In the context of the slow progress that has been made across the board, we invited management teams to engage with us around the measures they can take to attract, retain and promote female talent within their organisation, and as part of wider reforms. Firms should ensure women are supported as mothers – something that will enable them to return to work and maintain an upwards trajectory throughout their careers.
Similarly, where the pipeline is limited, the onus is on companies to invest in and promote their industries to girls and under-graduates, as well as to support mid-career retraining opportunities for women.
While answers are not straightforward, we have been pleased with the response. In this piece, we set out below some of the practical areas where changes can be implemented, and progress thus accelerated.