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Infographie PwC sur les talents féminins de la génération Y (2014)
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Infographie PwC sur les talents féminins de la génération Y (2014)

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A l’occasion de la Journée Internationale de la Femme, le cabinet d’audit et de conseil PwC publie le rapport “Next Generation Diversity : Developing tomorrow’s female leaders”. L’étude analyse les …

A l’occasion de la Journée Internationale de la Femme, le cabinet d’audit et de conseil PwC publie le rapport “Next Generation Diversity : Developing tomorrow’s female leaders”. L’étude analyse les moyens pour attirer, développer et retenir les talents féminins de la génération Y, et en faire les dirigeantes de demain. Plus éduquées que jamais et représentant une part plus importante de la population active, ces jeunes femmes sont plus confiantes dans leur réussite professionnelle que les générations précédentes. Elles recherchent des employeurs connus pour leur respect de la diversité et de l’égalité, mais leurs attentes ne sont pas toujours comblées.

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  • 1. The female millennial Developing tomorrow’s female leaders A new era 59% 57% G20 country average of tertiary degrees awarded to Women 54% OECD country average of tertiary degrees awarded to Women EU21 country average of tertiary degrees awarded to Women Female millennials matter because they are more highly educated and entering the workforce in larger numbers than any of their previous generations. Globally women account for the majority of students in 93 of 139 countries and receive more tertiary degree qualifications. Source: UNESCO, OECD Role model gap 40% 4.6% Global Workforce % of Female Fortune 500 CEOs Currently 40% of the global workforce is female and a further one billion women are anticipated to enter the workforce over the next decade. Despite this only 4.6% of Fortune 500 CEOs are currently female. Source: The World Bank, Booz & Company, Catalyst The female millennial and ambition 51% This generation of women are more confident than any previous generation with 51% of female millennials confident they can rise to the most senior levels with their current employer. The also consider opportunities for career progression the most attractive employer trait. Source: PwC Millennials at work research Diversity - front of mind 82% 55% Importance of diversity Not truley equal for all The female millennial seeks out employers with a strong record on diversity; 82% 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: 55% feel that while organisations talk about diversity opportunities are not really equal for all. Source: PwC Millennials at work research Work life strategies critical 93% 97% Work life balance is important to nearly all female millennials and they value flexible working hours over financial benefits. Female millennials are not in alone in valuing work life balance and flexibility the same can be said for their male peers. Source: PwC Millennials at work research A feedback culture The female millennial welcomes and expects regular feedback on their job performance. Despite this generation being highly tech-savvy, when it comes to important career conversations they value face-to-face conversations. 93% want face-to-face feedback on performance evaluations 96% want face-to-face feedback on career plans and progression 82% want face-to-face feedback on compensation Source: PwC’s NextGen: A global generational study Global careers - high on the agenda 69% want to work outside their home country 20% Millennials view international experience as a vital element to a successful career and female demand for mobility has never been higher with 69% of female millennials identifying they want to work outside their home country during their career. Given only 20% of current international assignees are female this represents unprecedented demand from the female millennial for international experience. Source: PwC Millennial at work research, PwC talent mobility: 2020 and beyond Next generation diversity: developing tomorrow’s female millennials. To learn more on how to attract, retain and develop the female millennial go to www.pwc.com/IWD This content is for general information purposes only, and should not be used as a substitute for consultation with professional advisors. © 2014 PricewaterhouseCoopers. All rights reserved. PwC refers to the PwC network and/or one or more of its member firms, each of which is a separate legal entity. Please see www.pwc.com/structure for further details. (Dublin Design Studio #05011)

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