Globally, for every $100 a woman makes, a man makes $258. Our research identifies three powerful ways to help close this pay gap if business, government and academia provide critical support—and their combined impact is extraordinary. We also partnered Femina in Indonesia to conduct a focus group discussion with women respondents to complement the global quantitative data.

1. JAKARTA
MARCH 10, 2017

2. RESEARCH RESPONDENTS
2
250 250 400
working
women
working
men
undergrads
Accenture conducted a quantitative study in 29 countries (11 emerging, 18
developed) with a total of 900 respondents in each country
Pay GapDigital Impacting
Advancement
Factors that drive women
to make choices/succeed
in a career path that will
lead to better opportunities
1 2 3
Survey Topics

3. RESEARCH RESPONDENTS
In Indonesia, Accenture partnered with Femina to conduct a Focus Group
Discussion with women only respondents to complement the global quantitative
data
Live in the Jabodetabek Area
Industry: Media, Communication Services, eCommerce, Non Profit
Organization, Geo Science Technology, Telecommunications, Design &
Architecture, Public Service
Experience: 1 – 7 years; 5 - 16 years
Ages 20 – 40 years old
*Divided into 2 groups: Group 1 (20-30 y.o) and Group 2 (30-40 y.o)
3
Group 1 Group 2

4. OUR RESEARCH FINDINGS
Key Findings:
• Factors that influence the pay gap can
vary amongst countries: lack of tertiary
education, employment issues, type of
industry that pays low wage, level/
position, hours of work, and other
factors.
• Women are usually responsible for the
unpaid work (such as child care and
household management). This is a
"hidden pay gap" that became the
economic inequality between men and
women: in which men earn 2.5X ($ 250)
compared to women ($100).
Developed Countries
39%
6%
3%
28%
24%
Emerging Countries
2%
75%
3%
1%
6%
13%
4

5. OUR FGD FINDINGS
Result from FGD conducted by Femina in Jakarta:
There is no pay gap in Jakarta
However…
Respondents agree that being a woman hinders their
career progression at times from being responsible for
the unpaid work, which leads to a “hidden pay gap”
instead of an actual salary difference.
5

6. Digital Fluency
Ignites
Career Strategy
Transforms
Tech Immersion
Accelerates
The extent to which
individuals embrace and use
digital technologies to
connect, learn, work
The need to aim high, having
a proactive approach to
careers, ambition, decide on
informed choices
Opportunity to acquire
greater tech and strong
digital skills
Women have to act on these three key equalizers to help enhance and accelerate
their career and for better gender equality:
The potential impact is dramatic: Combining these three equalizers would reduce
the pay gap by 35% worldwide and add $3.9 trillion to women’s income by 2030
THREE POWERFUL EQUALIZERS
CAN HELP WOMEN ADVANCE AND
CLOSE THE PAY GAP
6

7. 3 EQUALIZERS
DIGITAL FLUENCY IGNITES
7
49%
56%
58%
62%
67%
33%
42%
43%
45%
50%
Digital collaboration tools (e.g., Skype)
Networking on social media
Being able to work from home because
of the Internet
Having more flexibility in when, where
and how I work because of the Internet
Using digital technologies to balance
my career and family life
Below Manager Senior Manager+
What Women say about Digital Fluency
Digital Fluency
is
the first step…
to helping more
women gain an edge
in their education
and earn a place in
the workforce

8. FGD RESULT
DIGITAL FLUENCY
>10 years
of experience in
using internet
3 to 5
social media
accounts owned
10
Applications used
frequently
1 2 3 4 5 6 7 8 9 10
Respondents
Profile
Digital
Capability
Daily Social
Media Usage
50%
Work Interest
Personal Interest
Benefits of
Digitalization Easy Efficient
8Source: FGD Women in Learning in the New 2017

9. FGD RESULT
DIGITAL FLUENCY
- Hampered career due to pregnancy and being a mother
- Receive minimum to no support from family to be a career woman
Today’s women are already on their way to
digital fluency…
9
“These days our work tools are linked to
social media – photos of our events,
make up results, wedding decorations
are synced to Facebook or Path and can
immediately be seen by our followers”
Marina Siregar (30), Marketing &
Supervisor, Catering and Wedding
Organizer
“My work involves digital presence, so 8
hours of work is spent being online,
maintaining social media presence,
checking Instagram, etc.”
Putriyanti (26), Fiesta Seafood Digital &
PR Manager
What are internet and
social media being
used for?
Information
Learn & Explore
Tutorial
9Source: FGD Women in Learning in the New 2017

10. 3 EQUALIZERS
CAREER STRATEGY TRANSFORMS
10
Choices women make can impact their future role and
pay…
young men are taking more strategic approaches to their careers than
young women
AT COLLEGE
Choose a subject that
will make them the most
money
27%
40%
Female Male
AT WORK
Asked for or negotiated
a pay rise
*Within the study, we define fast-track women as women who have reached manager level within five years, and have stayed within the top 20
percent of their peer group for pay and position.
64%
52% 49%
Fast-Track* Average Slow

11. INDONESIAN MALE UNDERGRADS
ARE MORE ACTIVELY MANAGING
THEIR FUTURE CAREERS
Associate a successful leader with being female 18% 32%
Believe 'glass ceiling' is a myth 62% 67%
Believe men are generally paid more for the same role 20% 14%
Believe it’s possible to have a successful career and a
fulfilling personal life
64% 73%
Aspire to be in a leadership position 71% 61%
Have a mentor 67% 61%
Willing to allow work and personal life to ‘blur’ 15% 16%
Considered the availability of jobs before deciding on field of
study
89% 92%
Money is a factor in deciding field of study 52% 49%
Want to work for a Digital / IT / Technology company 24% 18%
Adopt new technologies fast 74% 64%
Have taken a computing /coding module 85% 77%
Continuously learning new digital skills 51% 45%
Have upskilled in digital technologies 67% 60%
Digital
Capability
Gender
assumptions
Career
Aspirations
FemaleMale

12. Priority for 30 – 40 years oldPriority for 20 – 30 years old
FGD RESULT
CAREER STRATEGY
Why do women advance through the workplace more slowly than men?
- Hampered career due to pregnancy and being a mother
- Receive minimum to no support from family to be a career woman
How can we improve? Focus on what women can do
Be quick to learn
Build new skills
periodically
Have an open
mind
Be updated on
tech development
Work efficiently
Have leadership
skills
Be adaptable to
changes
Explore own
potential
• Respondents have just started working, hence
they feel like it is important to start learning to be
a good leader for their team and be adaptable
• Respondents feel they need to be quick in
learning due to a constant change and to keep up
with the younger generations
• They also think they need to be open minded to
the new way of doing things
12
Source: FGD Women in Learning in the New 2017

13. Views of 30 – 40 years old
• Happy to stay in their well-established career,
only a few interest in entrepreneurship
• More concern on the distance between the
job location and their home
13
Lead own business as
CEO
It is easier for women entrepreneur to become leaders
because they not only manage the business, but also own
flexibility…
Be own decision maker
Have flexible time /
working arrangement
As employee to be successful need to have passion and
ability to manage work-life balance
Work life balance fulfils aspects such as health, availability of personal time / time for
family, job location proximity to one’s residence and good working environment fit
Views of 20 – 30 years old
• All wants to be an entrepreneur
• Good working environment influences job
selection
Source: FGD Women in Learning in the New 2017
FGD RESULT
CAREER STRATEGY

14. 18%
20%
24%
24%
29%
43%
7%
10%
11%
16%
16%
30%
Started your own
Digital/IT/Technology company
Started your own online business
Built or launched an App, website or
similar
Moved into a technology career path
from a non-technology field
Worked for a Digital/IT/Technology
company
Taken a training course in computing
or coding
Slow Fast Track
3 EQUALIZERS
TECH IMMERSION ACCELERATES
14
Deep digital skills
are necessary
to advance
quickly…
40% of fast track
women, for example,
studied STEM* or
computer science, and
used their digital
experience to advance
in the workplace
*Science, Technology, Engineering and Mathematics

15. FGD RESULT
TECH IMMERSION
Our survey shows that women today have integrated technology into their daily life
and work approach
Learning
• Utilize e-learning or online course module to take training or classes
• Participated in regular webinar to update skill
• Use digital book to read and learn on-the-go
Work
• Using and mastering the technology used to support their job
• Allow work mobility / flexi time
• Closing distance between global offices using Skype for meetings
Lifestyle
• Online banking / payment
• Online shopping
• Online transportation and map
• Job search
Stay Current
• Continued observation on technology development to stay current, i.e. what is in,
what is trending, what is becoming obsolete
• Downloading and trying new apps for assessment of feature and use those that
brings value addition Source: FGD Women in Learning in the New 2017 15

16. WHO’S DOING IT WELL?
16
64%
34%
2%
46%
49%
5%
Yes, learn continuously Yes, learn periodically None
40%
53%
7%
Fast-Track Average Slow
Women on the fast-track are more likely to be continuously learning new
digital skills…
Within the study, we define fast-track women as women who
have reached manager level within five years, and have stayed
within the top 20 percent of their peer group for pay and position.

17. MOTHERHOOD:
JUGGLING WITH DIGITAL
17
18%
35% 30%
33%
28%
30%
33%
27% 29%
16%
10% 11%
Fast Track Average Slow
0 1 2 3+
Just 18% of fast-track
women are non-
mothers – a much
lower percentage than
other groups
Becoming a mother does not necessarily slow speed of
progression when equipped with digital skills…
(Number of Children)

18. MOTHERHOOD:
JUGGLING WITH DIGITAL
“Women will always have a chance to be equal
with men in career. Leading in the new is how we look
and discover our own quality, because learning
new knowledge has no limit. If we are able, we need to
keep discovering ourselves – while maintaining life
balance. Whatever the challenge, easy or difficult,
we are great women”
Karina Eva Poetry, Assistant Director of Communications
Century Park Hotel Senayan
Technology closes the hidden pay gap,
enabling women to lead in the new…
18

19. HOW CAN THE 3 EQUALIZERS HELP
WOMEN TO ADVANCE?
Career Strategy
is a must, but we
cannot do it alone.
Businesses with
working environments
attractive to women
have big competitive
business differentiator.
Tech immersion
has positive effect
across board – higher
paid industry, career
advancement and
higher pay.
Digital Fluency
is the first step in
closing the pay gap
because it opens new
opportunities and
helps get more women
into work

20. ADVANCING GENDER EQUALITY…
TOGETHER
Gender equality is a global issue and an essential element of
an inclusive workplace.
Closing the pay gap globally requires action from the population as-
a-whole, rather than the onus being on the individual.
It’s about…
more women doing more
things than everyone doing
everything.
men and women using the
accelerators to the same
extent.
20

21. We strive to ensure that all our
people—women and men—are
treated and compensated
fairly and equitably from the
moment we hire them through
the milestones of their careers
here.
21

22. NEXT ACTION
Do what you
love instead of
having to love
what you do
HAVE PASSION FOR
THE JOB
CONTINUOUS
LEARNING
ADAPT TO NEW
TECHNOLOGY
Keep up to date
with digital
skills required for
your line of work
Stay current and
use new
technology to
our advantage
22