presented by may 3, 2006 prepared by on your mark, llc 1801 lavaca st. suite 105 austin, tx 78701

Presented by May 3, 2006

Prepared by On Your Mark, LLC 1801 Lavaca St. Suite 105 Austin, TX 78701 www.on-your-mark.com

05/03/06 Prepared by On Your Mark, LLCwww.on-your-mark.com

2

Research Participant Profile

• Forte database– Pre- and Post-MBA graduates

• Online survey, conference calls, focus groups• 75% working in corporate sector

– <50% for the long-term

• Consulting and financial services highly represented

“Their similarities are all different.” – Yogi Berra


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Interviewing and Recruiting

• Women take a holistic approach to work and life.– Job opportunities are considered:

• Rationally• Emotionally

– Money weighs in, but does not stand alone. – Women need:

Pre-MBA Post-MBA

• Competitive base pay • Base pay

• Sporadic opportunities for flexibility • Consistent opportunities for flexibility

• Make a contribution with work • Overall company values/culture

• Location near friends, family, easy travel point, major metro area

• Location with/near family

• “To like what I’m doing.” • “To know my advancement opportunities when I do my job well.”


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• On-Demand Generation goes to trusted sources for “behind the scenes” information.


Word of mouth:

the “reality” side

Company website:

Benchmark needs

Interview

Cre

dib

ilit

y a

nd

help

fuln

ess

University contacts:

Alumni network

By the time she’s here, she has already sought information from a variety of sources.


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• Most of the information women seek from personal references or referrals deals with work/life issues.


If she were talking with a friend she’d ask about the…

1. Culture- Face time- Office politics

2. Opportunities for women - Career advancement

3. Balance- Quality of life


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• The emotional connection starts here. – Connection cues include:

• Preparation• Conversation• Camaraderie• Informal events• Opportunities to talk• Stress level or aggressiveness



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Real-life stories - “integration and maximization”

• The holistic connection for women:


How she will fit into the company

Cues: Verbal and non-verbal

• Passion for the company

• Skills recognition

• Realistic assessment of

the situation for women

• Outside interests• Peer interaction/knowledge• Call-back hours, emails• Enthusiasm

Valued as a candidate

Valued as an employee

Combination of rational and emotional cues


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• In the end, she is evaluating:– Career advancement (for all, including women)– What (and how) the culture rewards

• Face time vs. pure results

– Base pay– Tangible commitment to work/life balance

• Flexible options• Vacation packages• Weekends



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• Where things go off-track:– Poor etiquette (sounds obvious, but…)

• Inappropriate conversation• Negative tone• Lack of focus, multi-tasking

– Adversarial interviews– The “woman’s candidate” interview vs. the “top candidate”

interview• Fielding questions not asked of men

– Value of MBA degree– Cannot answer or avoid work/life issues



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• What women believe:

Retention

Minimal Progress • More progress for women in recruiting than retention • “Recruiting high” can translate into a “career low”

Awareness without action

• Importance of women in the workplace, different views and strengths• Management doesn’t reflect this

Mommy-track • Penalty for using flex options

Women mentors • Few to consider• Fewer to model after

Good ‘ol boys network

• PRE: Won’t significantly impact their career.• POST: Is alive and well and not easy to navigate.

Skill set • PRE: I’ll have the skills to get what I want, to create my path.• POST: Having the skills isn’t always enough

Vacation • PRE: 2-4 weeks is reasonable and appropriate• POST: Taking 1 week sounds good

Home management • POST: They just don’t understand…


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• What keeps women in a job (or what’s hard to leave):

Retention

A winning team • Manager who appreciates her hard work• Team that works together

Achievement • Opportunity for success / an environment she can thrive in• Recognition for that success / mentor who points it out

Career management • Support as an employee so she doesn’t have to speak up as a woman• Introduction to the network and tools to navigate

Step back & get back • Slow down & come back at 100% - still feeling their contribution

Employee life programs

• PRE: Ability to enjoy life outside of work, give back • POST: Ability for ALL employees (including women) to succeed with responsibilities at work and home

Seniority brings flexibility

• Hard work, achievement will bring recognition, promotions and more flexibility and autonomy at work

MBA and continuing education

• To utilize her MBA degree towards solutions at work• To regularly attend classes, workshops or seminars and be in situations that improve her skills, especially those not as natural to women


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• Both sides of the table:

Retention

Employer feels… Employee feels

Career path • You’re on your own, it’s your responsibility to plan.

• Communicate my needs.

Networking • Be proactive. Take advantage of opportunities. Insert yourself.

• Formal opportunities aren’t great and informal network is not inclusive.

Mentor • Find a champion. • Don’t know how to take advantage or what’s / who’s right for them.

Flex programs opportunities

• They exist, somewhat informally. People have to ask.

• If the company presents it, it’s an “employee retention program” for everyone. If she has to ask, it’s a special arrangement for her.

What’s happening

• Hard to offer across the board - much depends on situation, manager, position, etc.

• They just don’t value women enough to make these programs work.

What everyone can agree on

Communication would be great.


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Summary Verbatims

“I don’t want to be a trailblazer in these companies. I don’t want to be the first person trying to figure out work/life policies. I want to go into an organization that has some established balance… I want to focus on developing myself.”

- Elizabeth, Current MBA Student

“That’s the biggest challenge here – there is no easy, formal program that you can instill in your company and automatically make it easy for women to work there… I just want companies to recognize the diversity of people on their leadership track, and to make sure that everyone has the opportunities to learn from the people that are most appropriate for them to learn from.”

- Dana, Current MBA Student


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Appendix A: Current Employment

• What industry are you currently employed in?

CategoryPre-MBA

Current MBA

Post-MBA

Total % Category

Pre-MBA

Current MBA

Post-MBA

Total %

Accounting 3% 1% 1% 2% Insurance 3% 0% 5% 3%

Advertising 3% 1% 0% 1% I-banking 10% 8% 6% 8%

Commercial banking 3% 3% 2% 3% I-management 5% 1% 6% 4%

Consulting 12% 15% 22% 16% Media 5% 3% 3% 4%

Education 3% 5% 5% 4% Non-profit 8% 4% 2% 5%

Financial services 5% 4% 6% 5% Pharmaceuticals 3% 6% 6% 5%

Food/bev. 2% 9% 3% 5% Real estate 3% 0% 0% 1%

Government 3% 1% 0% 1% Retail 2% 3% 5% 3%

Healthcare 4% 3% 0% 2% Telecom 2% 2% 2% 2%

Household products 1% 5% 1% 2% Other 25% 28% 27% 27%


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Appendix B: Geographical Region

• In which geographical region do you currently reside?

Pre-MBA Current MBA Post-MBA Total %

Mid-Atlantic 14% 5% 6% 8%

Midwest 13% 42% 35% 30%

Northeast 35% 25% 22% 27%

South Atlantic 5% 9% 5% 6%

Southwest 5% 6% 11% 7%

Western 14% 9% 9% 11%

Non-US 15% 5% 11% 10%


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Appendix C: Employment Capacity

• What best describes your employment capacity?


Corporate (500+) 58% 62% 54% 58%

Medium-sized business (300-500) 9% 6% 6% 7%

Small business (100-200) 12% 10% 11% 11%

Boutique (1-99) 13% 14% 13% 13%

Non-profit, not-for-profit, or government 15% 17% 8% 13%

Not currently employed 1% 6% 4% 4%

Entrepreneur or ownership capacity 5% 4% 21% 10%


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Appendix D: Job Information

• What two pieces of information get you most excited about a job?


Health benefits 3% 2% 2% 2%

Base pay 35% 23% 21% 26%

Variable pay 8% 6% 6% 7%

Financial stability 23% 14% 9% 15%

Industry 22% 23% 13% 19%

Location 16% 22% 19% 19%

Career advancement 61% 44% 40% 48%

Job content 44% 57% 63% 55%

Subject matter experts 14% 8% 8% 10%

Childcare assistance 1% 0% 0% 0%

Flexible hours 13% 19% 22% 18%

Seasonal schedule 1% 1% 0% 1%

Company's current leadership 7% 12% 11% 10%

Company values 13% 20% 22% 18%

Other 2% 7% 6% 5%


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Appendix E: Female Role Models

• Is there a woman in your company whose career path you would like to emulate?

– “The Vice President in my group is a Harvard B-school graduate, took a leave to recently have a baby, adjusted her role so she doesn't travel as much, and is still an effective, career-driven manager.” – Pre-MBA woman

– “While I respect one of the managers in my company, I feel she is sacrificing her family for her career.” – Pre-MBA woman

– “The majority of the women in my company who are in senior management either have taken far too long to get there or do not demonstrate behavior that I would want to emulate.” – Pre-MBA woman

– “My mentor has managed to keep an excellent relationship with her husband and family, while reaching an executive position and still manages to be herself.” – Post-MBA woman

– “There are a few women that have successfully balanced work and family and have made it to executive levels in my sight line.” – Post-MBA woman

Pre-MBA Post-MBA Total %

Yes 44% 32% 38%

No 56% 68% 62%


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Appendix F: Company Culture

• In 2-3 words, how would you describe work/life balance in your company culture?

“On paper.” “Room for improvement.” “Pretty good.”

“Not present.” “Non-existent.” “High priority.”

“Up to me.” “Ad hoc.” “Very good.”

“Personal choice.” “Inconsistent, but good.” “Meets expectations.”

“Lip service.” “It’s an ideal, not a reality” “For worker bees.”

“Improving.” “Much work, little life.” “Improving with awareness”

“Not very flexible.” “Manager-driven.” “Poor.”

“Interactive and creative.” “Company first.” “Not for women.”


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Appendix G: Short-term Job Plan

• Upon graduation from an MBA program, what industry do you expect/hope to work in (in the short-term)?

Pre-MBA Current MBA Total %

Corporate (500+) 69% 76% 73%

Medium-sized business (300-500) 33% 17% 25%

Small business (100-200) 18% 6% 12%

Boutique (1-99) 13% 8% 11%

Non-profit, not-for-profit, or government 18% 8% 13%

Entrepreneur or ownership capacity 23% 4% 14%


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Appendix H: Long-term Job Plan

• What type of environment do you expect to work in for the long-term after getting your MBA?

Current MBA Short-term

Current MBA Long-term

Corporate (500+) 76% 50%

Medium-sized business (300-500) 17% 23%

Small business (100-200) 6% 16%

Boutique (1-99) 8% 13%

Non-profit, not-for-profit, or government 8% 12%

Entrepreneur or ownership capacity 4% 27%


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Appendix H: Work/Life Expectation

• Do you expect that getting an MBA will have an impact on your lifestyle or work/life balance?

– “My MBA will allow for more flexibility in terms of options and positions, because higher positions can command more control.” – Pre-MBA woman

– “The debt of the FT program will probably cause me to take on a high paying job, which is usually correlated to longer hours.” – Pre-MBA woman

– “I believe an MBA will command additional professional respect, which I believe may influence salary. However, I don't believe high-powered professional women will experience work/life balance anytime soon.” – Pre-MBA woman

– “I could potentially work less and earn more, and lead companies into the future” – Pre-MBA woman

– “It's a question I struggle with daily--I know I want to be a mom someday, and I'm afraid that I won't be able to manage a fulfilling career and a fulfilling experience in parenthood.” – Pre-MBA woman

– “I think immediately after receiving my MBA my life will be much more chaotic than it is now, however, I feel that it will also give me the flexibility as I gain more experience to have more control over my work environment in the future than I would otherwise have without the MBA.” – Pre-MBA woman


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Appendix I: Non-Negotiables

• What two pieces of information are your “non-negotiables” when considering potential jobs?

Information areaPre-MBA

Current MBA

Post-MBA

Total % Information area

Pre-MBA

Current MBA

Post-MBA

Total %

Health benefits 8% 10% 8% 9% Subject matter experts 3% 2% 5% 3%

Base pay 29% 31% 33% 31% Childcare assistance 0% 0% 0% 0%

Variable pay 2% 0% 2% 1% Flexible hours 9% 8% 22% 13%

Financial stability 22% 13% 12% 16% Seasonal schedule 0% 0% 0% 0%

Industry 14% 12% 7% 11%Company's current leadership 5% 3% 4% 4%

Location 24% 42% 34% 33% Company values 18% 17% 20% 18%

Career advancement 39% 24% 14% 26% Other 2% 6% 6% 5%

Job content 37% 38% 43% 39%


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Appendix J: Location, location, location

• What is it about location that is of importance to you?


Size of metro area 45% 42% 20% 36%

Demographics 34% 21% 9% 21%

Weather 21% 20% 7% 16%

Proximity to family and friends 53% 70% 59% 61%

Ease of travel to and from 36% 29% 26% 30%

Educational opportunities 8% 2% 7% 6%

Other 10% 11% 9% 10%


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Appendix K1: Work/Life Balance Ideally and Realistically According to the Pre-MBA Woman

What does work/life bal. mean to you ideally? What does work/life bal. mean to you realistically?

“I'll graduate from the MBA program at age 29. I'd like to work for a company that accommodates women who have families and put in two years working full-time before starting my family. My company will allow me to job-share or work part-time for six or seven years, then I’ll return full-time. When I return full-time, I don't work 80 hours/week or travel constantly. My work supports me in my effort to maintain a career and a family.”

“Begins the same as above, but my company isn't willing to offer me part-time work while raising a family. I have to leave that company and find another one that's more "family friendly", or I strike out on my own after some additional training in something like financial planning or real estate. I sacrifice opportunities for career advancement and higher pay because of my need for flexibility.”

“Ideal work/life balance means working efficiently and having opportunities to fully be with family and friends, both physically and mentally. It means having the time to serve others on and off the job, read, and seek useful work-related input from outside the particular job.”

“I think the ‘ideally’ listed is possible and have seen others implement it ‘realistically.’”

“To me it means being able to get my work done, get a run in, make dinner, spend time with friends/family and get to bed at a decent hour!”

“Getting my work done and choosing between physical activity/nice dinner/socializing. I'll probably be sleep-deprived no matter what I do.”


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Appendix K2: Work/Life Balance Ideally and Realistically According to the Current MBA


“5 days, 10 hours per, not more than 50% travel, time to exercise 3-4 times per week, option to work from home 1-2 days per week, no weekend work.”

“5 days, 12 hours, not more than 75% travel, weekend work only in emergencies, option to work from home 1-2 days per week.”

“Time for my husband, three days a week with my children, reasonable and flexible vacation time.”

“Splitting weekends with my husband, where we see each other only one full day so that our children will be in day care only two days a week (instead of five). My husband's schedule will allow him to work a shift on the weekend and take a day off during the week.”

Enough time to cook my meals, work out an hour each day, have a small herb garden, and enjoy my home and local community...and challenging, satisfying work that doesn't keep me up at night stressing over it.”

“Enough predictability to allow me to commit to other organizations and activities beyond work.”


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Appendix K2: Work/Life Balance Ideally and Realistically According to the Post-MBA Woman


“Being able to work at flexible times. For example, being able to work from 8am until 3pm when my child is at nursery school. Then pick up my child at 3pm and not work until 8pm, picking up again between 9pm and 11pm.”

“Ideal work/life balance is only feasible in smaller companies. As my company grows, so does the importance of face-time, it seems.”

“Ideally, I could work whatever days/times I wanted, work from home, really be off when I'm not at the office, meaning not checking email all the time.”

“Realistically, I will be able to work part time, but won't have total flexibility in which days I work. I'll need to have flexible child care for that reason. I will be expected to do at least some work from home in my off time. I doubt that working at 60% will actually be working at 60%.”

“The ability to work whenever, wherever without feeling guilty or feeling like I'm going to be looked upon negatively in terms of job performance evaluation and rewards for good work.”

“Making a strong effort to work efficiently, effectively, and guiltlessly for the 8+ hours that I'm at work, but have the ability to leave work at work when I go home for the day.”


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Appendix L: Job Search Resources

• When searching for a job, what two resources do you find to be most credible or helpful?


Company website 46% 42% 45% 44%

Magazine advertisements 2% 0% 3% 2%

Diversity conferences 6% 5% 3% 5%

Word of mouth 67% 50% 70% 62%

Newspaper 6% 3% 2% 4%

University contacts or interviews 31% 45% 10% 29%

Alumni network 35% 51% 42% 43%

Job search website 13% 6% 12% 10%


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Appendix M: Ask a female friend

• If you had a female friend who worked for a company where you were interviewing, what two things would you ask her about the company and the environment?

– “How well does leadership inform you on new policies or decisions that affect you? How is morale? Do you go home at night feeling like you did meaningful work and made a difference?” – Pre-MBA woman

– “Are there women in positions of perceived power that you trust and respect? Is there easy access to strong mentors?” – Pre-MBA woman

– “What are your normal working hours? Do you still have time to have a life outside of work? Does the company value career advancement? Does your management value career advancement? Is the atmosphere cutthroat, competitive or cooperative? Do people take advantage of your company's flextime policy?” – Pre-MBA woman

– “I'd ask about flexibility for women with families, also about upward mobility and career advancement; hoping to hear anecdotes about other women's experiences there.” – Post-MBA woman

– “I would ask her about the firm's culture - do people enjoy working there, how is team work, decision-making cycles, etc. - and the diversity in senior management.” – Post-MBA woman

– “I'd ask what she doesn't like about her job; what the real job hours are like; how flexible they are with working part time (with children); what the people she works with are like.” – Post-MBA woman


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Appendix N: Positive Interviews

• In your personal experience, what one thing has a company done in an interview to make a positive impression on you?

– “The best interviews are when they seem genuinely interested in my professional development and truly want the best fit for both sides.” – Pre-MBA woman

– “If they are excited about the company and the opportunities, then I am excited about it.” – Pre-MBA woman

– “I feel positively when a company reiterates that interviewing is just about making a good match for both parties, and encourages me to ask questions. Also acknowledging my ambition by realizing that I'm not going to stay in this position forever. I appreciate concrete examples showing me they really value a work/life balance in their organization.” – Pre-MBA woman

– “The biggest thing to me is getting personal attention, so I don’t feel like I am being treated like part of a cattle call.” – Current MBA student

– “The best thing they can do is to show me examples of women who had children, worked flexible hours, and work in top management today.” – Current MBA student

– “The most impressive thing they have done in an interview situation is to match me up to be interviewed by impressive people who share my interests. Especially right after business school, when interviews can be with three or four people on one day--it is usually those particular people interviewing me who lead to my impression of a firm.” – Post-MBA woman

– “The best interviews are when they not only ask questions about my background but provide positive feedback on my work experience and tie it into how I will be able to contribute to their business.” – Post-MBA woman


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Appendix O: Negative Interviews

• In your experience, what one thing has a company done in an interview to cause you to rethink your interest in the company?

– “I interviewed with one company where they described the CEO as ‘a screamer’ who could ‘lose his temper often.’ I immediately realized that I couldn't work in an environment like that.” – Pre-MBA woman

– “After meeting with seven staff members, I recognized that the proposed project was poorly managed and they really did not need the position filled so much as they needed a consultant to reorganize. The interviewer let it slip that he fired the last person because they ‘just did not get along.’” – Pre-MBA woman

– “I decided I wasn’t a good fit after they asked me if I had plans to have family in short-term, because probably I wouldn't have time in the extremely demanding position.” – Pre-MBA woman

– “I had an interviewer who tested me a little too much during the interviewing process. No one likes being cut off and treated rudely, but beyond that, it showed me what the work environment would probably be like.” – Current MBA student

– “Well, let’s see… One guy tipped his chair back and fell asleep. Another looked at my grades, looked at me and said ‘Don't come here, your grades mean you can go to a better place. I hate this firm, I hate my life at this firm, don't come here." Another interview was conducted at a nearby fast food emporium while he wolfed down his lunch (it was not a lunch interview) late in the day because if he didn't eat lunch then, he didn't think he'd get to eat for the rest of the day.” – Current MBA student

– “At one firm, I met with someone in HR for 10 minutes and then was told to go to the trading floor and "look for" the next person on my interview list. I think they were trying to test my assertiveness, but I think it was just rude and I never considered taking the job after that.” – Post-MBA woman

– “One CEO stated that they had too few women in leadership roles. He started throwing out 2 or 3 senior positions I could take, without really knowing much about me. This made me question why there weren't any women in senior roles, or how sincere he was about diversity.” – Post MBA Woman


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Appendix P: Women in the Workforce

• In your experience, where do you feel companies have improved with regard to long-term employment opportunities for women?

– “I think companies are more aware of the difficulties women face in the work place. Awareness is a first step. However, I have not been a part of an organization where I have seen significant effort to increase female long term employment.” – Pre-MBA woman

– “I think companies have improved on getting women in the door, but beyond that, specifically supporting women in advancement and showing monetary appreciation are areas where companies are still behind.” – Pre-MBA woman

– “I have seen more women with families getting top positions.” – Current MBA

– “Companies have improved in that the decision to have a family is not seen as a decision not to excel at work.” – Current MBA student

– “The biggest step to me is allowing women and men to temporarily leave the workforce to take care of families and not have it affect their advancement.” – Current MBA student

• In your experience, where do you feel companies have regressed or remained the same with regard to long-term employment opportunities for women?

– “I still get interview questions regarding my husbands availability to move locations- when I know that my married male counterparts did not get the same questions. If I'm in the room interviewing with the company, it's a safe assumption I've discussed the possibility of relocation with my husband.” – Current MBA student

– “Companies still tend to ignore the fact that if they make women's lives easier outside of the office, they will be helping themselves as well.” – Current MBA student

– “if you do not have children you are looked down upon, but if you have children you are looked down upon.” – Post-MBA woman

– “Grooming female talent to become senior leaders. Too many talented women drop the race because the cost to their lives makes it unworthy to pursue or because their company never showed interest in them as leaders.” – Post-MBA woman

– “Paid maternity leave, and transition programs back after maternity” – Post-MBA woman


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Appendix Q: Skill valuation

• How much does your current company value the specific skills and strengths that you bring to the company?

Post-MBA

Extremely valued 34%

Moderately valued 34%

Not valued or unvalued 19%

Moderately unvalued 11%

Not at all valued 2%


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Appendix R: Maternity Leave

• _____ women worry how starting a family will affect their careers in my company.

• Women who have tried to adjust their schedules or work style after having a baby have for the most part been ____ in my company.

Post-MBA

Most 33%

Many 17%

Some 26%

Few 17%

No 8%

Post-MBA

Successful 73%

Unsuccessful 27%


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Appendix S: Hardest things to leave behind

• If it was necessary to leave your current full-time job, what would be the hardest thing to leave behind (other than salary)?

– “My network of peers - it was impossible to effectively manage those relationships while also managing full time study.” – Current MBA student

– “The hardest things for me to leave were the friendships that I had built, ownership over a variety of roles, and ability to add value to an organization.” – Current MBA Student

– “I missed the corporate lifestyle. I enjoy networking, meeting business contacts for lunch and dinner, etc. Yes, one can continue to do these things as a student, but I moved across the country to a small town where none of my contacts live. It's harder to keep connected.” – Current MBA student

– “The toughest thing to leave was my good relationship with my boss. It is rare to find a good mentor!” – Current MBA student

– “The culture of my company and the great coworkers were hard to leave. I hope to go back!” – Current MBA student

– “My boss and the content of my job, meaning the breadth, challenge and empowerment I have would be the hardest things to leave.” – Post-MBA woman

– “The people I work with and for are smart, motivated, warm, and helpful. It will be hard to find an environment where I feel this respected, this valued, and liked this much.” – Post-MBA woman


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Appendix T: Key Words for Interviews

• What could a company say during the recruiting process that would indicate that it was a place where you could grow and thrive, in terms of job satisfaction, career advancement and promotions, etc.?

– “If recruiters were to say straight-out that the company was committed to my success, that there was a clear plan for career advancement, and that MBAs were both valued and fast-tracked, I would be very impressed. If these things are true, there is no reason not to state them outright. I wonder why more companies do not do so.” – Current MBA student

– “We offer flex-time and work-from-home hours. Here's our newest senior level executive who has spent the last two years on flex hours and still progressed in her career and made significant contributions to our practice.” – Current MBA student

– “You have complete control over your progression in this organization. You only need to put forth your best work to advance - the details of when, where, or how you accomplish this work are not important to us and do not play a role in your advancement.” – Current MBA student

– “I want to hear that this is a place that values results over face time, and that it is a place that valued the characteristics that i bring to the table. I want to hear about all of the senior women who have kids and are still senior, and all the senior men who have wives who are working. I want to hear the employees have well-rounded lives, that they go to the opera, travel, have barbecues. I want to hear that people love their jobs, not for the money (well, not that alone) but that they actually love going to work, and that they care about the company.” – Current MBA student


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Appendix U: Current Frustrations

• What is the greatest frustration or deficit in your job today, the thing that would most contribute to you considering another company/position?

– “The potential for advancement – there are too many qualified people in front of me and not enough management positions to go around.” – Post-MBA woman

– “The non-recognition of special skills and talents, and the gender bias in the organization.” – Post-MBA woman

– “My company is not willing to accept that women leave jobs because they need, and want, a better balance in their lives. If I could change that mindset, I think my firm would have a competitive advantage in hiring women -- either fresh out of school or when they want to "on-ramp" again.” – Post-MBA woman

• What do you know now about your work environment or situation that you wish you would have known before you accepted the offer/position, either positively or negatively?

– “There’s no room for kids and dual career households here. I should have planned for it better.” – Post-MBA woman

– “I wish I had known that I needed to network more internally and not depend solely on my immediate manager to ‘take care of me.’” – Post-MBA woman

– “I wish I would've known that the vast majority of my responsibilities are not intellectually challenging. I thought I was going to be able to have more of an impact on strategic decisions, but sadly, I've been doing mostly "grunt" work so far.” – Post-MBA woman

– “I wish I had known the way women are treated when they come back from maternity leave. The company has no policy on this - everyone who has ever gone to part-time has had to negotiate that themselves. Two women who were on maternity leave with me were actually demoted once the came back to work. It definitely sends a message that you are less valued once you are juggling work and kids.” – Post-MBA woman

presented by may 3, 2006 prepared by on your mark, llc 1801 lavaca st. suite 105 austin, tx 78701

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