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CONCLUSIONS<br />
THE WICT PAR INITIATIVE SURVEY helps organizations<br />
in the cable media industry set gender diversity goals, institutionalize<br />
policies that promote gender diversity and inclusion,<br />
measure progress against goals, and achieve sustainable results.<br />
The percentage of women at executive and management levels is<br />
expected to remain stable over the next five to ten years if recent workforce<br />
dynamics persist, but could increase with improvements to turnover rates<br />
among women. Figure 27 shows the five-year industry outlook assuming<br />
recent workforce dynamics persist (i.e., under the “baseline” scenario), as well<br />
as under the assumption that organizations are able to close gaps in hiring,<br />
promotion, and, most notably, turnover rates. If organizations are able to close<br />
gaps in these key workforce flows, and, in particular, if organizations are able to<br />
retain women at the same rates as their male counterparts, we expect to see increases<br />
in the representation of women at executive and management levels over the next five<br />
years. However, these increases are expected to be relatively modest, suggesting that<br />
more aggressive efforts will be needed to see more substantial improvement.<br />
New this year, the examination of the young professional workforce has provided insight<br />
into the female representation of this cohort of the workforce. Higher female representation<br />
at executive and management levels is observed among the young professional workforce when<br />
compared to the overall workforce (40% vs. 35%) (see Figures 27 and 28). More encouraging is<br />
the observation that the five-year outlook under the “baseline” scenario for the representation<br />
of young professional women at the executive and manager levels is positive (estimated to be<br />
44% in 2021) (see Figure 22). The key factors to further improve the representation of women<br />
among young professionals at the executive and manager levels are improvements in hiring<br />
and retention. If organizations are able to hire and retain young professional women at the<br />
same rates as their young professional male counterparts, we expect the representation of<br />
young professional women at the executive and manager levels to approach parity (47%) over<br />
the next five years.<br />
48 2017 WICT PAR INITIATIVE EXECUTIVE REPORT