Millennial career stage differential
The female millennial – women born between 1980 and 1995 – represent a significant and growing portion of the global talent pool.
We recognise that the experience of a 34-year-old millennial woman with 12 years’ work experience and an established career will be very different to the experience of a 22-year-old millennial woman just starting out on her career, as seen on the comparative millennial by career stage.
We are experiencing a time of unprecedented – and as yet unmet – female demand for international mobility. 71% of female millennials want to work overseas during their career, but only 20% of the current internationally mobile population are women.
Next Generation Diversity: Developing tomorrow’s female leaders
Organisations the world over are currently challenged with a lack of women in leadership positions, and concerned with the competitive and financial toll this could mean for their organisations. Meanwhile they are also facing the challenges that come with vast numbers of millennial talent entering and reshaping the workforce.
Organisations looking to address the gender leadership gap must drive parallel efforts which tackle enhanced leadership diversity in conjunction with systemic change efforts targeting their workforce from day one. But to get this right, first organisations must better understand how to attract, develop, and retain female millennial talent.
In 2008, PwC began digging deeper into an observed shift in thinking among younger employees in “Millennials at work: Perspectives of a new generation”. Subsequently, in 2011 we released our “Millennials at work: Reshaping the workforce” report, which provided insights into the minds of 4,364 millennials from across 75 countries. Most recently, in 2013 we released our “PwC’s NextGen: A global generational study’ report”. This cross-generational study captured the views of more than 40,000 respondents in 18 global territories.
As our knowledge about this generation evolves we think it is time to put a laser focus on the female cohort of this generation.
PwC Next Generation Diversity: Developing tomorrow’s female leaders report aims to provide some insight into the minds of female millennials and how to position your organisation and talent strategies towards the attraction, retention and development of this significant talent pool.
Organisations the world over are currently facing the challenges that come with vast numbers of millennial talent entering and reshaping the workforce. In parallel, they are also challenged with a lack of women in leadership positions, and fast becoming concerned with the financial and competitive toll this could mean for their organisations.
Organisations looking to address the gender leadership gap must drive parallel efforts that tackle enhanced leadership diversity in conjunction with systemic change efforts targeting their workforce from day one. But to get this right, first, organisations must better understand how to attract, develop, engage and retain female millennial talent.
This PwC research report The female millennial: A new era of talent puts the female millennial front of mind and is based on international research with 10,105 millennial respondents from over 70 countries worldwide, 8,756 of whom were female millennials. Female millennials are becoming a larger and larger part of the global talent pool, and this report makes one thing clear, when it comes to the female millennial: we really are talking about a new era of female talent.
The report shares interesting research results, case studies and voice of the female millennial profiles. In addition, it brings the unique approach of taking a deeper look at the female millennial through the use of a career stage differential.
Key findings about the #femalemillennial
The female millennial represents a new era of female talent.
Female millennials are more career-confident and ambitious than their previous generations.
Diversity is very much front of mind.
A gender role model gap still exists.
Work-life strategies are critical.
Global careers are high on the agenda.
A feedback culture is encouraged.
Female millennials are financially empowered.