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One international oil company, for example, has benefited from the creation of a network of successful women within the company that acts as an avenue for mentorship. One female executive we interviewed understands the importance of this role: "I have had plenty of discussions with men on my teams about parental leave, and I generally encourage them to take it. Some of the employees we interviewed were of the opinion that oil and gas is behind other industries in leveraging the policies and services that promote more-flexible career paths. Once a woman has moved through the entry-level stage, how is the next phase of her career in the oil and gas industry likely to unfold? Our study confirmed that the desire of women in the oil and gas industry to attain senior-leadership and executive-level positions is virtually the same as men’s. The long-term importance to the industry of such efforts can’t be overemphasized. While such efforts will take time to bear fruit, the eventual deepening of the talent pool will benefit the industry for decades to come.

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Worth keeping in mind is that web crawlers don’t click accessibility overlays. More women than men also said they would be willing to spend time or money in order to gain additional qualifications, to take an assignment in a different functional area or country, to accept a lower-paying job in order to gain experience, and to have their spouse or partner relocate with them if they were transferred. The three most critical are lack of access to job opportunities, lack of sponsorship for career advancement, and the challenge of balancing career and family. In clinical practice, nurses can access information in real time, allowing unprecedented accessibility of cutting-edge information. Fully 69% of the women we surveyed consider senior sponsorship important or very important to their prospects for promotion to senior management, compared with only 47% of men. For many women, it is likely to be characterized by rising dissatisfaction with their career progression, especially relative to that of men. SRC:MixSentence, IDs:0F354E03;FC8C0D50;20C02786;5A7835D3;6C181902;CC2BCDF5;EC52BF7B;7C87789A;64925F31;AE4D7DCC;723A698E;183CDF30;DCA74BA0;F7B5ECF5;42D3ECC2;B7B2D198;8CDB195E;46DCC845;A378FA11;A2B233B6;5AD61E1B;FA6D331A;18073D02;07431703;6273BD03;41A18EFB;5E804A06;7B5B1B10;DBDBB5A9;6F4F7993;5D966C76;F7D639C0;75B58E06;A2107323;AF24C528;D16FA106;E39BB509;430C4AF5;4001EF39;E26D20D6;19616DB7;029700BB;226B4CE6;AD43FF61;9E236019;586FCD27;09AF566B

1. More women than men surveyed said they would be willing to take on a role that might advance their development-even if it was not attractive in terms of pay, location, or immediate impact on their career advancement. See Exhibit 11.) Yet biases against women based on their perceived lack of flexibility remain prevalent.