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Sponsored<br />
the top leaders in business, government,<br />
sports and the media to “pay it forward” to<br />
approximately 200 of the next generation<br />
— women personally nominated by their<br />
CEOs because of their potential to enter the<br />
C-suite in five to 10 years.<br />
This year, we’ve assembled an inspiring<br />
group of Summit speakers. They include<br />
66th U.S. Secretary of State Dr. Condoleezza<br />
Rice, IBM CEO Ginni Rometty, Olympians<br />
Lindsey Vonn and Michelle Kwan, and<br />
C-suite executives from Johnson & Johnson,<br />
Microsoft, Verizon and Hyatt. These<br />
women have broken the glass ceiling and<br />
want to inspire others to join them.<br />
For companies committed to advancing<br />
women in the workplace, there are many<br />
ways forward. Some smart strategies:<br />
• Create new opportunities. In a time of<br />
unprecedented business change, it’s not<br />
enough to rely on what’s always been<br />
done. Companies need to think differently<br />
about how to create new opportunities<br />
for women who aspire to lead. One<br />
possibility: Rather than wait for a man<br />
to step down from the company’s board<br />
of directors in order to add a woman,<br />
increase the total number of board seats<br />
to accommodate a new female director.<br />
• Encourage mentors and sponsorships.<br />
Mentors and sponsors are beneficial for<br />
personal and career growth. Companies<br />
can encourage women — indeed, all<br />
employees — to find mentors and sponsors<br />
to help them develop their skills and<br />
build their career paths. Mentors can<br />
help employees think about their career<br />
growth, while sponsors can actually help<br />
make it happen.<br />
• Provide a network of support. Companies<br />
can create advisory boards to enhance<br />
career opportunities for women and<br />
drive local and national initiatives that<br />
support, advance, retain and reward<br />
women. KPMG’s Network of Women, for<br />
example, drives our Women’s Advisory<br />
Board’s national programs at the local<br />
level, including activities focused<br />
on mentoring, networking, relationship<br />
building, leadership and skills<br />
development.<br />
• Measure progress. Companies can track<br />
various inclusion and diversity-specific<br />
key performance indicators, such as<br />
talent acquisition, attrition, career<br />
progression, and leadership and account<br />
team composition. Leadership can<br />
review this information to help senior<br />
leaders and their direct reports set goals<br />
that will move the high-performing<br />
women they have identified by name<br />
forward. These business leaders can be<br />
given relevant metrics specific to their<br />
business units, location or function.<br />
Companies can also provide feedback<br />
at the individual level to reinforce high<br />
performance.<br />
• Invest in the future. Millennials represent<br />
the most educated generation of<br />
women in history. They are very socially<br />
conscious and consider a company’s<br />
purpose and commitment to corporate<br />
citizenship as top priorities. Connecting<br />
with this generation of talented women<br />
requires understanding their values,<br />
communicating the company’s purpose,<br />
and engaging them in the company’s<br />
social mission.<br />
At KPMG, we seek to invest in future<br />
women leaders through the KPMG<br />
Future Leaders Program, which encourages<br />
high-performing female high<br />
school seniors to enter STEM fields by<br />
providing college scholarships, a leadership<br />
retreat and mentoring opportunities.<br />
This program is an integral part of<br />
the KPMG Women’s PGA Championship<br />
and the associated KPMG Women’s<br />
Leadership Summit.<br />
• Inspire others to aim high. Don’t be shy<br />
about sharing successes. At KPMG, we’re<br />
proud to be consistently recognized for<br />
our inclusive and diverse culture. Most<br />
recently, this includes being named a<br />
top 10 company for executive women<br />
by the National Association for Female<br />
Executives for the seventh consecutive<br />
year. This award honors organizations<br />
that have made it a priority to identify<br />
and advance women to senior positions<br />
and have created meaningful opportunities<br />
for their personal and professional<br />
development.<br />
These represent just a few of the many ways<br />
to help advance and empower women<br />
in the workplace. By establishing clear<br />
and decisive steps that inspire female<br />
employees to reach their potential, you’ll<br />
soon find that your company will be better<br />
and stronger for it.<br />
Learn more about supporting the advancement<br />
of women in the workplace through<br />
KPMG’s Women’s Leadership Summit. Join<br />
us for a free online viewing event in real<br />
time on <strong>June</strong> 28th. Visit womensleadership.<br />
kpmg.us/summit.html for more details.<br />
©<strong>2017</strong> KPMG LLP, a Delaware limited liability partnership and the U.S. member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative (“KPMG International”), a Swiss<br />
entity. Some of the services or offerings provided by KPMG LLP are not permissible for its audit clients or affiliates. 170305
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