It’s a well known fact that management consulting firms struggle qit retaining women and promoting them to the highest ranks. Diversity at the top remains elusive, with the vast majority of firms only managing a small proportion female partners at best.
A common dropout point is when women reach manager and senior manager grade – in their late 20s and early 30s – the “pinched middle”. Just as they’re expected to be at full-throttle with their career, they are becoming busier at home too. Many reflect on the kind of life they want, the trade-offs they’re willing to make and what it takes to be successful in consulting. Unfortunately, for consulting firms, many women (too many) decide it’s either not doable or not worth it, so they leave the industry altogether.
Much has been written about the problems women face, both within firms and in society at large. The reality is that consulting firms are not going to change societal norms – from why so few men take paternity leave, to why caring and looking after the home is seen as women’s work – all by themselves. But there are things firms could do to make the lot of women in consulting easier.
This recently published report by Source Global Research and Unida (diversity consultants) proposes a 10-point framework for change.
Ten Point Framework
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