#WMWorkLife

3 Pillars to

Pump Up the Pipeline

Powering Business. Empowering Women.

GENDER REPRESENTATION IN THE CORPORATE PIPELINE (2016)

% OF WOMEN AND MEN BY LEVEL

45% 37% 32% 27% 23% 17%% OF WOMEN IN

PIPELINE IN 2015

54%

46%

63%

37%

67%

33%

71%

29%

76%

24%

81%

19%

ENTRY LEVEL MANAGER SVPVPDIRECTOR /

SR MANAGERC-SUITE

WOMEN MEN

The Pipeline Challenge

Source: McKinsey

Based on the

rate of progress

between 2012

and 2015, it will

take more than

100 years to

reach gender

equality in the

C-suite.

Source: McKinsey

The Reality

REPLENISHREINFORCE

100% C-Suite Parity

The 3 Pillars

RETAIN

Jackie Davis

Sr. Manager Digital Marketing Strategy

Boston Scientific

Pillar 1: Replenish

• Companies with higher female representation in top

management outperform those that don’t by

delivering 34% greater returns to shareholders.1

• 43% of highly qualified women with children leave the

workforce with “Family Time” as the primary reason.2

• Our experience shows an 88% success rate with

women who return to work.

1. Catalyst 2. Harvard Business Review

Pillar 2: Reinforce

• “The single most profitable step high-tech

companies can take to advance technical

women… is to invest in professional

development.”1

• “…visibility is the most important factor

for advancement.”2

• Custom career development programs

combat systemic gender biases.

1. Clayman Institute, Stanford 2. Harvard Business Review

Cathy Taylor

Director

Technology Vendor Management

Fidelity Investments

Pillar 3: Retain

• 84% of Millennials report they

will take career breaks.1

• 82% of companies offer leaves

of absence/sabbaticals… …yet

only 8% participate.2

• Flexibility programs help

companies retain current talent.3

• Companies that engage parental

leave programs retain high-

potential talent.

1. Manpower Group 2. McKinsey 3. Workplace Trends

Redefine How to Suceed

Have a long-term dream

These are the only 2 career goals you need…

and a short-term plan.

~Sheryl Sandberg

#WMWorkLife

CONNECTING EMPLOYEES TO ACHIEVE

PERSONAL AND PROFESSIONAL

ADVANCEMENT

Christy Brundage, HR Transition & Change Manager

Intel Corporation

#WMWorkLife

Matching Programs to NeedsA framework

Created by Elizabeth Crupe, Intel Corporation

#WMWorkLife

Launching Employee Centered ProgramsThe Marketing Funnel

Awareness/Education

Value

Engagement

Advocacy

What’s in it

for me?

What is it?

Why is it

important?

Program

utilization

Visible

Support

Created by Christy Brundage, Intel Corporation