Compendium Test

to increase diversity in higher-levels.
A third of organizations have
mentoring programs for women and
people of color, while relatively few (21%)
have sponsorship programs for women
and people of color.
MSOs (83%) are more likely than programmers
(73%) to report that they routinely check
for and act to close gender and race/ethnicity gaps
in promotion rates. MSOs are also more likely
than programmers to have targeted leadership
development opportunities that are designed
to increase diversity in higher-levels (83% for
MSOs vs. 53% for programmers). Both MSOs and
programmers are equally likely to have mentoring
programs for women and people of color (33%),
while MSOs are considerably more likely to have
sponsorship programs for women and people of
color (67% for MSOs vs. 7% for programmers).
RESOURCES FOR WORK/LIFE
INTEGRATION
In terms of key resources for work/life integration,
a majority of organizations offer elder and
child care referral services, flextime, and telecommuting
(see Figure 23). On the other hand,
relatively few organizations offer on-ramping
for elder care givers or parents re-entering the
workforce (13%) or offer an on-site or near-site
child care center (25%).
Programmers are generally more likely than MSOs
to offer programs that are key resources for work/
life integration. Most notably, programmers are far
more likely to offer telecommuting on a part-time
basis (80% for programmers vs. 50% for MSOs)
and to offer job sharing (47% for programmers vs.
17% for MSOs). However, MSOs are more likely
to offer shift flexibility (83% for MSOs vs. 47% for
programmers) and to offer compressed workweeks
(50% for MSOs vs. 40% for programmers).
40 2017 WICT PAR INITIATIVE EXECUTIVE REPORT