Aiding women entrepreneurs by providing education around running a business
A program dedicated to retention of women and new mothers
Globally, 70 percent of graduates have reported higher revenues and nearly 60 percent have created new jobs.
Results
The program solves the everyday roadblocks that women entrepreneurs face to suggest ways of dealing with them. Participants work on strategy, finance & accounting, business development and receive feedback from mentors, professors to shape their plans.
Action
Challenge
To solve entrepreneurial challenges— both economical and societal, IIMB has become an academic partner of ‘Goldman Sachs 10,000 Women’ in India and will expand this proven program to reach more women entrepreneurs.
To fix the leaking pipeline of female talent through driving diversity programmes zeroed in on the retention of women and support for new mothers
Challenge
Action
Rigorous data analytics were applied to understand the underlying causes and something alarming was revealed. It was more women leaving the job, and furthermore for every vacancy even if men were leaving, only experienced men were being hired.
Results
The approach enabled PWC to identify diverse experienced hires as a critical KPI for global diversity acceleration.
Goal
PWC’s diversity strategy was given an inside-out transformation when they shifted to a ‘data-driven’ approach to effectively analyse the attrition of women employees. To fix the leaking pipeline of female talent through driving diversity programmes zeroed in on the retention of women and support for new mothers
Action
Rigorous data analytics were applied to understand the underlying causes and something alarming was revealed.
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• Across the office, more women leave than men at junior grades – and to surprise, only a very few of these women were at the juncture of getting married, looking at their age.
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• At all other grades, more men actually leave than women. But, replacements for both male and female leavers were predominately male experienced hires.
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Impact
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This data-driven approach unveiled new doors for PWC, allowing them to identify diverse experienced hires as a critical KPI for global diversity acceleration. It also brought forth a common myth— that equal hiring was not taken under consideration at the top during graduate hire, because women employees were leaving to have families, at some point of their tenure.
Takeaway
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This is an one-of-a-kind approach for an organization who seeks to address its gender diversity challenges. Leveraging data science for its psychosocial problems, PWC sets an inspiration for companies with the same calibre to develop and deploy a solution aimed to solve this problem. An interesting project for companies, who want to challenge themselves and see if they can go beyond their known capabilities.