As an executive and CFO of a public tech company, I sometimes attend investor conferences where I will have many meetings in a day. People across the table are typically analysts and portfolio managers representing financial institutions. I recently attended such a conference in Europe. The meetings were varied, we discussed our industry and my company's strategy, results, and investment thesis.
My daughter will probably join the workforce in a few years. It is tempting to believe we are well on the way to winning the battle for gender equality and that she will face a different situation than I did. But the statistics are sobering: In the We need to evolve — flexible working and accommodating career breaks are a must. Our research also shows that both millennials and Gen Z want to know how their work makes a difference and has an impact; that their companies have a defined purpose, communicated clearly and authentically. They want to work in a supportive atmosphere with amazing people. This is good news — they may blaze the trail, but we will all benefit.
. Conversely, three times as many millennials and members of Gen Z believe the onus is on them, rather than their employer, to develop new skills.We also need to implement the programs and mindset that encourage women to put themselves out there and position themselves for key roles in our industry. In my own company, the Amdocs INSPIRE program is a long-term innovative organizational framework for closing the gender gap.
Amdocs Motivated women always find a way. Nothing should be a givin based on the merit of gender or race.
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