A report about the #femalemillennial born between 1980 and 1995
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.
Our 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.
Our 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.
The female millennial career stage differential
The female millennial – women born between 1980 and 1995 – represent a significant and growing portion of the global talent pool. 8,756 female millennials from 75 countries recently took part in our #femalemillennial study.
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. So we have created a female millennial career stage differential to help you learn more about the female millennial by career stage.
A new era of female talent
| The career starter | The career developer | The career establisher | |
|---|---|---|---|
| 0-3 years’ work experience, focused on getting to grips with work life and workplace culture and practices. | 4-8 years’ workexperience. Accustomed to the workplace and focused on developing their expertise, discovering their areas of impact and progressing their career. | 9 or more years’ work experience. Developed as a subject expert and focused on establishing their profile as a leading expert internally and externally and honing their leadership style. |
|
| Work profile | Typically in junior positions 3 out of 2,873 females were CEOs Typically worked for 2 employers 14% have completed an international assignment |
Predominately in juniorto-mid level management positions 12 out of 3,145 females were CEOs Typically worked for 2 employers 21% have completed an international assignment |
Predominately in mid-levelto-senior management positions 38 out of 2,242 females were CEOs Typically worked for 3 employers 27% have completed an international assignment |
| Personal profile | Predominately single 11% are mothers 43% earn equal salaries to their partner/spouse* 18% are the primary earner* |
Predominately living with partner/married 24% are mothers 43% earn equal salaries to their partner/spouse* 24% are the primary earner* |
Predominately married 49% are mothers 42% earn equal salaries to their partner/spouse* 31% are the primary earner* |
| Most attractive employer trait | Opportunities for career progression | Competitive wages and financial incentives | Opportunities for career progression |
* Where in a dual career couple
The female millennial seeks out employers with a strong record on diversity
85% said an employer’s policy on diversity, equality and workforce inclusion was important when deciding whether or not to work for an employer. But their expectations are not always met: 71% feel that while organisations talk about diversity, opportunities are not really equal for all.
Career progression is the most attractive employer trait
Female millennials matter because they are more highly educated and entering the workforce in larger numbers than any of their previous generations. The female millennial is also more confident than any female generation before her and considers opportunities for career progression the most attractive employer trait.
Global experience is high on their agenda
Millennials view international experience as a vital element to a successful career and female demand for mobility has never been higher with 71% of female millennials identifying they want to work outside their home country during their career. Given only 20% of the current international assignees are female, this represents unprecedented international experience demand from the female millennial.
The female millennial welcomes and expects regular feedback on their job performance
Despite this generation being highly tech-savvy, when it comes to critical career conversations they value face-to-face conversations.
When it comes to the earning power and patterns, female millennials are very much trail blazers.
86% of female millennials that are in a relationship are part of a dual career couple. Furthermore, 42% earn equal salaries to their partner or spouse while almost one quarter are the primary earner in their relationships (24%).
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