To better understand your company's priorities and interests with regards to developing, retaining and promoting your female workforce, we ask that you fill in this survey. Based on these results, we will assign you to a relevant topic during the Best Practice Guide Group Discussions.   

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* 1. Name (First, Last):

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* 2. Organisation/Company:

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* 3. Title:

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* 4. Please rank all five topics from most interested (1) to least interested (5).

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* 5. Please rate your organisation’s current status on the following programmes to develop the pipeline of women

  Active Interest  No Interest  Not sure
Women's Networks
Mentoring Programmes
Return-to-Work Programmes
Gender Inclusive Global Mobility Programmes
Unconscious Gender Bias Strategies

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* 6. Would you be interested in sharing your company’s best practice with the TWF team for the purpose of the development of our suite of Best Practice Guides? This would involve completing a more in-depth survey and potentially being contacted by one of our team members for a telephone or face-to-face conversation.

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* 7. Please rate the following (Women's Networks):

  Strongly Agree Agree Disagree Strongly Disagree N/A
Our organisation currently has a women's network.
Our women's network has identified a focused set of objectives for the network that will have impact in advancing women in leadership positions in the organisation.
Our women's network has a clear understanding of their target audience and the set of stakeholders that the network needs to manage. 
Our women's network has run several carefully selected activities in the past that are linked to our objectives and aim to benefit the target audience.
Our women's network is set-up and run with appropriate governance, succession planning, collaboration with HR, strategic planning, targets, and accountability.
Our women's network has proactive management of the brand equity and effective communications. 
Our women's network has been effective in making a positive impact on women's leadership.

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* 8. Please rate the following (Mentoring Programmes):

  Strongly Agree Agree Disagree Strongly Disagree N/A
Our organisation has a mentoring programme.
Our mentoring programme has identified its objectives that will aim to create greater gender diversity.
Our mentoring programme has an effective strategy for matching protégés and mentors.
Our mentoring programme receives continuous feedback and evaluation and uses it to improve.
Our mentoring programme includes peer-to-peer and group lean-in experiences.
Our mentoring programme has built in support for mentors to enhance their listening, coaching and problem-solving skills.
Our mentoring programme has a communications strategy that encourages support and avoids alienating others.
Our mentoring programme has been effective in creating a greater gender diversity.

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* 9. Please rate the following (Return-to-work Programmes):

  Strongly Agree Agree Disagree Strongly Disagree N/A
Our organisation has a women's return-to-work programme.
Our return-to-work programme has focused objectives.
Our return-to-work programme has an approach for managing recruitment and training.
Our return-to-work programme implements non traditional recruitment methods.
Our return-to-work programme allows for mid-course correction and is able to support women who are not clear about their career goals.
Our return-to-work programme has support networks/mentors.
Our return-to-work programme is positively positioned with multiple stakeholders.
Our return-to-work programme has been effective in helping to close gender diversity gaps.

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* 10. Please rate the following (Gender Inclusive Global Mobility Programmes):

  Strongly Agree Agree Disagree Strongly Disagree N/A
Our organisation has made an attempt to create gender inclusive global mobility.
Our organisation has created greater transparency over global assignments.
Our organisation recognises the personal responsibilities of a woman which require a creative and flexible approach to mobility.
Our organisation sees mobility-associated costs as investments.
Our organisation promotes successful examples of women who have completed global assignments.
Our organisation has some form of support network at home and in overseas locations.
Our organisation is aware of retention risk and open to incentivising women to stay after they complete an overseas assignment.
Our organisation realises the importance of overseas assignments.
Our organisation's attempts have been successful and effective and creating inclusive global mobility.

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* 11. Please rate the following (Unconscious Gender Bias Strategy):

  Strongly Agree Agree Disagree Strongly Disagree N/A
Our organisation has an unconscious gender bias strategy.
Our organisation has transparent hiring/retention/promotion targets.
Our organisation is designed/ reviewed policies and processes to ensure that we enhance and support change.
Our organisation is clear on its current state and motivation for change.
Our organisation has worked to raise awareness and de-stigmatize the subject.
Our organisation has evolved our goals, priorities and initiatives.
Our organisation has been evaluating and tracking impact.
Our organisation has been effective in developing a strategy to combat unconscious gender bias.
Thank you so much for your time. Looking forward to seeing you on September 20!

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