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Global consulting firm Accenture this month released the results of its annual survey conducted to mark International Women's Day. This year's study found that almost half of female business professionals around the world - and a similar number of their male counterparts - believe their work is not sufficiently challenging, despite being confident about their skills and capabilities.

The following are excerpted comments made at a press conference held to announce the study's results in Bangkok. The Accenture executives present at the interview included Thipharat Wongwathana, executive partner, products operating group; and Sompith Kitcharoen, executive partner, systems integration and technology.

 Women have to take on the roles of mother and family caretaker. How did this affect the survey's results?

Thipharat: Women with families can also be successful. The survey focused on their opinions of themselves. It found that they consider themselves "successful" regardless of whether they have families to take care of - which is, in essence, to take on more responsibilities.

Sompith: Women who are successful receive support from their organisations. Organisations that are flexible can accommodate employees who work from home by supporting them with technology and tools. For example, Accenture makes use of conference calls, and equips staff with tools that allow them to work from anywhere, once they have access to the Internet. Companies must establish a culture and a technology that accommodates this.

Thipharat: At Accenture, we have a counselling programme. Some organisations focus only on "successful" women, but at Accenture, there is a formal hierarchy of mentors.

The first is your supervisor. The second is your career counsellor. The third is your human resources manager. These are the three primary people that Accenture employees can go to and seek advice from in these important areas.

Is this a problem for Thai working women - a lack of mentors?

Thipharat: Mentors give advice and help working women look at a situation from different perspectives. Many times, mentors help identify skills, possibilities and opportunities that are available to them. However, it is important for women to have "the will to become successful." If they don't have the will, they will not seek out changes or improvements. There are two main groups here: The group that seeks to succeed, and the group that is satisfied with their current status or role.

Are the problems faced by Thai working women the same as those faced by working women in other countries?

Thipharat: The problems they face are broadly similar. However, on some issues, such as when women become pregnant, at international companies they can work from home, but Thai organisations may not accommodate this.

So, the first step is to change the organisational culture?

Thipharat: It is a two-way effort on the part of both the organisation and the employee. However, it may not be possible to change the organisational culture because each organisation has different levels of enabling technology and support.

How enthusiastic are Thai companies and business owners in terms of unlocking the potential of Thai working women?

Thipharat: I cannot answer on behalf of all companies, but for the clients that I'm taking care of, I can say they are focusing on unlocking the potential of the "successful" woman only - not the entire population of working women in their organisations.

Sompith: Accenture hires men and women at a ratio of 50:50. This ratio is in line with the ratio of male and female college graduates.

One of your slides says that male workers ask for salary increases more often than women. Is this because male workers see themselves as more capable, as stronger performers? Can you explain the reasons for this?

Thipharat: The survey does not indicate the reasons. It focused on the point that male workers are more inclined to routinely ask for salary increases.

In cases where one of your client organisations has more working women than men, what types of advice or services do they ask for?

Thipharat: Our clients ask for advice on how to improve efficiency without differentiating between male and female employees.

Why do working women rely less on technology than men?

Thipharat: In my personal opinion, it is due to gender preferences - men tend to be more comfortable with technology than women. The key finding is that working women who make good use of technology are more successful because they have the tools they need to help them work - to make their work easier.

Does that mean technology is a "key factor?"

Thipharat: The survey does not indicate that. The key factor is the will to become successful. Also, you need the tools to facilitate your work, and you need a mentor. These three things are not presented in order of importance. Organisational culture and support are also key.

About 50 per cent of working women indicated that they consider themselves successful, but are not given work that is challenging enough. Is this because male workers stand in the way of women's progress?

Thipharat: The survey does not reach that conclusion. It could be because the organisations underestimate their female workers, while the women think they are capable of more challenging assignments.

Sompith: It also depends on whether the women have expressed their wish for more challenges. A good example is at Accenture, where we have one woman who is married, so we did not think she would want to relocate to another country for a certain position. But later she told us that she would be willing to move to facilitate her career advancement.

A full report on the survey, "Untapped Potential: Stretching toward the future", is available at www.accenture.com