The Battle for Female Talent in Brazil - Center for Work-Life Policy

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58 THIS IS COPYRIGHTED MATERIAL Invisible Lives: Celebrating and Leveraging diversity in the Executive Suite Sylvia Ann Hewlett, Carolyn Buck Luce, Cornel West, Helen Chernikoff, Danielle Samalin, and Peggy Shiller Center for Work-Life Policy, November 2005 Sponsors: General Electric, Time Warner, and Unilever off-Ramps and on-Ramps: keeping talented Women on the Road to Success Sylvia Ann Hewlett and Carolyn Buck Luce Harvard Business Review, March 2005 Sponsors: Ernst & Young, Goldman Sachs, and Lehman Brothers the Hidden Brain drain: off-Ramps and on-Ramps in Women’s Careers Sylvia Ann Hewlett, Carolyn Buck Luce, Peggy Shiller, and Sandra Southwell Harvard Business Review Research Report, March 2005 Sponsors: Ernst & Young, Goldman Sachs, and Lehman Brothers
IndEx oF ExHIBItS THIS IS COPYRIGHTED MATERIAL Introduction: Figure 1: Brazil’s Annual GDP Growth Rate 1991-2011 6 Figure 2: BRICs will have a larger US$ GDP than the G7 in less than 40 years 6 Figure 3: Female participation in the labor force 7 Chapter 1: the Changing Face of talent Figure 1.1: Women as percent of college graduates in BRIC countries 9 Figure 1.2: Percent of college age population enrolled in tertiary education in BRIC countries 10 Figure 1.3: Brazilian women’s increase in access and opportunity 10 Figure 1.4: Brazilian women’s attitudes towards work 11 Figure 1.5: Brazilian women’s top motivators at work 11 Figure 1.6: Women working full-time who out-earn their spouse 12 Chapter 2: A Complex Web of Pulls Figure 2.1: Less encumbered by childcare 14 Figure 2.2: Social acceptability of women with young children to work 14 Figure 2.3: Social acceptability of young children in daycare 15 Figure 2.4: Eldercare responsibilities and options 16 Figure 2.5: Guilt: mothers and daughters working full-time 16 Chapter 3: Push Factors at Work Figure 3.1: Women treated unfairly because of gender 20 Figure 3.2: Problems of bias severe enough to make women consider scaling back/quitting 20 Figure 3.3: Experience safety concerns on a regular basis 22 Figure 3.4: Public sector very desirable to work for 25 Figure 3.5: Why is public sector attractive? 26 APPEndIx Exhibits for Introduction Figure A1: BRICs will have a larger US$ GDP than the G7 in less than 40 years 45 Exhibits for Chapter 1 Figure A1.1: Global distribution of the talent pipeline 46 Figure A1.2: Percent of women in tertiary education 46 Figure A1.3: Percent of school-age population enrolled in tertiary education 47 Figure A1.4: Graduate degree holders in sample 47 Figure A1.5: Women with high level of ambition, by age 47 Figure A1.6: Women’s aspiration for top jobs 48 Figure A1.7: Women’s attitudes towards work 48 Figure A1.8: Loyalty to current employer 48 Exhibits for Chapter 2 Figure A2.1: Childcare options 49 Figure A2.2: Eldercare responsibilities and options 49 Figure A2.3: Percentage of women providing monetary support for parents 49 Figure A2.4: Daughterly vs. maternal guilt, full-time workers 50 Figure A2.5: Cultural pressure to “drop out” 50 Figure A2.6: Women working full time who out-earn their spouse 50 Figure A2.7: Full-time workers whose spouse also works full time 51 Exhibits for Chapter 3 Figure A3.1: Average workweeks: Women and men working full time in multinationals 51 Figure A3.2: Percentage of full-time workers working more than 60 hours per week 52 Figure A3.3: Percentage of women who work full time and work more hours than three years ago 52 Figure A3.4: Percentage of women and men who work full time and work more hours than three years ago 52 Figure A3.5: Most commonly experienced biases in the workplace 53 Figure A3.6: Experience safety concerns on a regular basis 53 Figure A3.7: Women’s desire to work in the public sector 53 59
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