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Genderand GenY:InsIghts Into global
DIversIty In ChIna
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IntroDuCtIon
Gba divesity is nt a ne-size-ts-a ppsitin. Pactitines must d me tansimpy epicate tei U.S.-based divesity stategies in tei cmpany ces abad.
T devep and execute a tuy successu gba divesity initiative, ne must take int
accunt te dieencesas we as te simiaitiestat exist between te cutues
te cmpany eadquates and te gba ce and te cunty in wic it esides.
Divesity Best Pactices and Wking Mte Media ae cmmitted t eping ganiza-
tins exce in managing divesity n a mutinatina scae. T tat end, te cmpanies d
an annua gba event eatuing tw u days cneence pgamming. Te Divesity
Best Pactices Gba Best Pactice Sessin is designed t aid U.S.-based cmpanies in
identiying te mst eective stategies managing empyees and business abad, wie
Wking Mte Medias Gba Advancement Wmen cneence cuses n pviding
pessina wmen wit te skis necessay t succeed witin mutinatina cpatins.
In pevius yeas, Divesity Best Pactices and Wking Mte Media ave taveed t
Tnt, Canada; Sa Pa, Bazi; Jannesbug, Sut Aica; and Bangae, India, t
cnduct tese events. In Nvembe 2010, wit te suppt st spnss Cisc
Systems Inc. and Inte Cpatin, te cmpanies bugt te t-annua gba initiative
t Beijing, Cina.
Te Gba Best Pactice sessin, ed n Nvembe 17 wit a gup 80 divesity and
uman esuces pessinas, was designed t give Divesity Best Pactices gba
membes insigt int te caenges managing divesity in Cina and addessed te
issues csscutua cmpetence, gende inteigence and geneatina divesity.
Te Gba Advancement Wmen sessin, ed Nvembe 18 wit neay 200 Asian
emae pessinas, tacked tpics suc as acieving success at a mutinatina cmpany
and managing cmpeting pesna and pessina demands.
Tis pape pvides a ic veview te key takeaways m te days discussins.
Working Mother Media and Diversity Best Practices thank PricewaterhouseCoopers for its
support of this paper.
www.diversitybestpractices.com 2
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Undrstanding what drivs wons pros-
siona dcisions is critica or succssu rcruit-
nt and rtntion orts. At Divrsity Bst
Practics Goba Bst Practic sssion, Joyc
Zhu, had o HR, Asia Pacic or HR consu-
tancy AON Hwitt, shard insights shs gaindabout working won in China. Sh idntid
th oowing as th top otivating actors or
Chins won whn choosing a job:
1. Coptitiv pay
2. Work i baanc
3. Intrnationa job xposur
But aso iportant to prossiona won
in China is working in an ara thy nd
intrsting, having nancia indpndnc
and achiving a sns o accopishnt.
Intrstingy, Yu Dan Shi, dirctor o arkt-
ing/Austraia & Nw Zaand or Cisco, notd
that Asian won ar or iky than thir
a coagus to tak a position that ay b
bnath thir ski st, and yt, this can on
b a savvy ov. Ts won ar bttr ab
PROeSSIONAlWOmeN IN CHINAoday, nary ha o a cog graduats in
China ar won, up ro just 23 prcntin 1980. And whi ths won shoud b
ntring th workorc u o optiis, a
study by th Nationa Wons dration
nds that ha o a won in China say thy
ac gndr discriination and 72 prcnt
biv thy hav wr prossiona options
than thir a countrparts. Ts ndingsrprsnt an opportunity or utinationas in
China to ipnt progras to attract wo-
n and aid in thir prossiona advancnt.
to s th biggr pictur and advanc arthr in
thir carrs in th ong run.
ONe CHIlD, mANYCHAlleNGeSOn working othrs in China pud intwo dirctions as thy try to anag thir pro-
ssiona i and aiy. many rport incras-
ing prssur du to th odrn, urban aiy
structur. It is xpctd that Chins aiis
wi hav ony on chid, which can ad to
an ovrwhing aount o attntion ro
atrna and patrna grandparnts. Indd,
so parnts ust crat schdus to nsur
that thir chid spnds qua and adquat ti
with a grandparnts. And whi any won
apprciat having two sts o drs to hpwith chidcar, ths working os say nsur-
ing thir chid rcivs consistnt ssaging
and discipin ro a guardians is a chang.
lik won in th Wstrn word, working
os in China want thir partnrs to hp
shoudr th oad o raising thir chid. many
strugg with stabishing ctiv co-parnt-
ing practics with thir chids athr. In Chi-
ns houshods, priary chid-raring rspon-
sibiitis tnd to a to th othr. mos at thconrnc agrd that thir husbands on
dont undrstand th strsss associatd with
working u-ti and anaging a aiy. Tus
ths n ar uniky to chip in with hous-
work and chidcar. Howvr, svra won
rport that as thir arning powr incrass,
thir husbands attituds ar bginning to shi.
Working othrs guit is aiv and strong in
China. Ts os say thyr concrnd that
thy dont spnd nough quaity ti with thir
chidrn and trrib i thy hav to brak
a prois to th bcaus o work obigations.
As thir chidrn ntr schoo, ths othrs
aso rt ovr hping thir chidrn anag
schoo prssurs and wrst with nding th
right baanc o bing an invovd parnt with-
out bing ddso. At th sa ti, any
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o ths os ar at th id-point o thir
carr, which propts a good nubr o th
to r-vauat thir prossiona goas.
On without sibings thsvs, working
won in China hav th addd strss o
srving as so cargivr or thir aging parnts,
and on thir in-aws as w. Tis drcar
issu is particuary changing or won
who work in or covt an intrnationa assign-
nt. or th orr, ths won rport
xprincing ings o guit bcaus thy iv
a grat distanc ro thir parnts; aong th
attr, thy considr turning down carr-
xcing assignnts abroad bcaus thydont want to av thir parnts. And ik
os o young chidrn, ths won ar
on concrnd that thy do not spnd
nough ti with thir parnts.
BeS PRACICeSmutinationas oprating in China hav an
opportunity to support thir a poy-
s by providing work i bnts that can
hp th addrss ho and aiy prssurs
whi kping thir productivity and carr ontrack. So rcondations prsntd at th
Goba Bst Practics sssion incudd:
lvraging tchnoogy to or
tcouting.
Crating poy rsourc groups or work-
ing othrs, cargivrs and othr cohorts
Oring xib work arrangnts
About the one Child Rule
Cas o C r s as r as may Wsrrs v. impm ary
30 yars a cr ppa rw, pcy prmary ars cps v ra
areas. Famiies with just oe chid receive acia icetives from the govermet, whie
es are evied agaist those with more offsprig. Some weathier parets who desire aarger famiy wiigy pay the es i order to do so. Rura coupes, miorities ad parets
without ay sibigs of their ow are amog those who are permitted to have more tha
oe chid without peaty. But for famiies that cat pay or dot quaify r xmp-
s, a sc c c p w svry rsrc accss ca a r
services, ivig a ife i imbo, aki to beig a udocumeted immigrat.
Whi ths rcondations ight s
attr-o-cours or U.S.-basd copanis
with such stratgis arady in pac dosti-
cay, participants at th Divrsity Bst Prac-
tics goba vnt strssd that as with ovra
divrsity orts, it is iprativ that copanis
dont just rpurpos arady stabishd Ari-
can tactics. or instanc, whn considring
th cration and ipntation o poy
rsourc groups in China, poyrs ust x-
ain th oca nvironnt to nsur that th
dirnt cuturs and nds o th popuation
ar takn in to account whn stabishing th
groups goas, brship and structur.
Pt by Steven Ease
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Whi copanis in th both th Unitd Stats
and China ac th growing ipact o Gnra-
tion Y in th workpac, rsarch by IntrChina
Consuting, a anagnt consutancy sp-
ciaizing in stratgy, corporat and huan r-
sourcs srvics or copanis doing businss
in China, nds that what otivats and us
th Chins Gn Y popuation is vry dirnt
than what drivs this group in th Stats. Whi
young aduts in th Unitd Stats ar drivn
priariy by pr rationships, in China th
priority or this cohort is aiy, said laura
sui, partnr and vic prsidnt at IntrChina
Consuting. or youngr Chins prossionas,
rinds and carr rank a distant scond and
third. sui tod Goba Bst Practic Sssion at-
tnds that whn askd what coud ak thir
i bttr, spnding ti with aiy was th
ost coon rspons ro this group.
Yt, whn it cos to what gnrats th ost
happinss or xcitnt, th nubr-on
answr aong Gn Y prossionas in China is
achivnt, with aiy a distant scond. Aso
iportant to not, ths young aduts say thy
trust thir rinds ost, oowd by aiy
(sibings, cousins, tc.), and thn thir parnts.
T sns o aiy obigation is xcptionay
strong, but it dos not s to subdu pros-
siona abition. Rathr it crats intnsy
copting dands or ti and nrgy.
BeS PRACICeS
Bcaus achivnt is a ky drivr or work-rs in Chinas Gn Y popuation, youngr
poys can co across as aggrssiv and
xtry coptitiv. Such charactristics
provid poyrs with a chanc to or op-
portunitis to hp youngr hirs dvop and
prov thsvs through training, coaching
and incrasd job rsponsibiitis. Critica
attntion shoud b givn to hping in
anagrs bttr undrstand what otivats
Gn Y poys. In addition, bcaus Gn
Y workrs ar achivnt orintd, a strongproranc anagnt syst is ndd to
provid dback and rward accopishnts
(S managing Gnration Y in China.)
By contrast, sui has idntiid coon
prcptions that too any copanis
currnty hav about Chins Gn Y
MAnAging geneRAtion Y in ChinA
IterChia, a maagemet cosutacy focused o Chiese workpace issues, has crafted
a ist of quaities maagers shoud embrace whe eadig Chias Ge Y workers:
A wiigess to ear ew maagemet skis
A abiity to ead by exampe
A focus o buidig cosesus aroud ideas rather tha imposig them
A desire to be a expert (Ge Y empoyees iste to those they admire.)
A commitmet to makig improvemets to oes persoa stye
GeNeRAION Y IN CHINAT Gnration Y popuationborn btwn
1981 and 1995is booing in China and
ntring th workorc in rcord nubrs,bringing with th a st o xpctations that
on cash with th status quo. A tod, Gn Y
rprsnts nary 50 prcnt o Chinas work-
orc, aking it or iportant than vr
or poyrs to undrstand th dirncs
aong gnrationa groupsand how thy
can work productivy togthr.
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poys. Signiicanty ipactd by th
On Chid ru, any Gn Yrs hav
bn th cntr o attntion in a aiy that
incuds doting parnts and grandparnts.
So xpat anagrs biv that this ads
ths young aduts to b s-cntrd, i-
patint and hyprsnsitiv. Whi Gn Y is
rgardd as bing sart and highy ducatd,
any copanis biv this groups duca-
tion has ocusd or on knowdg and
tchnica skis rathr than oras and thics.In addition, so xcutivs ind that idd
anagrs in this popuation ack ctiv
anagnt skis.
At emC China, Gn Y gnrats th highst
turnovr rats in th copany, notd linda
Di, huan rsourcs dirctor or th Hopkin-
ton, mA-basd tchnoogy copanys Cntr o
excnc R&D Group. Spaking at th Goba
Bst Practics sssion, Di said shs ound th
ost job changs rsuting aong poys
who hav bn with a copany btwn on to
thr yars, with svn out o 10 workrs agd
25 to 29 having poyrs ovra in 2010.
Whats driving this xodus? According to Di,
rcnt rsarch ound prsona carr dv-
opnt (53 prcnt) and copnsation andwar (47 prcnt) as Gn Ys priary rasons
or changing jobs. A quartr aso notd work
i baanc issus as a otivating actor. (S
Cas in Point: emC China.)
hs indings av copanis oprating
in China in a changing position: many
Pt by Steven Ease
www.diversitybestpractices.com
Diversity Best Practices CEO Caro Evas (frot row, ceter) with attedees of the Goba Advacemet of Wome Coferece.
8/2/2019 PWC Gender and Gen Y
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invst signiicant rsourcs into training
nw poys; howvr, in two to thr
yars, 70 prcnt o young prossionas
typicay tak thir knowdg and xpri-
nc swhr. hr ar a host o rasons
why poyrs shoud work to hod on to
this tant, i ony or incrasing productiv-
ity and owr rcruiting and training costs.
But aso iportant is th ro Gn Y
workrs wi pay in crating th utur o
businss. hs poys ar quick
arnrs, crativ and passionatand thy
aso hav th tchnoogy skis and goba
indst that ar ndd today to driv in-
novation.
Of the 1,000 empoyees i the EMCChia Ceter of Exceece R&D
Group, 60 percet are members of
Geeratio Y. I the past four years,
53 percet of empoyees who eft
cmpay vary wr mm-
bers of this cohort, a rate that EMC
says is o par with that of workers
i the geeratio before them.
Rcz a g Y mpys
accout for more tha haf of the
EMC Chia R&D Ceter workforce, cmpay as mpm
severa efforts to icrease empoyee
am a r w
s sm. tr rsarc,
cmpay scvr a y pr-
fessioas at their compay sought
the foowig from their empoyer:
A patform to ear ad grow
A ope eviromet that fosters
va a cr
The freedom ad exibiity tovra s srs
The abiity to etwork with goba
cas
A compay cuture that offers a
coo pace to work
eMC as mpm svraavs arss g Y
workers eeds. For exampe, the
itera trasfer program ecourag-
s mpys ca js r-
ay, rar a av cmpay
for ew opportuities. EMC
staffers are give the optio of
takig a short-term iteratioa
job assigmet or trasferrig to
ar ps w
compay i the oca ofce or at
the corporate headquarters.
Aay, y mpys ca
become part of the compays
mrsp prram, wc was
created to serve as a cost-effective
eemet of a empoyees idividua
vpm pa. t Ca Cr
of Exceece metorship program
spprs cmpay cr y
prv ra crss, s
a rsrcs p mpys
d metors, ad for metors tometor effectivey.
The techoogy-focused compay
as as vra ir s
effort to cater to Ge Y empoyeess
socia-media-focused ifestye. Ampys ar v cr
cmpays ws r
. i a, y ar
ecouraged to vote for ideas oie
r parcpa cmpays
socia etworkig website.
EMC aso coducts off-ie evets
desiged to foster face-to-face
rac w mpys, sc
as hR as a sca c acv-
ties, icudig foosba competitios,sooker cub, footba ad basketba.
lasy, cmpay srvs cra
a physica ofce eviromet that
s c yr mpys.
Perks such as a o-site tess ce-
ter ad compimetary yogurt, fruits
ad beverages go eve further i
cra a pac a spprs g Y
workers. Thats coo.
CASE IN PoINT: EMC ChINA
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Yu Dan Shi considrd hrs to b airy
cuturay coptnt was sh was prootd
to a anagnt position at Cisco. Yt, thcurrnt dirctor o arkting in Austraia and
Nw Zaand tod attnds o th Goba Bst
Practic Sssion that sh soon raizd that
whi proactiv in arning about othrs, sh
rary thought about how othrs prcivd hr.
Hr outgoing danor didnt t th rsrvd
strotyp o Asian won, which on con-
usd hr dirct rports. Sh utiaty arnd
that adrs nd to considr both to bring out
th bst in thir poys.
Shi argus that its iprativ or pop to ra-
iz that arning about othrs not ony bnts
th copany but th individua as w. each
o us has to undrstand why w want to undr-
stand othrs dirncs, xpaind Shi, who
said shs otivatd by discovring siiaritis
btwn hrs and othrs. I I ab to nd
a coon ground, that aks happy.
o that nd, whn pacd on a nw assignnt,
Shi spnds hr rst w days gtting to know hrta on a prsona v. On on assignnt,
Shi was particuary concrnd about whthr
th quit Asian strotyp woud ipact hr
tas proranc bcaus U.S.-basd co-
panis on xpct thir poys to b quit
voca. o hp hr ta t this xpctation,
He ImPORANCe OCUlURAl COmPeeNCeAs or won and youngr workrs ris
through th corporat ranks, it is critica ororganizations, particuary anagrs and
suprvisors, to undrstand and know how to
navigat within th inuncing cuturs o
ths and othr workpac groups to incras
poy ngagnt and buid businss.
www.diversitybestpractices.com 8
Caro Evas, CEO of Diversity Best Practices (fth from eft), ad Adrs Tapia, presidet of Diversity Best Practices
(fth from right), with preseters at the Goba Best Practice Sessio.
Pt by Steven Ease
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Shi brainstord ways to activy ngag th.
Rbring that Asians ar passionat about
ood, Shi gathrd hr ta or a a, ovr
which thy discussd both prossiona and
prsona xprincs. By crating a couna
nvironnt cntrd around a shard intrst,
hr ta was ncouragd to shar inoration
about thsvs and connct with thir prs.
Additionay, Shi advocats utinationa co-
panis taching anagrs about what various
rsponss and bhaviors an in dirnt cu-
turs. You hav to ask yours, What dos Ys
an? said Shi, bcaus in so cuturs ys,
counicatd a crtain way, can an no.
Tis undrstanding can contribut to stabish-
ing ctiv counication aong work tas.
During th vnts Cutura Coptnc ss-
sion, nwy nad Divrsity Bst Practics
Prsidnt Andrs apia agrd, adding that
crosscutura coptncy pays a vita ro in
succssuy daing with poy pror-
anc issus. managrs shoud assu thr
wi b dirncs, h said, particuary in how
ta brs prr to counicat and how
thy anag conict. Indd, said apia, whn
assssing poys, spcia attntion shoud
b paid not ony to th various -iss that can
prvnt goba poys ro advancing, but
aso to th subconscious ways pop assss
what good proranc ooks ik.
Cutura coptnc is not ony ncssary or
idntiying poy dirncs; it pays a
signicant ro in dtrining th prrncs
and nds o targt consurs. apia citd an
xap o buiding a nw dica aciity.
Hospitas in th Unitd Stats typicay hav
waiting roos that ar buit to accoodat
on or two pop pr patint, h xpaind.
Howvr, back patints ar iky to hav thr
to v pop with th, whi Hispanicscoud hav as any as a dozn. Tis is critica
inoration to considr whn panning th
ayout and dsign o waiting roos in hospitas
that wi srv signicant back or Hispanic
popuations. Whn dvoping and proot-
ing products and srvics to consurs in
China, copanis woud b wis to xpor th
cutura dirncs and bhaviors that coud
ipact businss.
TAP ThE PoWEr of CroSSCUlTUrAl CoMPETENCIES
dvrsy bs Praccs Prs
Adrs Tapia has bee a studet of
cutura differeces ad the vaue
of crosscutura competecy from a
ary a.
Ras lma, Pr, y a Prva
father ad America mother, the
former Chief Diversity Ofcer ad
emergig workforce soutios eaderfor Ao Hewitt says he rst oticed
ot-so-subte cutura differeces as
a chid visitig famiy i the Uited
States. Whe his America cousis
w rw tapa a a, w
respod by kickig it, rather tha
cac .
i c, tapa a pr
isight ito how cutura differeces,
ad the ack of awareess of them,
mpac prsa rasps. Fr
xamp, cas tapa was ras
a Prva cr wr m
is evet-based rather tha cock-rm as s u
States, he was ofte ate whe
meetig frieds, much to their a-
oyace. Yet Tapia was equay put
off whe his America frieds woud
abrupty ed uished coversa-
s w m js cas y a
ar appm. by srv
the impact these differeces had o
prsa rasps, tapa xrap-
a a smar xprcs m
be takig pace amog muticutura
ams w crpras.
i pas, xpa a a the work to t i, says Tapia.
gaza s ca s. t
r s s sr,
sr as sm s
cmpay s.
The Icusio Paradox: The Obama Era ad the Trasformatio of Goba Diversity, by Diversity Best Practices President Andrs
Tapia, examines cultural differences and provides best practices on managing and leveraging these differences within diverse work teams.
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COnClUSIOn
As China continus to grow its goba businss powr, utinationas ust do or to rain
coptitiv. Copanis that try to ipos U.S.-basd workorc practics in goba ofcs
without taking oca cutur and custos into considration wi soon nd thirs to b a
isguidd ort. or whi any o th concrns and considrations o Chins prossionas
ay sound siiar to thos o workrs in othr countris, th traditions, custos and
xpctations can produc vry dirnt rsuts.
excing in divrsity anagnt on a goba v rquirs taking a dp div into th cutur o
th country, th oca copany ofc and its poys. A copany is ony as strong as th pop
it poys. Tus, copanis ust work and istn hard to arn th ra struggs and otivations
o thir workrs. Dvoping cuturay-spcic progras and initiativs that wi aowpoys to thriv and ovrco thir changs wi go a ong way in incrasing poy
oyaty and ovra businss proranc.
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Jennifer Smyh
takia Masn
Alisa Nadler
Meghan Dnnelly
Laren Macri
Heaher Myl
Jane Wigeld
Sigrid SenamadLcia Knigh
Kim Irvin
Jacqeline tzzi La brcca
Sherease Wheeler
Helen Jnsen
Kelli Daley
Carl Evans
barara Rsenhal
Nancy Inrar
Jessica Gldman
Carlina Pichard
8/2/2019 PWC Gender and Gen Y
15/16
IntegratIng D&I Into
your companys Dna
Join fellow DBP memBers anDnew DBP PresiDent anDrs taPia for our first
Best Practice Session of 2011!
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integrate D&iinto YourcomPanYs Dna
To register, contact Meghan Donnelly, [email protected].
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8/2/2019 PWC Gender and Gen Y
16/16
Diversity Best Practices
2 Park Avenue, New York, NY 10016
212.219.7470