Supportive Managers Are Top Factor in Keeping Female Workers in Profes

    Business Editors/High-Tech Writers/Human Resources Writers

    ROUND ROCK, Texas--(BUSINESS WIRE)--April 19, 2005--Having a supportive manager is the top factor in women advancing professionally, according to a new 35-country survey of female managers.
    The worldwide research, which examines the attitudes, perceptions and triggers of female managers at multinational corporations, was commissioned by Dell (NASDAQ:DELL) and conducted by Harris Interactive(R) in January and February this year.
    Women managers choose a company over others and decide to remain there or leave for the same reasons on a globally consistent basis, according to the survey. Supportive managers (63 percent) and having family and domestic assistance to help with personal obligations (54 percent) are the top two factors women managers surveyed believe support advancement, closely followed by flexible work hours (50 percent).
    "Not only must global companies understand the factors that motivate women's job decisions throughout their careers, we also must work to remove obstacles and barriers that drive them out of the workforce at key life stages," said Thurmond B. Woodard, Dell's vice president, Global Diversity.
    Placing a higher value on personal and family responsibilities (59 percent), perceptions of women's commitment to their careers (54 percent) and perceptions of women's capabilities (44 percent) were cited as the primary obstacles to workplace advancement.
    Emerging workforce trends motivated Dell to undertake the research and to convene a recent Global Women's Summit, which was attended by diversity and human resources executives from several dozen Fortune 500 companies.
    According to the Harvard Business Review in March 2005, figures released by the U.S. Department of Education indicate that in the next decade the number of women with graduate and professional degrees is projected to grow by 16 percent. By contrast, the number of men with these degrees is projected to grow by only 1.3 percent(a).

    Regional Differences

    Although the primary findings regarding recruitment, retention and advancement were consistent internationally, the research uncovered regional differences that underscore the importance of "thinking globally, but acting locally" to reap workforce advantages.
    While European respondents are more influenced by a strong market position when considering a job offer, North American respondents are more influenced by the strength of a company's reputation. Asia-Pacific respondents, in general, have a more positive perspective around conditions for advancement and are more likely to accept global assignments.
    "Culture plays a significant role in companies that do business around the world," said Woodard. "The challenge for Dell -- and for other companies -- is to be great globally while being mindful of local issues and culture."

    About Dell

    Dell Inc. (NASDAQ:DELL) is a trusted and diversified information-technology supplier and partner, and sells a comprehensive portfolio of products and services directly to customers worldwide. Dell, recognized by Fortune magazine as America's most admired company and No. 3 globally, designs, builds and delivers innovative, tailored systems that provide customers with exceptional value. Company revenue for the past year was $49.2 billion. For more information about Dell and its products and services, visit www.dell.com.

    Survey Methodology

    Harris Interactive(R) conducted the online survey in 35 countries on behalf of Dell between January 24 and February 14, 2005 among 248 female managers (aged 18 and over) who work for a multi-national company and have at least one direct report. Samples were drawn from a Summit database and from the Harris Interactive online database. Data are representative of those female managers surveyed.
    Though online samples are not probability samples, in theory, with samples of this size, Harris Interactive estimates with 95 percent certainty that the results for the overall sample have a sampling error of plus or minus 7 percentage points. Sampling error for those results of female managers in North America (105), Europe (52) and Asia Pacific (46) specifically is higher and varies.
    Note: Sub-sample bases are very low and their results should not be used to make major inferences.

    About Harris Interactive(R)

    Harris Interactive Inc. (www.harrisinteractive.com), the 15th largest and fastest-growing market research firm in the world, is a Rochester, N.Y.-based global research company that blends premier strategic consulting with innovative and efficient methods of investigation, analysis and application. Known for The Harris Poll(R) and for pioneering Internet-based research methods, Harris Interactive conducts proprietary and public research to help its clients achieve clear, material and enduring results.
    Harris Interactive combines its intellectual capital, databases and technology to advance market leadership through U.S. offices and wholly owned subsidiaries: London-based HI Europe (www.hieurope.com), Paris-based Novatris (www.novatris.com), Tokyo-based Harris Interactive Japan, through newly acquired WirthlinWorldwide, a Reston, Virginia-based research and consultancy firm ranked 25th largest in the world, and through an independent global network of affiliate market research companies. EOE M/F/D/V

    (a) Hewlett, Sylvia Ann, Luce, Carolyn Buck, "Off-Ramps and On-Ramps: Keeping Talented Women on the Road to Success," Harvard Business Review, March 2005.

    Dell is a trademark of Dell Inc.
    Dell disclaims any proprietary interest in the marks and names of others.

--30--CSD/sa*

CONTACT: Dell Inc., Round Rock Media Contacts: Vivian Kobeh, 512-728-3007 vivian_kobeh@dell.com or Sandra Waite, 404-962-8465 sandra.waite@matlock-adpr.com

KEYWORD: TEXAS INDUSTRY KEYWORD: HARDWARE COMPUTERS/ELECTRONICS HUMAN RESOURCES SOFTWARE NETWORKING SOURCE: Dell Inc.

Copyright Business Wire 2005