three important areas where Our research has identified that employees The Board must take responsibility, both of data: data tracking could be improved: individuals, of both genders want better quality, more collectively and individually for gender parity. investment, and culture. Data today is powerful, • Base – baseline decoding the career-focussed conversations, with clear career All leaders should be held accountable for especially when it links both people and organisational data on gender diversity mapping that leaders understand and support. their actions. business performance. Advances in ‘big’ data • Intermediate – modelling data / technology can facilitate analysis that provides It is often the quality of the conversation rather Being accountable involves: than the quantity that is important here. All projecting forwards, in particular your talent evidence of causality and informs gender • the Board and ExCo being measured those in positions of leadership, including pipeline intelligent action. This type of dynamic data regularly against set targets enables organisations to manage their talent line managers have a special role to play • Advanced – tracking success, using both pipeline as an ecosystem. and should be given the tools and support • leading by example (e.g. be clear on what structured and unstructured data to obtain that enable them to talk authentically and be messages they as a group are delivering an individual profile of each individual in ‘gender intelligent’. through reward and recognition) the organisation. Link this people data to business performance data to effectively • driving change (e.g. seeking and acting on measure investment and culture feedback from female leavers)

Tracking Individuals Tracking Individuals Individuals are key to any organisation, but can you confidently map an individual’s career path to date and predict where it might lead E • Gender mix at each grade level and within each business unit AS in the future? A number of organisations have B • Promotion statistics by gender and for each business unit much of this data already, but they do not utilise this effectively and struggle to analyse and • Number of new appointments at each level split by gender, and whether they are identify correlations that lead to interventions. 1 promotions, new hires or ‘boomerangs’ • Number of individuals split by full time, part time, gender for each grade level and Suggested data which could be gathered to measure individuals could include: within each business unit

CASE STUDY EDIAT Diageo’s approach to gender diversity is RM E driven by a core belief that winners in global E T • Build a profile of each individual, where will they be in 1, 2 and 5 years time based business will be those who fully harness N I on their current promotion/progression rate? the benefits of diversity. 2 • Model how this will affect gender diversity at every level of the organisation As our business grows across the world we need to be able to access every talent pool and ensure we create an environment in which diversity of perspective and experience is fully leveraged. The key for us NCE is ensuring we focus on talent at all levels of VA D the organisation and really understand how D A • Create a profile of everyone in the organisation that includes a promotion history, any flexible talent drives performance. 3 working arrangements, high potential programmes attended, mentoring and coaching, We have a set of talent principles that starts external roles (e.g. Trustee or non-executive positions), and link this to business productivity with the belief that everyone has potential. and performance data We’ve set quite specific goals around diversity, but for us, a really integrated approach with all of our talent development activities has been the thing that has made the biggest difference. It’s about the whole environment we create around talent. 27

Tracking Investment Tracking Investment Answers to the following questions were one of the biggest gaps in the data provided by E Split by gender: participating organisations: AS • How much do you spend on development B • Cost of high potential programmes • Cost of promotions programmes and what is their return on • Cost of unconscious bias training • Cost of recruiting new appointments investment (ROI)? 1 • Cost of mentoring • Pay increase costs • How are these programmes linked to your • Cost of coaching • Bonus awards recruitment and progression strategies? • Cost of women’s networks These are important considerations when thinking about succession planning and how, and when, you will achieve any internal gender targets set by the Board. EDIAT RM E Suggested data which could be gathered to TE measure investment could include: IN • Build a profile of how the ROI of high potential programmes and other 2 interventions are correlated to increased number of females at senior levels CASE STUDY Tesco believe in creating an inclusive place to work where everyone can reach their full potential. One way in which it is supporting this is through ‘Women in Leadership’, a NCE programme that supports talented women VA D to build on their strengths, understand D A • Track the impact of changing the cost/ROI of different interventions and how their own personal barriers, build strong, these impact on targets set by the Board for female representation strategic networks and take control of their 3 careers. Launched in 2011, the programme is already having a positive impact, with a third of the delegates from the 2011/12 programmes having been promoted, including ten new female Directors.

Tracking Culture Tracking Culture Organisations collect data, sometimes without even knowing it. But do you know how to de- E code this data and what this data actually says AS All data suggested for individuals At all levels of senior management: about the culture of your organisation? B and investments plus: • Track movement of Board, ExCo and senior leadership Do you know who you have waiting in the • Mapping of gender split by over time, including: wings? Do you know the ‘DNA’ of your 1 grade (to establish if there is organisation and can you predict what it will –– New appointments split by gender and split by a drop off point) look like in 5/10 years? internal promote and new hires, and ‘boomerangs’ • Split of international By using structured data (i.e numbers –– Leavers split by gender and key reason cited for assignments by gender in reports and demographic data) and leaving unstructured data (i.e ‘free text’ in reports or emails) you can undertake a culture diagnostic of your organisation that will allow you to assess the current culture and make changes MEDIATE • Assess how policies and processes value everyone as an individual and how where necessary. R objective and fair they are TE Suggested data which could be gathered to IN • Assess number of communications to employees delivered by senior women measure culture could include: 2 compared to senior men at a business unit / organisation level • Determine how long will it take for you to have the desired number of men and women at Board level and at each senior leadership level

NCE • Determine the extent to which bonuses awarded are based on desired behaviours VA D D (as opposed to financial measures) A • Measure how often diversity or ‘gender intelligence’ is an item on Board meeting agendas 3 • Analyse the content of internal communication to assess gender-stereotypical vs. androgynous language • Capture reasons for female leavers by Board members themselves who have the discussions

Focus on those in leadership roles, CASE STUDY including line managers I think the most useful thing that I did as Our research demonstrates that the role of GM of Shell’s UK Retail business was the leader/ line manager is very important for to role model flexible working and to talk junior to middle management in influencing about it openly. their career and choices, particularly on a women’s return to the workforce after That meant that I was very open about maternity leave. Feedback suggests that to the fact that although I was paid full time ‘crack the code’, the leader/ line manager and was leading a very large business, should be light on task management and I would spend Monday working at the heavy on career management. children’s school (we called it my ‘sticking and gluing’ time). Examples on how to achieve this include: The message that this sent was very • Focus on career mapping for the individual Decoding what men and women say Authenticity powerful and empowering to lots of that makes it relevant to them at that stage ‘Gender intelligence’ is all about understanding ‘Cracking the code’ will only be effective women more junior in the organisation who of their career and appreciating the talents that men and if all leaders and line managers within an were struggling to find practical examples • Explode the myth that employees have to women bring to the table. Men and women organisation can speak authentically about of senior women juggling childcare and go outside to get promoted may express themselves differently and ‘de- why the issue is important to them. Individuals career in a hands on way. It also legitimised coding’ this is not always an easy task. such as line managers, HR, and the Board family conversations for the men in my • Provide clear guidance and support on should have access to available training and team who had young children. unconscious and conscious bias Examples on how to achieve this include: literature to ensure they are able to speak with We obviously have lots of structured • Be clear on what the organisation expects • Encouraging and reinforcing women to confidence on this issue. diversity programmes and initiatives in Shell from the individual as a people manager speak about their strengths but my current view is that having vocal role • Inviting a balanced assessment of models who use leadership platforms as strengths and development areas from well as 1-2-1 mentoring relationships to talk men about the practicalities of managing home and work is one of the most crucial things • Being careful how you question and we can do. challenge. Men may value an opportunity for debate about their career options. Women may need facilitative questioning to tease out their longer term aspirations

CASE STUDY

At Vodafone we are committed to helping our leaders be more gender In advance of employee promotion assessments, we provide a quick and easy intelligent. We have introduced a number of practical approaches to support reminder as senior employees prepare that highlights gender variances and this, four examples of which are outlined below: provides top tips for managing bias.

We ask our business and HR The CEO or HRD will be asked AREA TYPICAL MALE TYPICAL FEMALE CHARACTER- IMPLICATIONS FOR leaders to put together an annual to agree specific improvement CHARACTERISTICS ISTICS ASSESSORS ‘gender action plan’ based on 10 goals based on the current gender Individual More likely to attribute More likely to attribute successes to It may be difficult to recommended areas. We gently balance in their market and vs Team successes to individual group/team factors and internalise/ assess the degree of monitor, coach and influence from functions. For example, it might factors and failures to personalise failures. personal versus team the centre to ensure operating be ‘to increase first line manager group/team factors. ‘I contribution to success companies are delivering against female hires from 20% to 25%’, succeeded in implementing ‘We succeeded in implementing a (or failure) for both men the areas they have prioritised whereas in another market it might a major change project’, major change project’, ‘The project and women. But if we and ‘localised’. be ‘to increase executive female ‘The project failed due failed because I wasn’t able to ensure take statements at face hires from 17% to 22%.’ to a breakdown of the wider team communicated well’. value men may be over communication in the assessed and women Example of one requirement: wider team’. under assessed. Line managers committed to improving Emotional More likely to focus on More likely to focus on and When emotional gender balance and inclusion Intelligence and communicate in a communicate in an empathetic manner intelligence is being systematic, data based articulating the ‘how’ and emotional assessed women are Line managers at all levels should be manner focusing on the impact of events. likely to be scored more honed to be more bias aware and gender ‘what’ more than the ‘how’. highly than men. intelligent on a day-to-day basis. Ensure that ‘smart’ development plans are in place We have provided tips for women during assessments that has been really well for women, and regular, clear feedback received. This is in response to the question we had at one of our women’s is being provided. Evidence shows that network sessions of “what can we as women be aware of or ‘do better at’ in women typically receive less developmental interview situations?” feedback than men. Also, women can lack confidence, particularly in male dominated AREA TYPICAL MALE TYPICAL FEMALE ADVICE teams. Developing an inclusive leadership CHARACTERISTICS CHARACTERISTICS FOR WOMEN approach within a team will lead to greater Confidence Likely to focus on the things Likely to be mindful of the thing Don’t de-select yourself team effectiveness and in turn, deliver and risk they can do rather than they are not sure they can do from opportunities. business and productivity benefits. taking those they cannot. “I can and therefore less likely to put Talk about what you do do 60% of that job/task/ themselves forward or to take risks. well and how it can apply project, I can learn the rest “There’s 40% of that job/task/project to a new role/opportunity. as I go”. I’m not sure of yet so I won’t put Try not to reveal self- 31 myself forward”. doubts.

Building accountability Lead by example CASE STUDY

Accountability means ‘the buck stops here’. In The Board should not only be held accountable At BP we believe it is the ecosystem order to ‘Crack the code’, the Board and ExCo but should also lead by example. Leading by of related and connected actions that is should be expected to justify action (or lack of example may take many forms but words and helping to make progress and enable the action) on this issue. This will mean the Board actions need to line up. Boards need to look very best talent to succeed, irrespective of being more actively involved in setting and beyond their own composition in order to drive any differences. It is never one action alone. tracking progress towards targets. change across the organisation. However, we do know that amongst this For example targets could be set around: For example, leading by example could cover: ecosystem, a particular activity is making a difference – a bit like taking a vitamin • % of women on the Board/senior • signalling the importance of gender supplement. management positions diversity to the Board, e.g. by encouraging women leaders to present to, and meet The application of ‘Rules of the Road’ • type of roles that women are performing with the Board guidelines for recruitment in one of our on the Board (e.g profit & loss key functional teams, which requires accountability rather than functional roles) • ensuring messages are being reinforced by Taking responsibility senior positions to demonstrate a management actions, e.g. by recognising • number/% of women on high potential candidate slate that includes females, and rewarding men and women fairly As well as being accountable, each Board programmes has enabled 4 additional female recruits member should also take responsibility for • being aware of the behaviours they at senior level leader in that functional proactively cracking the code, e.g. encourage and endorse in others team. The guidelines have meant that we RESEARCH REALITY • being aware of how bias influences their have worked harder with our resourcing • being a role model for women as senior behaviour partners to look beyond the obvious 95% of companies surveyed women look to senior men’s inclusivity of candidate base. Our decisions of course, other women on the Board • all members sharing responsibility for remain meritocratic. annually report the proportion attracting talented women of female employees in the • promoting on merit rather than successful self-promotion • connecting with women’s experience of whole organisation, women working in the organisation, e.g. being By using the power of data these actions can be alerted when senior women leave, sharing in senior executive positions monitored and their impact measured. feedback from exit interviews about the and women on the Board. culture However, only 32% of companies have publicly stated targets.

The purpose of this questionnaire is to drive debate and discussion at executive level. It aims to assist Boards in assessing the action they are taking to ‘Crack the code’ and ‘Balance the pyramid’ in their organisation.

What will having an equal split of men and women on your ExCo mean for your organisation, you as a Board, your customers and 1 you as an individual?

How close are 2 you to achieving this? How do you intend to close the gap? What have you done a) 3 as a leadership team and b) personally in the last 4 12 months to advance gender diversity in your What has the impact been? Based on organisation? What are progress to date, can you conclude your goals for the next 12 that this has been a strategically critical months, both collectively 5 corporate priority? and individually?

How do your senior management act upon your direction in putting interventions in place to balance male and female representation at their level of the organisation? How do you hold 6 them accountable?

To what extent are your values played out in the culture of the organisation? What evidence is available to demonstrate this? 7 How do employees in the organisation experience this? 33

from 109 organisations across 11 sectors:

681KEmployees 4,608Respondents 72 275 33 40

Energy / Utilities Oil & Gas Public Sector Construction / 49% 66%49% / Mining 51% 34%51% Property

• From 19 organisations • 1,583 Men 706 9 1093 208 • 13 FTSE 100, 3 FTSE 250 • 3,001 Women companies, 3 registered outside Retail / Hotel / Restaurant / • 7 levels - from graduate entry up to Transport / Travel the UK Wholesale Leisure Telecoms ExCo and Board level • 4 sectors: Financial Services, Energy & Utilities, Retail, Other corporates 1290 185 86

Financial IT / Software FMCG Services

from 13 organisations across 6 sectors: from 19 organisations across 7 sectors:

4,805Feedback providers 89Interviewees 2 3 10 41

Energy / Utilities Retail / Energy / Utilities Retail / 50% / Mining Wholesale 93% / Mining Wholesale 50% 7%

• Feedback provided to 260 men 2 4 • 45 minute semi-structured 5 18 and 260 women managers and 1:1 interviews senior managers Financial • women from all levels and senior Financial Telecoms Telecoms • 5,600 comments on leadership Services male leaders Services strengths. 5,015 comments on leadership development areas

1 1 2 7 6

Support Gaming Oil & Gas Transport / Travel Services FMCG

Oliver Marketing (Graphic design team) Aoife Kilduff (Research team member) Robert Martin (Research team member) Naira Musallam (Research team member) Mike Petrook (Media relations) Adele Preater (Team support) Melanie Richards (Partner and UK board Rachel Robinson (Sponsor) member) Rachel Short (Director, Research team leader) Emily Salathiel (Research team member) Olivia Slaney (Team support) Mette Stern (Marketing) Jayne Vaughan (Partner) Ingrid Waterfield (Project team leader)