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    vamsi sanapala
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    The document discusses recommendations from a Task Force to address women's high turnover at Deloitte. It identifies three key issues contributing to turnover: 1) beliefs and stereotypes that have led to a male-dominated culture, 2) rewards do not balance domestic sacrifices expected of women, and 3) women have less career advancement opportunities due to lack of mentors, development opportunities, and role models. The Task Force recommends initiatives focused on coaching managers, dedicated women's networks, and connected women programs to foster mentorship, skills development, and networking to create a more inclusive culture and enable women's smooth career growth.

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    The document discusses recommendations from a Task Force to address women's high turnover at Deloitte. It identifies three key issues contributing to turnover: 1) beliefs and stereotypes that have led to a male-dominated culture, 2) rewards do not balance domestic sacrifices expected of women, and 3) women have less career advancement opportunities due to lack of mentors, development opportunities, and role models. The Task Force recommends initiatives focused on coaching managers, dedicated women's networks, and connected women programs to foster mentorship, skills development, and networking to create a more inclusive culture and enable women's smooth career growth.

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    © All Rights Reserved
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    13 views1 page

    B34

    Uploaded by

    vamsi sanapala
    The document discusses recommendations from a Task Force to address women's high turnover at Deloitte. It identifies three key issues contributing to turnover: 1) beliefs and stereotypes that have led to a male-dominated culture, 2) rewards do not balance domestic sacrifices expected of women, and 3) women have less career advancement opportunities due to lack of mentors, development opportunities, and role models. The Task Force recommends initiatives focused on coaching managers, dedicated women's networks, and connected women programs to foster mentorship, skills development, and networking to create a more inclusive culture and enable women's smooth career growth.

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    © All Rights Reserved
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    of 1

    How should Deloitte go about addressing the women turnover issue?

    What is your
    evaluation of the Task Force recommendation in this regard?
    There were three aspects that had to be addressed while looking into the turnover issue and all of them
    have been described below with the respective suggestions:

    Culture/Environment Balancing Commitments Career Advancement/Opportunity

    1. Beliefs/Perceptions/ 1. Rewards don’t balance 1. Need for mentor


    ISSUES
    Stereotypes sacrifices 2. Missed development
    2. Male-dominated business 2. Deviations from conventional opportunities
    environment paths viewed - career limiting 3. Need for role models
    3. Expected commitment 3. Compromising on personal life 4. Less informal networking
    considered
    Taking vital
    into account for growth
    women behaviors

    • Women network dedicated to


    development of women employees Connected Women Initiatives
    Coaching for success
    through Leadership and Skill
    enhancement workshops, team • Objective is to enable women
    • Train all managers to be more
    building through sports activities and employees to enjoy a smooth
    enabling in their style of management
    workshops to enable self - awareness career growth through networking
    rather than directing or instructing at
    and confidence building opportunities, mentoring sessions,
    all times.
    • Regular mailers to educate them on workshops, community initiatives
    OUR • Prepare managers to be Coaches for
    various topics ranging from work-life and career development resources
    SUGGESTI their teams.
    to women empowerment are also • Company nominates women
    ONS • This helps in better people
    shared employees who are sent to the
    motivation, engagement, as well as
    • Having more women join the international conferences like
    builds ownerships in the team
    workforce at various stages is an Grace Hopper, that promote the
    towards their responsibilities
    important step towards a more technical talent of women
    • People feel valued
    Diverse and Inclusive Culture and it is employees
    vital to take into account the varied
    and special needs of having women as

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